PLATINUM2022

MAVEN LEADERSHIP COLLECTIVE

We provide leaders the lift they deserve to fly.

Miami Beach, FL   |  www.mavenleadership.org

Mission

Maven Leadership Collective is a social impact ideas lab and content creator that consistently invests in talented queer and trans social impact leaders of color and allies to build more resilient communities that thrive in crisis, tragedy, and transition.

Ruling year info

2017

Co-Founder & Executive Director

Corey Davis

Co-Founder & Senior Director of Talent Activation

Daniel Anzueto

Main address

PO Box 403731

Miami Beach, FL 33140 USA

Show more contact info

EIN

81-3828531

NTEE code info

Leadership Development (W70)

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

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

There is a racial disparity reflected in the senior leadership of social impact organizations known as the racial leadership gap. People of color represent less than 20% of top decision-makers in the nonprofit sector. That number has remained unchanged for more than 15 years.

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?

Maven Leadership Cohort

Through the Maven Leadership Cohort we explore community engagement through a lens of social justice, self-care, and intersectionality so our Mavens can achieve sustainable positive social impact. The vetted curriculum integrates hard skills with practical experience implementing community engagement and culminates in a statewide Maven-led Symposium. Our cohort is an ecosystem of volunteers, execs, donors, and board members that meets one weekend a month to engage with instructors, learn from community leaders, and share their lived experiences.

Population(s) Served
LGBTQ people

Maven Moves is a free community yoga series for all levels held monthly. We create a lively, welcoming experience that celebrates all bodies and identities. Class participants are soothed and entertained by live musicians from various musical genres.

Maven Vibes is an inclusive healing sound meditation that invites participants to pause from their daily demands. Sessions are led by certified healers who use various techniques like gong, tuning forks, bowls and various other instruments to help participants achieve the deep relaxation benefits of sound vibrations therapy. All experience levels are welcome.

Maven Wellness Hub is a free digital platform that supports our desire to feel good in our bodies. We have curated a beautiful collection of yoga, meditation, breathwork, tai chi, and qigong experiences for you to practice wherever is most comfortable to you.

Population(s) Served
Multiracial people
LGBTQ people
Heterosexuals

Where we work

Videos

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 diversity training courses conducted

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

LGBTQ people, Adults, Ethnic and racial groups

Related Program

Maven Leadership Cohort

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of participants who felt that they have been provided with a range of options for future employment

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

LGBTQ people, Adults, Ethnic and racial groups

Related Program

Maven Leadership Cohort

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Maven Leadership Collective inspires communities to thrive by embracing meaningful diversity, equity, and inclusion of amazing talent, transformational learning experiences, lasting connections, and amplified stories. Maven is building a movement of queer and trans social entrepreneurs of color and our allies to radically redefine leadership, the spaces we occupy, and the impact that we have. When we consistently in creative leaders of color, we build more resilient communities capable of thriving even in the face of crisis, tragedy, and transition.

We offer four key programs that equip social impact professionals with opportunities to thrive in their critical work. 1. Maven Leadership Cohort—our signature program, is an eight-month cohort program designed for emerging and seasoned leaders of diverse interest areas to gain operational skills, expanded professional networks, and micro-funding for individual community initiatives. 2. Maven Rising Community Workshops—free monthly skill-building sessions for practitioners. 3. Maven Moves Community Yoga Series—a monthly yoga class for all levels that celebrates all bodies and welcomes all levels because self-care is essential for sustainable community leadership. 4. Maven Rising—a day-long convening of 100 social impact leaders to showcase the community initiatives of Mavens and community partners. It also demonstrates the necessity of meaningful diversity, equity, and inclusion in improving the sustainability and effectiveness of nonprofit organizations.

Maven Leadership Collective employs its learning model, Learn-Play-Share, to provide transformational educational experiences for all of its capacity-building initiatives. It is important to note that this organization is led by queer people of color which is key to curriculum design and coaching for our target audience.

Since our program launch in 2017, Maven engages approximately 400 participants per year. Our signature program has created a community of 25 queer and trans social impact leaders of color who serve more than 60,000 people. In the last year, we have scaled the programs piloted in South Florida to Central Florida. Our work is to support creative leaders as they pivot towards identifying innovative, viable, and sustainable strategies for preserving and advancing the incredible investment they have made in communities impacted by Pulse and Hurricane Marla.

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • Who are the people you serve with your mission?

    Queer and trans social impact leaders of color and allies who are a critical juncture in their professional and personal journey.

  • 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), 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, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    We survey the people who participate in our programs at the start of the program, between each session, and at the end of the program. We immediately incorporate feedback into each upcoming part of our programs - from changing the food selections for lunch based on intake surveys the ask for dietary accommodations to creating brand new program offerings that reflect feedback from participants asking to spend more time on ideation.

  • With whom is the organization sharing feedback?

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

  • How has asking for feedback from the people you serve changed your relationship?

    Whether it is current program participants, alumni, community partners, staff, board members, donors, or the general population, our relationships are strengthened with all of them because we ask for their feedback and then incorporate it into our work. We then circle back with them to make sure it is reflective of what they expressed to ensure they feel connected to the process and outcomes.

  • 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

MAVEN LEADERSHIP COLLECTIVE
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.

MAVEN LEADERSHIP COLLECTIVE

Board of directors
as of 04/29/2022
SOURCE: Self-reported by organization
Board co-chair

Doris Parent

The Philadelphia Orchestra

Term: 2020 -


Board co-chair

Tamara Francois

The XP Agency

Term: 2020 -

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 9/13/2021
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
Black/African American
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
Hispanic/Latino/Latina/Latinx
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 09/13/2021

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.