Greyston Foundation, Inc.

We don't hire people to bake brownies. We bake brownies to hire people.

aka Greyston   |   Yonkers, NY   |  www.greyston.org

Mission

Greyston creates thriving communities through the practice and promotion of Open Hiring. Greyston pioneered Open Hiring nearly 40 years ago, providing the chance for individuals to overcome the barriers keeping them from finding and maintaining employment. Simply put, we hire people no questions asked, and it works.

Notes from the nonprofit

Greyston Foundation is a 501(c)(3) non-profit dedicated to serving the community of Southwest Yonkers, New York and scaling our cutting-edge model of Open Hiring across the globe through The Center for Open Hiring at Greyston. Under the umbrella of Greyston Foundation sit three distinct not-for-profit and for-profit entities: Greyston Bakery; Greyston Health Services; and Greyston Family Inn. Greyston Foundation provides supervision, oversight, human resources, accounting and finance, information technology, and administrative support for all entities under the Greyston umbrella, including Greyston Bakery—a for-profit social enterprise that hires anyone seeking a job, no questions asked. A portion of the profits from Greyston Bakery is directed back into Greyston Foundation, while the remaining amount is re-invested into the Bakery to fuel business growth. Greyston Foundation conducts fundraising throughout the year to support governance and the delivery of community programs.

Ruling year info

1993

President & CEO

Mr. Joseph Kenner

Main address

21 Park Avenue

Yonkers, NY 10703 USA

Show more contact info

EIN

13-3717310

NTEE code info

Human Service Organizations (P20)

Children's and Youth Services (P30)

Community, Neighborhood Development, Improvement (S20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Southwest Yonkers is characterized by high rates of intergenerational poverty. Based on 2016 Census data specific to Greyston's zip code, 26.4% of the population lives in poverty and 40% of children live in poverty — nearly double the rates of the neighboring NYC. One in five residents is food insecure. Much of the community experiences barriers to employment such as low educational achievement, homelessness, lack of or limited work experience, and previous involvement in the criminal justice system. In this community, 44.2% of individuals do not have a high school diploma. Additionally, as of April 2018, the national unemployment rate in the US was at 3.9%, the lowest it has been in years. This tightening labor market has increased the competition for entry-level talent and, although an estimated four million entry-level jobs remain unfilled, several vulnerable populations in the U.S. persistently face barriers to accessing these employment opportunities.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Greyston Bakery

Greyston Bakery is a force for personal transformation and community economic renewal. We are a hybrid organization dedicated to serving the community of southwest Yonkers, NY where we have been practicing and refining Open Hiring™ at our for-profit social enterprise, Greyston Bakery, where we hire anyone seeking a job, effectively eliminating barriers to employment.

Our practice of Open Hiring is simple: we hire our bakers without judging or asking any questions. Our Open Hiring Model is the collection of programs and services provided to employees to increase success on the job and in the community. Greyston operates a world-class commercial bakery that produces seven million pounds of award-winning brownies every year for customers like Ben & Jerry’s, Whole Foods Market, and Delta Air Lines—with a staff of bakers who would likely have been screened out by traditional hiring practices. Greyston offers a roadmap to assist individuals and their families in visualizing and realizing their paths to becoming thriving members of the community. Greyston was founded in 1982, by the American Zen Buddhist leader Bernie Glassman.

Population(s) Served
Adults

Access to safe and affordable housing is critical for vulnerable people who are working hard to obtain and keep jobs. In the mid-1980s, Greyston pioneered the concept of affordable permanent housing for homeless individuals, combined with on-site tenant services. Greyston’ 35-unit supportive care housing facility, Issan House, supports formerly homeless individuals living with HIV/AIDS, 95% of whom have also been diagnosed with mental illness and drug or alcohol addiction. Issan House is the only facility of its kind in Westchester County. Each year, up to 50 tenants are provided with an array of specialized services that include wraparound case management, counseling, benefits assistance, life skills training, advocacy, appointment escorts, referrals to other services and three nutritious meals per day. Individuals living at Issan House have a permanent home and access to ongoing services while striving toward personal sufficiency. Greyston believes that
healing is a complex process in which the body, heart, mind, and spirit all need to be addressed in order to be effective.

Population(s) Served
People with HIV/AIDS
Substance abusers

Employment is the gateway to economic and personal
self-sufficiency and Greyston is committed to providing job skills and employment opportunities to youth and adults who experience barriers to employment.

Greyston's Workforce Development program provides job skills training, career counseling and job placement, as well as job retention services, for people who are often excluded from the mainstream workforce. Courses are designed to be responsive to the pressing needs of employers in the local community. Current offerings include building maintenance, culinary and pastry arts, and security guard training. Program graduates receive certifications required by employers—such as ServSafe licensing in the food sector. Workforce Development offers soft-skills coaching, resume preparation and interview practice sessions. Operating since 2009, WD has trained over 500 people and placed more than 300 with local companies, agencies and organizations.

Population(s) Served
Adults
At-risk youth

Community Gardens and Environmental Education: As a business in the food sector, Greyston understands the profound negative impacts of hunger and food insecurity on an individual’s ability to thrive. To this end, Greyston’s Community Gardens program—a community center without walls—manages ten plots of relaxing, safe, and productive green space in a dense urban environment, offering fresh produce to residents and nurturing a healthy and sustainable community. The program harvests and shares over 14 tons of fresh produce annually. Greyston continues to expand its capacity to meet the needs of our employees and community through a variety of food solutions initiatives including enhanced nutritional education. Environmental education workshops and classes are conducted onsite at the gardens and in three school-based programs throughout Yonkers.

Population(s) Served
Families
Children and youth

Launched in 2018, The Center for Open Hiring at Gresyton is a collaborative learning and inspiration space that evaluates, improves, and defines best practices, while facilitating the widespread adoption of Open Hiring. The Center for Open Hiring at Greyston offers management teams the option to explore the Open Hiring concept together, and start to develop a customized human capital strategy – with education and training, advisory services, and research and programs options. It is a space for people to learn about social justice innovation and different ways of leading and engaging a team.

The Center for Open Hiring at Greyston has a customer-centric, enterprise-oriented mission: engage with organizations to provide them the framework and structure for discovering and initiating their own Open Hiring program. The Center for Open Hiring at Greyston partners with visionary leaders to refine and scale the Open Hiring Model, creating radical change in human capital management across the U.S. and the world. Key to this mission will also be ensuring that our other key customers—future open hiring employees—have the “Greyston experience” wherever they are, a great place to learn and work with supportive services to ensure they continue working.

The Center for Open Hiring at Greyston focuses on the promotion and practice of Open Hiring through three self-reinforcing and overlapping activities:

1. Research and Programs: Creating best practices for the Open Hiring Model and delivering programs and services to Open Hiring team members and the Yonkers community.
2. Education and Training: Providing an immersive learning experience in social innovation, social justice, change management, and Open Hiring to enable business managers and HR leaders, and later, academic professionals and students, to understand the power of an inclusive workforce and how it could be implemented in their organizations.
3. Advisory Services: Supporting organizations in the creation of human capital plans that can leverage a workforce previously excluded from their business strategies.

The Center for Open Hiring at Greyston’s purpose is rooted in filling jobs without judging applicants or asking them any questions. As this model is based on inclusivity rather than exclusivity, we will specifically focus on creating job opportunities for people who have often been excluded from the mainstream economy because of past hardships and challenges, such as criminal justice involvement.

We believe that anyone who wants a job should be given the opportunity to work.

Population(s) Served
Economically disadvantaged people

Where we work

Awards

Most Innovative Company 2018

Fast Company

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Greyston’s mission is to create thriving communities through the practice and promotion of Open Hiring. Founded in 1982, Greyston addresses some of the most dynamic and disruptive issues facing our country today — poverty and recidivism — through human capital innovation and holistic support services. For 37 years, Greyston has been changing lives by providing job opportunities – no questions asked. Since its founding, Greyston has been fighting for inclusion: creating opportunities for disenfranchised people, battling against systemic inequities, fighting for social justice, and advocating for equity and a leveled playing field for people regardless of their past.
Greyston is a hybrid organization dedicated to serving the community of Southwest Yonkers, NY where we have been practicing and refining Open Hiring at our world-famous for-profit social enterprise, Greyston Bakery, where we hire anyone seeking a job, effectively eliminating barriers to employment.

Our support services – PathMaking programs – provide the infrastructure that is needed for individuals to thrive in our community. Through PathMaking individuals are offered the building blocks to job retention and successful employment, with a focus on overcoming the four most common obstacles to thriving; education, food security, housing, and mental health.
PathMaking programs enable us to trial new service models, which continuously informs and advances research and development at The Center for Open Hiring at Greyston (The Center). The Center is a collaborative learning and inspiration space that evaluates, improves, and defines best practices, and facilitates the widespread adoption of Open Hiring. The Center focuses on the promotion and practice of Open Hiring through three self-reinforcing and overlapping activities:

1. Education and Training: providing an immersive learning experience in social innovation, social justice, change management, and Open Hiring to enable business managers and HR leaders, and later, academic professionals and students, to understand the power of an inclusive workforce and how it could be implemented in their organizations.
2. Advisory Services: supporting organizations in the creation of pilot projects and human capital plans to access a workforce previously excluded from their business strategies.
3. Research and Programs: creating best practices for the Open Hiring Model and delivering programs and services to our Open Hiring team members and the community of SW Yonkers.
Through the Center, we will bring the Open Hiring framework to market and create a new frontier of hiring practices that will generate positive societal impact by leveling the playing field of access to job opportunities.

Greyston’s greater vision is to transform human resources practices and systems by addressing implicit bias and discrimination through the worldwide use of Open Hiring. Greyston’s pioneering Open Hiring Model and holistic PathMaking support programs have the potential to break down barriers to employment for people in any workplace and create thriving communities around the globe. As the first and longest-standing employer in the United States to practice Open Hiring, including offering support services to our employees, Greyston is uniquely positioned to continue to lead and inform the inclusive hiring movement, as we are both practitioner and systems change operators.

Greyston's PathMaking programs offer distinct solutions to the four outlined obstacles above including Workforce Development, Food Solutions, Housing Solutions, and Learning Solutions. The Center for Open Hiring at Greyston is a collaborative learning space that evaluates, improves, and defines Open Hiring best practices. The Center facilitates the adoption of Open Hiring and supports innovation in the delivery of community programs for employees and neighbors and advances the practice and promotion of Open Hiring offering programs and services in three self-reinforcing areas, Education and Training, Advisory Services, and Research and Programs.

Providing employment opportunity to those ready, willing and able to work is at the heart of Open Hiring. Providing supportive services that will give individuals the greatest chance for success on the job is what PathMaking Programs is all about. Getting a job opportunity is a critical first step for an individual to change their life, but maintaining that job is essential for someone to become a thriving individual.
With 37 years of successful operations, Greyston is uniquely positioned to scale its impact and develop workable solutions that organizations can embrace to address their needs and help solve some of the nation’s most intractable systemic problems—poverty, social justice, and income inequality. Greyston has received numerous awards and proclamations recognizing its work in the community. These include recognition by the City of Yonkers, Yonkers City Council, the Westchester County Legislature, and the New York State Assembly and Senate. Renowned universities like Harvard, Yale and the University of Pennsylvania have cited Greyston’s model in case studies on social enterprises. Greyston received national recognition when our CEO was invited on two occasions, in 2016 and 2018, to speak at The White House about the Fair Chance Business Pledge. Greyston Bakery made the “Best for the World” list by B Lab four times in the past five years and, this year won the 2018 Flourish Prize Winner from Aim2Flourish. Last year Greyston was also featured in the Be Fearless campaign from Case Foundation, and in February 2019 Greyston was recognized on Fast Company’s prestigious annual list of the World’s Most Innovative Companies for 2019. Each year of the past three years, Greyston has equipped approximately 200 individuals with new skills that helped them overcome obstacles to productive, sustained employment. Greyston also placed 80% of those looking for jobs in meaningful paid internships, transitional jobs, or full-time jobs, and, due to the ongoing support provided, 70% of participants achieved three-month retention. Greyston strengthened the employability of graduates and helped them to create and realize pathways to advancing to higher paying jobs. Greyston has developed partnerships with various community organizations and agencies, including the Yonkers Public Schools, My Brother’s Keeper, Westchester Reentry Task Force, and the Department of Social Services to offer activities conducive to creating thriving communities.

After 37 years of successful operations, we have created over 3,500 jobs, paid over $65 million in salaries and have supported over 19,000 families. Operating since 2009, our Workforce Development program has provided job skills training, career counseling and job placement and retention services to over 500 people, and placed more than 300 others with local companies, agencies and organizations.

Greyston is recognized as one of only a few organizations to have successfully implemented a hiring and retention model that effectively serves the most economically disadvantaged members of a community. An analysis of Greyston’s Social Return on Investment showed a return of almost $9 for every dollar invested, while an additional analysis of Open Hiring estimates $50,000 in savings for society. There is also the individual human impact that goes beyond numbers witnessed every day at Greyston, where people are provided with an opportunity that so many of us take for granted, the dignity of work.

Traditional approaches to poverty reduction for people facing consistent barriers to employment have focused on reducing the burden of poverty with means-tested welfare benefits, rather than providing a path to a sustainable livelihood. In 2020 Greyston Bakery will be opening an expansion facility in Amsterdam, under the same Open Hiring Model, becoming the international case study for the success of the Open Hiring Model. As we grow and push the boundaries of human capital management, Greyston will continue to lead the movement revolutionizing standard employment models, and pushing other organizations join in the creation of thriving communities through the practice and promotion of Open Hiring.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    We serve anyone looking for a job.

  • How is your organization collecting feedback from the people you serve?

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes, Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    We are increasing training to our current staff.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    We are constantly updating our programs based on feedback.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

Greyston Foundation, Inc.
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Greyston Foundation, Inc.

Board of directors
as of 3/22/2021
SOURCE: Self-reported by organization
Board chair

Mr Andrew Yearly

No Affiliation

Edward Falkenberg

No Affiliation

Joan Binstock

No Affiliation

Andrew Yearley

Lazard

Daniel Magnus

Elevation Burger Franchise

Gloria Mirrione

Korn Ferry

Joseph Kenner

Greyston Foundation

Karen Kochevar

Candice Cook

Ca-Co Global & The Cook Law Group

Aleida Frederico

TD Bank

Marcus Glover

M. Glover Capital

John Jove

PepsiCola, Inc

Gabrielle Lesser

Audrey Tomlinson

Nippon Life Benefits

Ty Hookway

CleanCraft

Darrah Feldman

CIT

Jeff Henderson

Jo Sauer

Thermo Fischer Scientific

Bruce Nierenberg

B.I.N. Sales and Marketing

Matthew Reich

Rami Efal

Zen Peacemakers International

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 03/22/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 03/22/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.