PLATINUM2023

Handy Foundation Corporation

Creating Pathways to Diversity

aka Handy Foundation   |   Pasadena, CA   |  http://www.handyfoundation.org/

Mission

The Handy Foundation is committed to increasing the representation of Black, Indigenous, and People of Color (BIPOC) professionals in the television and film industry by offering high level training programs paired with first time job opportunities for below the line skilled workers. This will bridge the opportunity gap and open doors that have been previously been unavailable for so many.

Notes from the nonprofit

The Handy Foundation was awarded the Pilot Career Pathways Training Program by the California Film Commission in Dec 2022.

Ruling year info

2020

Founder/CEO

Ri-Karlo Handy

Main address

386 E Elizabeth St

Pasadena, CA 91104 USA

Show more contact info

EIN

85-1588573

NTEE code info

Arts, Cultural Organizations - Multipurpose (A20)

IRS filing requirement

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

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?

Assistant Editor Training Program

Our AETP (Assistant Editor Training Program) is a 6 week program to allow our cohorts to fully immerse in professional on the job training at a studio for both union and non-union shows.

Population(s) Served
Young adults
Ethnic and racial groups
Sexual identity
At-risk youth
Economically disadvantaged people

Where we work

Affiliations & memberships

California Film Commission 2022

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 hours of training

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

Ethnic and racial groups, Women and girls, Men and boys, Economically disadvantaged people, Self-employed people

Related Program

Assistant Editor Training Program

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Context Notes

Handy Foundation has doubled the number of training sessions from year to year.

Number of curricula designed

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

Ethnic and racial groups, Children and youth, Adults, Academics, Low-income people

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Context Notes

The Handy Foundation continues to increase the number of disciplines to our training programs.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.

The Handy Foundation's goal is to standardize sustainable pathways to technical jobs and careers behind the scenes in film and television, increasing visibility for underrepresented workers, in turn creating more diverse, equitable and accessible opportunities.

The Handy Foundation's goal is to increase the number of below-the-line BIPOC workers in film and television by creating a pipeline for newcomers to have access to entry level positions thru expanding different training programs that will connect people with viable opportunities.

The Foundation is workforce development organization and job training is a significant barrier to employment for those in disadvantaged communities of color. With our help, qualified candidates will have an opportunity to learn an industry they may not otherwise be exposed to. In turn, the diversification of an industry that’s systematically excluded minorities and people of color gains value, diversity, equity, and inclusion credibility in a world that looks to this industry for such leadership.

The Handy Foundation is aligned with a growning number of production, studio, organization partners who support as well as benefit from the various program offerings by adding capable workpool to their projects.

The Foundation has increased the number of trade craft disciplines from year to year. They are developing a slate of new programs to roll out in 2023 that will triple the number of individuals trained across production and post production.

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?

    We collect performance feedback from our Trainees, Production Partners and Studio Partners. We further communicate any needs and improvements as the hiring landscape changes to stay current with our industry needs.

  • 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 are an organization whose mission is to promote racial diversity and equity in the film and television industry. We strongly feel the active participation of those directly affected by those issues are the best persons to inform on how to grow the advocacy and effect change. Our operations regularly welcomes feedback in any form to make our organization an inclusive and successful environment.

  • 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

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

Handy Foundation Corporation
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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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Handy Foundation Corporation

Board of directors
as of 02/28/2023
SOURCE: Self-reported by organization
Board chair

Ri-Karlo Handy

Handy Foundation

Term: 2020 - 2024

Charlotte Pai

pH Collective

Pluria Marshall, Jr.

Marshall Broadcasting Group

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 ? Not applicable
  • 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? Not applicable
  • 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 1/20/2023
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
Disability status
Decline to state

Race & ethnicity

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 02/01/2021

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.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.