WOMEN'S WAY

Philadelphia, PA   |  www.womensway.org

Mission

WOMEN'S WAY seeks to remove barriers that hold women back and advance gender and racial equity for all.

Ruling year info

1976

Chief Disruptor

Diane Cornman-Levy

Main address

123 SOUTH BROAD ST 1320

Philadelphia, PA 19109 USA

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EIN

23-1989161

NTEE code info

Fund Raising and/or Fund Distribution (T12)

Women's Rights (R24)

IRS filing requirement

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

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Communication

Blog

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?

Immediate Response Action Fund (IRAF)

The Immediate Response Action Fund (IRAF) addresses urgent and unanticipated needs of organizations or programs that primarily serve women and girls. From receiving a completed application to communicating a decision – the IRAF grant review process is completed in 10 business days. No other foundation in the region is responding this rapidly. Since its inception in 2017, we have awarded a total of 42 grants totaling $357,053 dollars.
Learn more about IRAF:
https://womensway.org/grantmaking/iraf/
https://nextcity.org/urbanist-news/need-last-minute-funding-philadelphia-nonprofit-money-ten-days?mc_cid=b392e91d10&mc_eid=3ce9a7e9d6

Population(s) Served
Economically disadvantaged people
Immigrants
Refugees and displaced people
Ex-offenders

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Average grant amount

This metric is no longer tracked.
Totals By Year
Related Program

Immediate Response Action Fund (IRAF)

Type of Metric

Other - describing something else

Direction of Success

Holding steady

Goals & Strategy

SOURCE: Self-reported by organization

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Women, children, and the gender-expansive community

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

    Electronic surveys (by email, tablet, etc.), Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees,

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

    To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, 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?

    Launched a multi-year General Operating fund that prioritizes organizations led by women of color with budgets of less than $500,000.

  • With whom is the organization sharing feedback?

    Our staff, Our community partners,

  • 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 act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection,

Financials

WOMEN'S WAY
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Operations

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

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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.

WOMEN'S WAY

Board of directors
as of 2/4/2022
SOURCE: Self-reported by organization
Board chair

Cynthia Ritter

ZogSports/ZogCulture

Organizational demographics

SOURCE: Self-reported; last updated 02/04/2022

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
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 02/04/2022

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.