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International Labor Rights Forum

aka Global Labor Justice - International Labor Rights Forum   |   Washington, DC   |  http://www.laborrights.org

Mission

Global Labor Justice-International Labor Rights Forum (GLJ-ILRF) is a new merged organization bringing strategic capacity to cross-sectoral work on global value chains and labor migration corridors. GLJ-ILRF holds global corporations accountable for labor rights violations in their supply chains; advances policies and laws that protect decent work and just migration; and strengthens freedom of association, new forms of bargaining, and worker organizations.

Ruling year info

1987

Executive Director

Ms. Jennifer J. Rosenbaum

Main address

1634 I St. NW Suite 1000

Washington, DC 20006 USA

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Formerly known as

International Labor Rights Fund

EIN

52-1497461

NTEE code info

International Human Rights (Q70)

Women's Rights (R24)

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 2020, 2019 and 2018.
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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?

Forced Labor

GLJ-ILRF is attempting to end forced labor by tackling its root causes. We work with governments, companies and worker organizations to document cases of forced labor and ensure workers are protected and empowered to demand dignified, just working conditions. This is achieved through actions aimed at corporate accountability, government responsibility, transparency in working conditions, and trade solutions.

Population(s) Served
Multiracial people
People of Asian descent
Activists
Immigrants and migrants
Religious groups

GLJ-ILRF advocates for fundamental changes to U.S. trade policies, demands corporate responsibility, denounces violence against trade unionists, and campaigns for worker justice in agro-export and hospitality industries in Latin America. GLJ-ILRF seeks a global economy in which workers are treated fairly, paid a living wage, and respected by corporations and governments.

Population(s) Served
People of Latin American descent

GLJ-ILRF advocates for all workers to have internationally-recognized labor rights, which include rights to freedom of association and collective bargaining; the elimination of all forms of forced or compulsory labor; the effective abolition and remediation of child labor; and the elimination of discrimination in respect of employment and occupation. Governments and corporations have an obligation to ensure that workers have these basic rights, yet there are significant gaps in Thailand.

Population(s) Served
Immigrants and migrants
Activists
Immigrants and migrants
Activists
People of Asian descent

Where we work

Financials

International Labor Rights Forum
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Operations

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

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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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International Labor Rights Forum

Board of directors
as of 12/20/2021
SOURCE: Self-reported by organization
Board chair

Ashwini Sukthankar

UNITE HERE!

Lance Compa

School of Industrial and Labor Relations, Cornell University

Cathy Feingold

AFL-CIO

Owen Herrnstadt

International Association of Machinists and Aerospace Workers

Ashwini Sukthankar

UNITE HERE!

Sabrineh Ardalan

Harvard School of Law

Katherine Isaac

Consultant

Alejandra Ancheita

Executive Director of ProDESC

Pablo Alvarado

National Day Laborer Organizing Network

Raymond Atuguba

Ghana School of Law

Anannya Bhattacharjee

Asia Floor Wage Alliance

Jennifer Gordon

Associate Professor at Fordham University School of Law

Bincy Jacob

Consultant

Hope Metcalf

Executive Director of the Orville H. Schell Jr. Center for International Human Rights Law

Erica Smiley

Jobs with Justice

Daniel Smith

Amalgamated Transit Union

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? Not applicable
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 12/20/2021
info Candid has made improvements to the race and ethnicity options.

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
White/Caucasian/European
Gender identity
Female

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 12/20/2021

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.