SILVER2024

LEADERSHIP SPOKANE

Spokane, WA   |  www.LeadershipSpokane.org

Mission

We are a catalyst - educating and uniting diverse, collaborative leaders to ensure a vibrant Spokane.

Ruling year info

1982

Principal Officer

Jaxon Riley

Main address

801 W Riverside

Spokane, WA 99201 USA

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EIN

91-1176213

NTEE code info

dership Development) (PLe)

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?

Flagship and Youth Programs

The Leadership Spokane program is an intensive, 10-month commitment to personal growth, professional development and community service. Participants gain an understanding of the roles and responsibilities of a citizen-leader and explore the tenets of servant leadership. At the same time, they develop a broad knowledge of the Spokane community and key issues facing the region. This knowledge is put into practice throughout the program through tours and community service activities. Finally, participants build a strong local network while also learning to create a personal leadership vision and a plan to achieve it.

Youth Leadership Spokane brings together several dozen sophomores, juniors and seniors from all Spokane County schools (to include home schools) for an intensive, 10-month program. Each class session is held at a different location, which allows students the opportunity to tour important locations in the Spokane community.

Population(s) Served

Where we work

Financials

LEADERSHIP SPOKANE
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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

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LEADERSHIP SPOKANE

Board of directors
as of 06/04/2024
SOURCE: Self-reported by organization

RICK JENSEN

YVONNE LOPEZ-MORTON

NANCY VORHEES

NANCY BLOSSOM

MICHAEL PATRICK

KIM KROGH

CAROLE SHOOK

RAYMOND REYES

ARLENE FISHER

RYAN BACKLUND

DANITA PETEK

ELAINE HOSKINS

LINDA FINNEY

PATRICK DEVRIES

PENNY HENCZ

AMY JOHNSON

NIKOLAS WESTFIELD

CHRIS CODD

JOE CONNELLAN

TREVOR MOORE

Organizational demographics

SOURCE: Self-reported; last updated 12/22/2022
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
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

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

Equity strategies

Last updated: 12/22/2022

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.