ATLANTA CONTEMPORARY ART CENTER INC

Changing The Way We All See Art

aka Atlanta Contemporary   |   Atlanta, GA   |  www.atlantacontemporary.org

Mission

Atlanta Contemporary engages the public through the creation, presentation and advancement of contemporary art.

Ruling year info

1974

Executive Director

Veronica Kessenich

Main address

535 Means St NW

Atlanta, GA 30318 USA

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EIN

58-1174492

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

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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?

Exhibitions & Public Programs

Founded in 1973 as Nexus, a grassroots artists’ cooperative, Atlanta Contemporary has since become one of the southeast’s leading contemporary art centers. We play a vital role in Atlanta’s cultural landscape by presenting over 200 consequential artists and creatives from the local, national, and international art scenes through our various exhibition, project spaces, and programs each year. We commission new works, paying particular attention to artists who have not had a significant exhibition in the Southeast. We organize over 125 programs annually including Contemporary Kids, Contemporary Cocktails, Contemporary Talks, and more! Atlanta Contemporary provides 13 on-site subsidized studio space to working artists through the Studio Artist Program.

Population(s) Served

Our Stu­dio Artist Pro­gram sup­ports local work­ing artists by pro­vid­ing sub­si­dized stu­dio space and by fos­ter­ing a col­lab­o­ra­tive envi­ron­ment sup­port­ive of the cre­ative process.

The Studio Artist Program supports a diverse range of disciplines including ceramics, film & video, installation, painting, performance, photography, and sculpture. Atlanta Contemporary offers artists private workspace as well as opportunities for dialogue about contemporary art through free public programs, a professional resource in independent curators, and an ever-growing community amongst current and prior participants in the program.

Population(s) Served

Where we work

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.
  • Who are the people you serve with your mission?

    By The Numbers Gender :: 62% Female | 33% Male | 5% Gender Non-Conforming Race & Ethnicity :: 11% Asian American | 37% Black/African American | 11% LatinX | 1% Indigeneous | 36% White | 4% Other

  • 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), Suggestion box/email,

  • 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,

  • With whom is the organization sharing feedback?

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

  • 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,

  • What challenges does the organization face when collecting feedback?

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

Financials

ATLANTA CONTEMPORARY ART CENTER 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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  • 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.

ATLANTA CONTEMPORARY ART CENTER INC

Board of directors
as of 06/30/2022
SOURCE: Self-reported by organization
Board chair

Katina Asbell

Mace Aluia

Vice President, Corporate Partnership Sales at AMB Sports & Entertainment, Atlanta Falcons / Atlanta United

Odessa Archibald

Area Manager, Georgia Power

Natalie Figuero

Business Planning & Operations Lead, Commerce at Facebook

Emily deGolian, MD

Board Certified Dermatologist and Fellowship Trained Mohs Surgeon at Dermatology Consultants, P.C

Andrew Rodbell

Co-founder Post Meridiem Spirit Company

Barbara Russell

Senior Director, Institutional Giving at Boys & Girls Clubs of Metro Atlanta

Meghan Shakar

Leadership Coach & Startup Advisor Founder, Verandi LLC

Danielle Henry

Global Director, Integrated Marketing Instagram

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 6/30/2022

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
Heterosexual or Straight

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 06/30/2022

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

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.