LEADERSUP

The Future at Work

Los Angeles, CA   |  www.leadersup.org

Mission

Established in 2013 by forward-thinking business leaders, LeadersUp is a social enterprise and a talent development accelerator with the mission of bridging the divide between the untapped potential of young people and the business challenge of finding and keeping the best talent. We believe that the roadmap to a more prosperous and competitive economy lies in our ability to collectively make intentional and strategic investments in human capital in our ongoing effort to leverage our nation’s diversity and open doors of opportunity for at-risk populations.

Ruling year info

2014

President & CEO

Mr. Jeffery Wallace

Main address

P. O. Box 862190

Los Angeles, CA 90086-2190 USA

Show more contact info

Formerly known as

Community Leadership Coalition

EIN

46-2606773

NTEE code info

Nonprofit Management (S50)

Employment Training (J22)

Management & Technical Assistance (S02)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2019, 2018 and 2017.
Register now

Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

COVID-19 and the escalating social unrest across the nation have pulled back the covers on the systemic barriers and racism that persists in communities of color across the United States. History has proven that without intervention, young adults from traditionally underserved and at-risk communities will be left behind and cemented into generational poverty. While the current times have urged leaders across sectors to respond with commitments to address the most pressing economic and racial equity challenges of our time, LeadersUp is seeking to build upon these commitments to inspire an ongoing movement to remove barriers to opportunity and create pathways to success for the next generation of Black, Indigenous and people of color (BPOC).

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?

LeadersUp Inclusive Talent Solutions

COVID-19 and the escalating social unrest across the nation have pulled back the covers on the systemic barriers and racism that persists in communities of color across the United States. History has proven that without intervention, young adults from traditionally underserved and at-risk communities will be left behind and cemented into generational poverty. While the current times have urged leaders across sectors to respond with commitments to address the most pressing economic and racial equity challenges of our time, LeadersUp is seeking to build upon these commitments to inspire an ongoing movement to remove barriers to opportunity and create pathways to success for the next generation of Black, Indigenous and people of color (BIPOC).

LeadersUp is committed to advancing equity and correcting the imbalances that exist in the labor market for the most vulnerable and under-served communities. Beyond this moment of change, we envision an era of disruptive evolution of entire systems driven forward by a network of leaders committed to making this the last generation where the potential of BIPOC talent is needlessly lost to systemic racism. As a demand-driven talent development accelerator that seeks to scale talent solutions at the intersection of community impact and systems change, LeadersUp seeks to bridge the gap between diverse young talent and opportunity through the deployment of Inclusive Talent Solutions (ITS) -- an antiracist talent development and management strategy developed by LeadersUp that seeks to evolve traditional Diversity Equity and Inclusive (DEI) practices to specifically address systemic racial inequities in the workplace.

In practice, LeadersUp has launched the EVOLVE Employer Network -- a multi-tiered employer engagement platform where we partner with businesses to design and deploy a cross-sectoral impact strategy to not only meet each company’s talent needs, but to help them evolve the way they recruit, retain and advance diverse talent. Further, select members will serve as our Movement Builders focused on promoting antiracism and inclusive employment practices as a core business growth strategy; thereby collaborating with LeadersUp to fuel systems change across their enterprise, industry sector and suppliers network to drive a more inclusive and competitive economy at scale.

LeadersUp mirrors this employer engagement with our talent development programming customized to serve BIPOC that come from underserved and at-risk communities. Through our suite of products and services, we provide the tools, “upskill” training and support services they need to compete in the labor market. Our proprietary BRAND UP curriculum as well as our app-based coaching services will fortify the confidence and outcomes of our program participants across each stage of their career journey toward economic mobility and lifelong prosperity.

LeadersUp seeks to strategically partner with trailblazing industry leaders in targeted sectors where diverse talent remains scarce. We will achieve this through the introduction of ITS where we seek to accelerate progress toward achieving a more diverse and wholly inclusive workforce through evolving conventional approaches to DEI. Toward delivering on this objective, our ITS strategy is designed to:
1. Equip young diverse talent with tools and resources to compete for high quality jobs through “upskilling” and training that fulfills in-demand skills that employers in high-growth sectors are seeking;
2. Create opportunities for young adults to access jobs in high-growth sectors, particularly those that remain largely non-diverse; and
3. Acknowledge and actively address the problems of systemic racism and all other obstacles that impede the path toward achieving a wholly inclusive economy.

Population(s) Served
Economically disadvantaged people
Unemployed people

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 consulting projects completed

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

LeadersUp Inclusive Talent Solutions

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of publications identifying sector best practices

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

At-risk youth, Economically disadvantaged people, Incarcerated people

Related Program

LeadersUp Inclusive Talent Solutions

Type of Metric

Context - describing the issue we work on

Direction of Success

Holding steady

Number of organizational partners

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of groups/individuals benefiting from tools/resources/education materials provided

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

LeadersUp Inclusive Talent Solutions

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.

LeadersUp is committed to advancing equity and correcting the imbalances that exist in the labor market for the most vulnerable and under-served communities. We envision an era of disruptive evolution of entire systems driven forward by a network of leaders committed to making this the last generation where the potential of BIPOC talent is needlessly lost to systemic racism. As a demand-driven talent development accelerator that seeks to scale talent solutions at the intersection of community impact and systems change, LeadersUp seeks to bridge the gap between diverse young talent and opportunity through the deployment of our proprietary Inclusive Talent Solutions (ITS) designed to create a more just and competitive economy.

The LeadersUp Talent Solutions Model is a talent pipeline development, expansion and management framework that is employer-focused, young adult-centered and community-based. It is our theory of change for creating large scale shifts in business practice and generating bottom-line benefits to employers, young adults and the community at large. As an organization, we are focused on launching our talent solutions model across more markets, industry sectors and other under-served communities. The priority objectives for our talent solutions are:

1. To engage cross-sector stakeholders to INNOVATE talent solutions that are employer-led, demand-driven and career-pathway centered.
2. To collect and build INSIGHTS that build evidence for shifting business practice.
3. To amplify results and INFLUENCE key stakeholders and decision-makers.
4. To create sustained IMPACT through a data driven implementation science that fuels systems change drivers and informs policy practices.

LeadersUp’s unique value exists in our demand-driven approach that focuses on the role of employers as the key to addressing the issues around the talent divide. Our Inclusive Talent Solutions is engineered and delivered on a continuous-improvement framework that is focused on testing and validating evidence of impact through a multi-layered process of discovery, design, deploy, sustain and amplify -- each uniquely customized to meet the needs of our stakeholders. We also work with each of our stakeholders – employers, BIPOC population ages 18-29, talent/system partners -- to advance career pathway objectives that support, train and ultimately advance BIPOC up their careers while providing employer partners with the tools and support they need to manage and maintain a more diverse and inclusive talent pool. Sustainability assets are leveraged through a network model that cultivates shared ideas and principles, reinforces the employability framework and facilitates tangible shifts in practice to drive broader system change.

Our underlying assumption is that by generating demand-driven career pathway opportunities for the next generation of BIPOC in partnership with employers and other key stakeholders, we are offering a tangible strategy for disrupting the cycle of poverty and tilting the trajectory of the hardest to serve communities – creating a triple bottom line for society at large.

LeadersUp has market presence in Los Angeles, Chicago and the San Francisco Bay Area with plans to expand into other markets across the nation. In addition to our Inclusive Talent Solutions that serves as the foundation for our industry engagement and talent development work, we also provide industry analysis, program management and technical assistance/strategy development for private, government and nongovernment entities interested in connecting industry to the next generation of diverse talent. To date, LeadersUp has impacted over 66,600 young adults in partnership with 90+ companies and 65 talent/systems partners. Nearly 70% of all LeadersUp talent pool is Black/African American and we specifically target our products and services to serve the unique needs of Black, Indigenous and people of color (BIPOC) that come from under-served and traditionally marginalized communities.

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?

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes, Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees,

  • 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,

  • With whom is the organization sharing feedback?

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

  • What challenges does the organization face when collecting feedback?

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

Financials

LEADERSUP
lock

Unlock financial insights by subscribing to our monthly plan.

Subscribe

Unlock nonprofit financial insights that will help you make more informed decisions. Try our 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.

Operations

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

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.

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.

LEADERSUP

Board of directors
as of 2/18/2021
SOURCE: Self-reported by organization
Board chair

Mr. Rob Harris

Pacific Market International

Term: 2019 -

George Hill

ASI Diversifed Chemical Technologies, Inc.

John Visbal

East Bay Logistics

Bob Wolpert

Quality Custom Distribution Services

Rob Harris

Pacific Market International (PMI)

Ulrich Honighausen

Hausenware, Inc.

Steve Sposari

SK Food Group

Hans Melotte

Starbucks Coffee Company

Malgy Blue

JP Morgan Chase

Dexter Hall

Wells Fargo Bank

Karen Scott

Karen Hill Scott & Company

Grace Kim

Amplifier

Angel Roberson

The Angell Foundation

Ric Schneider

Abbott

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 02/18/2021

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
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 02/18/2021

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. 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.