PLATINUM2023

PEN PARENTIS

parenting done, write.

New York, NY   |  www.penparentis.org

Mission

The objective of Pen Parentis is to help writers stay on creative track after they start a family. In accordance with our core values of COMMUNITY, PROFESSIONALISM, INCLUSION, and BALANCE, we encourage the production of creative written work of professional standard by authors who are also parents, foster supportive communities of authors who are also parents both in NYC and globally, and provide educational, creative, and professional support through outreach activities to authors who are also parents. We also award an annual Writing Fellowship for New Parents, to encourage the creation of new work by writers at a critical stage of their career trajectory. Our public Literary Salons are listed in the New York Times and The New Yorker. Our Cycle of Support is a proven success.

Notes from the nonprofit

We are small but our programs are of outstanding quality and we are poised to scale.

Ruling year info

2014

Founding Director

Milda M. De Voe

Main address

176 Broadway 14F

New York, NY 10038 USA

Show more contact info

EIN

46-2304312

NTEE code info

Arts, Cultural Organizations - Multipurpose (A20)

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

Society tells writers they need to choose between being "a serious artist" and having a family. We know that most networking and connections are made at expensive MFA programs or at conferences or residencies where children are not allowed. Residencies tend to begin at one month and go longer. None of these opportunities are possible for parents of young children. We are trying to break stereotypes by showing multiple ways to succeed at writing careers while balancing a family - and we present examples of writers who have achieved success in their careers, while balancing the needs of a family. At Pen Parentis, we don't tell you how to do it, but we show you that it can definitely be done. We have hundreds of examples of authors who have succeeded. Added after CORONAVIRUS: writer-parents are frequently quarantined 24/7 with their kids and asked to homeschool. Just try writing a novel under those circumstances! We are helping writers stay accountable to not only create but publish!

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?

Pen Parentis Literary Salons

A series of free, monthly literary salons online or in-person, showcasing the diversity of creative work of notable authors who are also parents. Moderators are award-winning authors Christina Chiu (author of BEAUTY) and M. M. De Voe (author of BOOK&BABY), respectively curator and founder.

Population(s) Served
Adults
Parents

Pen Parentis Writing Fellowship for New Parents awards one talented writer who has a child under 10 $1,000, publication in Dreamers Writing Magazine, a year of promotion, mentorship, and the opportunity to read at a Pen Parentis Literary Salon. This Fellowship encourages the production of new creative work by parents of young children.

Population(s) Served
Adults
Parents

As budgets permit, Pen Parentis hosts or partners with other organizations to run Special Events, such as book classes, literary children's events, book-making events, and craft lessons, to benefit writers who are also parents.

Population(s) Served
Adults
Families

Added in 2019, this program of accountability meetups (weekly small group in-person sessions to encourage writers to finish projects and give them support to discuss child-related job issues) has been a huge success, resulting in many first-time publications for our constituents. We currently run six weekly online accountability groups with members from all over the USA, and two of these are in partnership with Writing Spaces in New York and New Jersey.

Population(s) Served
Parents
Caregivers

Where we work

Awards

STAR recognition 2014

WNYC/WQXR Radio

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 briefings or presentations held

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

Family relationships, Work status and occupations

Related Program

Pen Parentis Cycle of Support

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Context Notes

In 2022, Pen Parentis held 10 well-attended Literary Salons online and 2 specials. We now have 10 weekly online Meetups for writers who are parents to keep them accountable to writing goals (50/yr)

Number of list subscribers

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

Parents

Related Program

Pen Parentis Literary Salons

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

In 2022, our subscriber list grew again and our open rate remains strong. With social media beginning to fray (Twitter, FB troubles) we are increasingly reliant on newsletters and email.

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.

We wish to see a world in which writers who have children feel supported and celebrated for maintaining the balance of family with a creative career, without an assumption being made that they 1) write only about their children or 2) have given up on their creative careers or 3) that they are in any way less creative or interesting than their counterparts, merely because they are raising children in addition to writing. Specifically, we would like to see Pen Parentis Literary Salons around the globe, and would like to found Pen Parentis Local Chapters where writers who are parents can support and celebrate each other in smaller, less urban communities.

Writers discover us through social media and follow us for inspiration, attending our Salons or starting at an accountability meetup, then they become part of our community and create accountability pods and/or workshops with other writer-parents. When they publish they can read at our salons to inspire other parents to complete their work. Simple and effective. The Cycle of Support.

We are also developing a set of guidelines for Pen Parentis Local Chapters, so that interested parties who reach a minimum number of committed writers who are parents in a specific geographic location can get a packet to help them run events similar to our urban Salons but tailored to a small, regular group. We hope to also fund trips from urban centers to these local chapters so that they can visit with established authors who are also parents, in order to foster a mentoring relationship among these established and emerging authors. We use our website, Twitter, Facebook (both a public and a closed group) to monitor feedback from interested parties and have recently hired a volunteer from Colorado to publish a series of parent-writer interviews on our website to help inspire writers in more remote locations where it is harder to find community. Finally, our popular Pen Parentis Writing Fellowship for New Parents results in nearly 200 new works of professional-level quality fiction each year, all written by the parents of children under 10 years of age--a time that is critical for writers who are also parents.

We have been successfully running the Pen Parentis Literary Salons in Lower Manhattan for ten years now. Our Executive Director is passionate about helping parents stay on creative track and paired with a curator who is determined to keep diversity high in our panels, we have one of the most high-end and inclusive Salons in New York City. We have many volunteers across the country, and are growing all the time. We run a 245K organization on a shoestring budget because our passion draws volunteers from across the country and the magic of the internet allows Pen Parentis to employ these passionate volunteers and keep in constant touch with them.

When we first began, we were two parent-writers looking for inspiration from experts at a reading series. Now we know that there are no experts, that everyone needs community. What we now seek is a shift in the image of what a "good writer" has to be. No longer is a writer an Ernest Hemingway who abandons his child and wife while he smokes and drinks his way to greatness. Now we have Jennifer Egan who tells her two sons about her Pulitzer win over dinner after soccer practice.

Pen Parentis has grown from a dozen people in a room to an organization with bicoastal SRO events covered by the New York Times and LA Times. We have added an annual Fellowship to encourage the production of new works of fiction by authors at a critical stage of their lives, and are working on a data-driven book for best practices of authors who are also parents. Social media has allowed us to expand our communities beyond the boundaries of major urban centers and best of all, volunteers are coming forward asking how they can help, since Pen Parents helped them feel part of an artistic community - wherever they live. We have received lovely thank you notes from writers who had all-but given up on their art until they came across our community: either through the Fellowship, a Salon, or through social media--they found inspiration in our work and in our members and now they write again, and are themselves Pen Parentis Authors. Impact-wise, we are flourishing. We have volunteers from all over the nation, giving thousands of hours of time to the organization's mission. We would like to raise more money--our goal is to have our enthusiastic fan base learn to show their support financially - so that our volunteers could at some point become permanent paid employees.

Recently: Pace University developed an app for us, and we transitioned entirely to an online platform for the salons and the Cycle of Support. Spreading the word that we exist is our main problem-- so we are actively seeking introductions to other literary nonprofits. We are excited to grow nationally in the years to come, despite the challenges of the coronavirus--or perhaps to some extent, because of it. We have become an essential service to our members to help them stay on creative track, and we are proud to lead into the future.

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 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

  • 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 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

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

PEN PARENTIS
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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

Subscribe

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.

PEN PARENTIS

Board of directors
as of 01/25/2023
SOURCE: Self-reported by organization
Board chair

Christina Chiu

Julie Paddleford

Orrstown Bank

Helen Wan

A&E Network (lawyer)

Jamie Clarke

Board Secretary

Marina Aris

Brooklyn Writers Project

Helene Epstein

journalist

Mai Hoang

graphic designer

Milda De Voe

Pen Parentis (nonvoting)

Irena McCarthy

Deloitte & Touche (Board Treasurer)

Helen Wan

Lawyer, Hachette Group

Helene M Epstein

Journalist

Vanessa Banigo Walters

Author

Mai Lauren Hoang

Author

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 ? 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? 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 2/3/2022

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
first-generation American
Gender identity
Female, Not transgender (cisgender)
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

Equity strategies

Last updated: 02/03/2022

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

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 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.