Out for Undergraduate Business Conference Inc

Here4U

aka Out for Undergrad (O4U)   |   South Padre Island, TX   |  www.outforundergrad.org

Mission

To help high achieving LGBTQ+ undergraduates reach their full potential.

Notes from the nonprofit

Emerson said, “Every wall is a door.” This statement reflects our belief about the work we do in the world.

Ruling year info

2015

Executive Director

Dr. Cindi Love

Main address

2216 Padre Boulevard Suite B #117

South Padre Island, TX 78597 USA

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EIN

27-1409325

NTEE code info

Unknown (Z99)

Alliance/Advocacy Organizations (R01)

Vocational Counseling / Guidance / Testing (J21)

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

We want the work environment for all people, regardless of gender, orientation, race, ethnicity, class or any other characteristic to be free of bias and stigma that limit achievement of full potential and contribution of the employee. Since 2004, we have identified high achieving LGBTQ+ and otherwise diverse undergraduates in Business, Finance and Consulting, Engineering, Tech and Marketing, invited them to participate in a rigorous application process to attend one of our four leadership and career development conferences. We received 3567 applications between October 2019 and October 2020 and accepted 876 students. We financially underwrote all of their expenses to attend one of our four conferences hosted and sponsored by 172 of the world’s leading corporations including Goldman Sachs, Carroll, Medtronic, Dow, Ogilvy, Neilsen, Citi, Bank of America, Amazon, Facebook, Google and more. These corporations provide mentors, workshops and a recruiting fair opportunity for every student.

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?

O4U Conferences

There will be four O4U Conferences in 2021: Business (Finance, Banking, Consulting, Accounting), Marketing, Tech and Engineering. Goldman Sachs in the Convener of the Business Conference. These intense 3-5 day experiences include:

Inspiring keynote speeches from senior LGBTQ+ business executives

Intimate mentorship discussions with supportive peers and professionals

Opportunities to hear about life and work across roles, cities and companies

A career fair with representatives from 172 leading firms in financial services, management consulting and professional services

Networking time and opportunities to build deep, lasting relationships

Breakout sessions aimed at fostering community and inclusivity including “How to Dress as a Queer Person in Business”, “Women in Business”, “Advocacy in the Workplace” and many more

Population(s) Served
LGBTQ people
Ethnic and racial groups

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.

Number of stakeholders/stakeholder groups with whom communication has been achieved and expectations shared

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people

Related Program

O4U Conferences

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of free participants in conferences

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of job skills training courses/workshops conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people

Related Program

O4U Conferences

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people

Related Program

O4U Conferences

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Identify high achieving LGBTQ+ and otherwise undergraduates in four major industry sectors and directly recommend them to 172 of the world’s leading corporations for internship and job opportunities. O4U’s rigorously curated resume book is considered a source of the best LGBTQ+ talent.

Model the highest levels of inclusive policy and practice for major employers including asking them to participate in critical inquiry into their own unconscious bias or systemic racism that may contribute to their inability to recruit and retain our students.

Train corporate mentors in inclusive practices. Introduce them to benchmarks like the GDEIB and ask them to begin and sustain self-evaluation

Encourage all of our students and volunteers to live their lives authentically and with integration of what matters most to them in life and work.

Extend our current model of conferences to year-round engagement with students, mentors and recruiters. In 2920 we launched early networking, extended mentoring, a job board and virtual career fairs. We hosted our conferences virtually. We had the largest and most diverse student cohort in our history and broke all historical records for sponsorship. We want to persist in the hybridization of our conferences so we can serve more students.

Outreach

We have increased our outreach to students via our virtual Ambassador program on 262 campuses, signed a partnership agreement with WayUp to publish our opportunity through all of the nations campus recruiting centers. We have partnered with campus based diversity centers and Reached out to higher Ed associations for HBCUs, Hispanic Serving Institutions, Tribal and Women’s colleges. Our social strategy has been moved almost exclusively to Instagram and Linked In since these are the places our students and sponsors engage. A major social influencer in the LGBTQ+ community has joined our PR/Comm team to help establish thought leadership for O4U amongst Millennials and GenZ who do not want to work where there are artificially constructed barriers to their success. We are working on an early identification program to expand the talent pipeline.

Content
We are rapidly adapting all of our curriculum for digital delivery. The biggest barrier is the internal approval process at our sponsors. They are helping us because they don’t want to lose the benefit of being in front of students and delivering their message. We are adding content to support mental health, resiliency and flexibility.

We have very gifted and diverse volunteers who are employees at many of our sponsoring firms. They devote significant time to our work and encourage their firms to expand their support. Our diverse board includes leaders from Facebook, Google and leading finance and consulting firms. We have a good financial reserve, low operating costs and excellent tech partners.

Since 2094, we have identified 10,000+ high achieving LGBTQ+ and otherwise diverse undergraduates, introduced 5,033 of them to the world’s leading corporations and 70% of them received a first offer.

We have immersed all of them in our curriculum—living with authenticity, integrity in leadership, achieving voice and agency, self-advocacy, advocating for others and discerning what matters most in life and work. The most frequent assessment of students is that O4U changed their lives—for the better.

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

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls,

  • 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,

  • What significant change resulted from feedback?

    We increased the percentage of Black mentors from 2% to 7%

  • With whom is the organization sharing feedback?

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

  • What challenges does the organization face when collecting feedback?

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

Financials

Out for Undergraduate Business Conference Inc
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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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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.

Out for Undergraduate Business Conference Inc

Board of directors
as of 11/25/2020
SOURCE: Self-reported by organization
Board chair

Michael Ruderman

Peter Hart Heath Clayton

Jaime Mendez

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 11/23/2020

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
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 11/23/2020

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.