The New Fashion Initiative

aka TNFI   |   Seattle, WA   |  www.thenewfashioninitiative.org

Mission

We empower cross-sectional collaboration that is changing the fashion industry and promoting circularity. We work directly with academics, designers, businesses, and other non-profits to bring sustainable solutions to a broken system. We are here to help key industry stakeholders to 1) collaborate 2) share research 3) convene in order to effectively address systemic issues. TNFI supports current and future leaders to be positive agents of change.

Ruling year info

2018

Executive Director

Mrs. Lauren B Fay

Main address

602 Terry Ave N, Apt 1373

Seattle, WA 98109 USA

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Formerly known as

Fashion Revolution USA

EIN

82-4437063

NTEE code info

Management & Technical Assistance (Y02)

Higher Education Institutions (B40)

IRS filing requirement

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

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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?

Academic Consortium

The TNFI started its Academic Consortium program in 2019. It is based on regional academic workshops that have started in the Northeast of the US but will grow internationally. Our primary focus for these groups of academics, brands and students is to exchange ideas and best practices about circularity in fashion. We are bringing together experts in academia and business to collaborate on solutions/resources including curriculum and research.
We are building on the concept of circularity to ensure that it incorporates collaboration, shared data, inclusive leadership, and businesses leveraging their influence to support systemic change.

Population(s) Served
Academics
Students

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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?

  • How is your organization using feedback from the people you serve?

  • With whom is the organization sharing feedback?

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

Financials

The New Fashion Initiative
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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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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.

The New Fashion Initiative

Board of directors
as of 3/11/2021
SOURCE: Self-reported by organization
Board co-chair

Melody Serafino

No. 29

Term: 2020 -


Board co-chair

Mr Jeremy Taub

Melody Serafino

No. 29

Jeremy Taub

Joshua Katcher

Brave Gentleman

Lauren Fay

Organizational demographics

SOURCE: Self-reported; last updated 3/10/2021,

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
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 10/02/2020

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.