The Evergreen Review

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aka Evergreen   |   New York, NY   |  evergreenreview.com
This organization is a 501(c)(3) Private Nonoperating Foundation (This organization has notified the IRS of its intention to convert to a public charity, and the IRS has ruled that grantors and contributors may consider it a public charity for the purpose of making contributions to the organization.).

Mission

Since its inception, The Evergreen Review has sought out writers and artists who embrace experimentation and tell stories that aren't often heard in mainstream spaces. We publish a broad spectrum of writers, poets, visual artists and videographers—diversity in race, gender, sexuality, and cultures is reflected in our editorial selections. Ad-free and free to all readers, committed to fairly compensating all its contributors, Evergreen publishes work that challenges physical and intellectual borders in language, geography, and preconceived social structures. We build on our legacy by publishing daring work that interrogates identity through a variety of literary forms: online only, but as vigorous and innovative as ever.

Notes from the nonprofit

In July 2018, the IRS notified us it was processing our intent to end private foundation status under IRC Section 507(b) (1)(B), and to become a public charity as described in IRC Sections 509(a)(1) and 170(b)(1)(A)(vi). The IRS is treating us "as a public charity as described in that Section for the 60-month advance ruling period" from July, 2018. Letter downloadable below under "Reports and documents."

Ruling year info

1998

Publisher

John Oakes

Main address

130 West 24th Street, #5A c/o John Oakes

New York, NY 10011 USA

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EIN

13-3981873

NTEE code info

Media, Communications Organizations (A30)

Alliance/Advocacy Organizations (R01)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2020, 2019 and 2018.
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Communication

Programs and results

What we aim to solve

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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?

The Evergreen Review

Magazine, book publisher, also sponsors cultural events such as readings

Population(s) Served
Adults

Where we work

Affiliations & memberships

Community of Literary Magazines and Presses 2020

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Financials

The Evergreen Review
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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

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  • 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 directors
as of 3/23/2022
SOURCE: Self-reported by organization
Board chair

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

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? 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

SOURCE: Self-reported; last updated 03/23/2022

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
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 03/02/2021

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 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.