GILDAS CLUB CHICAGO
Take on Cancer Together
Programs and results
What we aim to solve
Provide support for all people impacted by cancer.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Cancer Support
Cancer support for men, women, teens and children, family members and friends, and those who have lost a loved one.
Where we work
Affiliations & memberships
Cancer Support Community 2022
External reviews
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of clients served
This metric is no longer tracked.Totals By Year
Population(s) Served
Caregivers, Families, People with diseases and illnesses
Related Program
Cancer Support
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
Number of unique individuals served across all Gilda's Club Chicago locations - the downtown Clubhouse, hospital satellites, schools, workplaces and faith communities.
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?
Ensure that all people impacted by cancer are empowered by knowledge, strengthened by action, and sustained by community.
What are the organization's key strategies for making this happen?
Reach as many people as possible.
What are the organization's capabilities for doing this?
Expand access to our program throughout the Chicagoland area.
What have they accomplished so far and what's next?
We are in four area hospitals, and provide programming in the school, business and faith communities.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback
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
- Access beautifully interactive analysis and comparison tools
- 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.
GILDAS CLUB CHICAGO
Board of directorsas of 10/17/2022
Timothy Mohan
Chapman & Cutler
Term: 2019 - 2022
Steven Molo
Molo Lamken
David Selby
Schafer Condon Carter/Chicago
Jennifer Cavanaugh
Grant Thornton LLP
Nina Abnee
William Adams
Nuveen Investments
Bill Albin
Deloitte
Monroe Anderson
Howard Conant
Urban Innovations
Paula Conrad
ComEd/Exelon
Barbara Cooney
Ronald Culp
DePaul University
Stephen D'Amore
Winston & Strawn LLP
Christopher Foltman
MB Financial Bank
Jon Harris
ConAgra Foods
Sandye Lerner
Anne Libera
The Second City
James Mitchell
Stout Risius Ross
Tim Mohan
Chapman and Cutler LLP
Sherman Reynolds
Risk Strategies
Jan Starr
Chicago/Springfield Consultants
Larry Wert
Austin Love
CIBC
Alex Richardson
Holden Richardson
Susan Goodenow
Chicago Bulls
Lisa Konieczka
CBRE
Jim Jacobson
Vizient
Heather Morris
Magellan
Peter Volpe
Wintrust
Jeff Riaser
Takeda
Sunney Kohlhoss
Sunney Kohlhoss Law
Gabriel Novacek
Boston Consulting Group
Leslie Sawyer
EDI
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? 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
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
Transgender Identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 10/17/2022GuideStar 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 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 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 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.