GOLD2024

Grace Institute of New York Inc

aka Grace Institute   |   New York, NY   |  http://graceinstitute.org/

Mission

Grace Institute of New York trains and empowers women to achieve employment and economic self-sufficiency. Through workplace training, wraparound services, job placement, and an extensive alumnae network, Grace Institute provides all of the tools necessary for women to realize their career aspirations and enter the workforce with confidence.

Ruling year info

2016

Executive Director

Ms. Danae Mcleod

Main address

40 Rector Street 14th Floor

New York, NY 10006 USA

Show more contact info

EIN

81-0844164

NTEE code info

Employment Training (J22)

Employment Procurement Assistance and Job Training (J20)

Vocational Rehabilitation (includes Job Training and Employment for Disabled and Elderly) (J30)

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

In New York City, women of color and immigrant women—particularly those ages 25 to 64—often bear the main responsibility for raising and providing for their families. This is why Grace Institute’s work is crucial. We service unemployed and underemployed women in New York City, training them to secure administrative professional positions. The women we serve are 18-64 years of age and have a wide range of backgrounds, some are looking for their first official position, while others need to brush up on their office technology or customer service skills, but all are working towards improving their quality of life. To help support the women during our program, our team works with them every step of the way, which includes engaging with an Employment Coordinator as soon as they are accepted into our programs and having access to financial counselors, public benefits assistance and case management support. Once a participant Graduates, our Employment Service department will work with the

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?

Office Administration

Length: 14 weeks
Days: Monday - Friday

The Office Administration Program curriculum is designed to prepare women with the training and skills needed to gain an administrative position in any field. The hybrid training program consists of core professional skills such as:

-Office administration
-Business communication
-Interview preparation
-Business finances
-Microsoft Office Suite
-CRM management
-Teleconferencing

After completing our program, graduates interview for roles in administrative positions with titles such as executive assistant, virtual assistant, customer experience manager, office manager, or data entry clerk among many others. After graduation, participants receive one year of job placement assistance and job-retention support, as well as lifetime access to post-graduate workshops, networking events, and professional development opportunities.

Population(s) Served
Women and girls
Adults

Length: 14 weeks
Days: Monday Friday

The Healthcare Administration Program curriculum is designed to prepare women with the training and skills needed to gain an administrative position in the healthcare sector. The hybrid training program curriculum includes:

-Medical terminology
-Scheduling
-Professional communication
-Ethics and confidentiality
-Electronic medical record management
-EPIC
-Interview preparation
-Microsoft Office Suite

After graduation, participants receive one year of job placement assistance and job-retention support, as well as lifetime access to post-graduate workshops, networking events, and professional development opportunities. Our Masters level student interns provide support during the training phases of the program, and our Alumnae Services team provides ongoing professional coaching after graduation.

Population(s) Served
Women and girls
Adults

Graduates of Grace Institute become part of the extensive Grace Institute sisterhood and benefit from continued career coaching and job placement services for one year. This includes one-on-one career counseling, once monthly Mindset Monday meetings, weekly Job Clubs (once a cohort job fair), and professional development workshops.

Grace Institute supports graduates beyond initial job placement and ensures that alumnae have the tools they need to be successful in their career growth.

The Alumnae Services department assists with retention through:

-Job retention incentives at 6 months and 1 year
-MetroCard for job search on an as-needed basis
-Professional Development Workshops (i.e. advanced Excel, resume review, financial literacy & more)
-Alumnae Networking Group
-Personal Development Workshops
-Alumnae Upskilling Workshops
-Working Womens Wind Down Wednesdays

Population(s) Served
Women and girls
Adults

Where we work

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.

Grace Institute trains women to be ready for the workforce, to provide them with all the support to get the job and keep it.

Job Training
Participant Assistance
Employment Services
Job Retention Services
Alumna Continuing Education

For over 120 years, Grace Institute has been training women, continuously adapting based on the changing needs of the workforce so that our graduates can gain living-wage jobs and keep them. Grace Institute as a team to make sure each participant is supported and leaves Grace Institute confident and ready for the workforce.

Grace Institute has existed for more than 120 years and we have trained 100,000 women. Over the years and decades, grace has adapted to the changes in society and the workforce for women.
Our results have life-changing outcomes:
• 80% graduation rate
• 75% job placement rate in one year (10% points higher than comparative programs)
• 65% job retention rate for over one year (20% points higher than comparative programs)
• $32,000 annual starting salary (compared to an average of $6,000 personal income prior to the program)
• Reduced government spending on public assistance and unemployment

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 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 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 act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

Grace Institute of New York 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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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.

Grace Institute of New York Inc

Board of directors
as of 01/30/2024
SOURCE: Self-reported by organization
Board chair

Ms. Iva Vukina

Brendan Doyle

Patrick Grace

Suzanne Lindquist

Barbara A. Yastine

Katia Bouazza

Patricia Montgomorie

Michelle Cilien

Shay Gipson

Mabel Ruis

Mary Tidlund

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 1/19/2024

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

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 01/30/2024

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 employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • 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 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 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.