Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
The Evergreen Review
Magazine, book publisher, also sponsors cultural events such as readings
Where we work
Affiliations & memberships
Community of Literary Magazines and Presses 2020
External reviews

Photos
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of readers per month
This metric is no longer tracked.Totals By Year
Population(s) Served
Adults, LGBTQ people, Men, Women
Related Program
The Evergreen Review
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
The Evergreen Review seeks out underrepresented writers and artists, and at the same time continues its commitment to pay contributors a fair honorarium, a practice which has become increasingly difficult to maintain in the field of nonprofit literary arts publishing. Evergreen works to overcome borders, both physical and metaphysical—borders in language and geography as well as borders in established ways of thinking and preconceived social structures. Publishing art and writing that is openly accessible, without a paywall, is crucial to our magazine’s existence.
What are the organization's key strategies for making this happen?
In the next several years, we plan to increase the honoraria paid to our contributing writers and artists, and hope to expand our programming and partnerships to include collaborative events and readings with other NYC-based community organizations. We also have the goal of digitizing all of Evergreen’s pre-2017 print issues. We’ve already made the first three issues (from 1957) available as PDFs free upon request and in facsimile paperbacks. We’d like to do the same with all the print issues of Evergreen, from 1960 up to the last print issue in 1984. Particularly urgent in these current times of renewed book bans and censorship in U.S. schools and libraries and beyond, we hope that the archive demonstrating Evergreen’s commitment to its mission for over sixty years can be a point of inspiration to a new generation of readers who may be unfamiliar with the U.S.’s history of censorship within publishing—and publications and editors like those at Evergreen who strove to stand by their political and philosophical ideals which stood in opposition to the mainstream. We aim to continue Evergreen’s powerful legacy by creating a vital, relevant, and thrilling publication for years to come.
What are the organization's capabilities for doing this?
With a part-time staff of nine, including one publisher, an editor-in-chief, an assistant editor, an art editor and assistant art editor, a poetry editor, and three active contributing editors--plus an on-call designer--we feel confident we can continue to meet the challenges ahead.
What have they accomplished so far and what's next?
Our publication’s output has increased exponentially in the past few years. In our Spring/Summer 2021 issue, we published forty-nine writers and artists in twenty-nine pieces, a podcast episode which featured our editor-in-chief in conversation with writers we’d published, and a reading held in collaboration with Singapore Unbound featuring five Asian women writers to celebrate Asian Pacific American Heritage Month. In our Fall/Winter 2021–22 issue, we published twenty-four pieces created by forty writers and artists, as well as a podcast episode. In our Spring/Summer 2022 issue, we published 69 writers (including poets and translators) and 41 artists in 64 pieces, including contributors from Algeria, Argentina, Canada, Denmark, Singapore, Somalia, Switzerland, Uganda, and Zambia; and based in England, Italy, Rome, South Korea, and Spain. Thus far in our Fall/Winter 2022–23 issue we have already published 45 writers and 24 artists in 42 pieces. Our readership has grown as well: we had 71,983 Evergreen users in 2022, versus 58,971 in 2021, a growth rate of more than twenty percent.
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
Connect with nonprofit leaders
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- Analyze a variety of pre-calculated financial metrics
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- Compare nonprofit financials to similar organizations
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Connect with nonprofit leaders
SubscribeBuild 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.
The Evergreen Review
Board of directorsas of 03/01/2023
John Troubh
John Troubh
Bruno Quinson
Charles Palella
Peter Rosset
Tansey Rosset
Pamela Rosenthal
Dale Peck
John Oakes
Betsy Davidson
Paul Chan
Pat Irvin
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? Not applicable -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? Not applicable -
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? Not applicable -
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? Not applicable
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
Race & ethnicity
Gender identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 03/02/2021GuideStar 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
- 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.
- 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 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.