LABOR COMMUNITY STRATEGY CENTER

aka Strategy Center   |   Los Angeles, CA   |  www.thestrategycenter.org

Mission

The Labor/Community Strategy Center is a multi-racial social justice organizing addressing the totality of urban life. Our work spans sustainable communities, urban transportation, climate change, criminal justice, environmental justice and youth leadership and organizing development, focused on low-income working class communities of color. We see ourselves as a national organization with a strong regional base in LA County.

Ruling year info

1989

Director

Mr. Eric Mann

Associate Director

Ms. Barbara Lott-Holland

Main address

1506 Crenshaw Blvd

Los Angeles, CA 90019 USA

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EIN

95-4201669

NTEE code info

Community Coalitions (S21)

Alliance/Advocacy Organizations (A01)

Minority Rights (R22)

IRS filing requirement

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

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Communication

Blog

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?

FFSC Taking Action Clubs in LA High Schools

The Community Rights Campaign addresses widespread public health problems among high school youths of color—obesity, substance abuse, mental illness, chronic disease, and homicide—which we believe are directly exacerbated by racialized “zero tolerance” policies exercised within the Los Angeles public high school system that increasingly address student behavior issues through repression and the criminalization of everyday life for so many youth.
The core demands of the Community Rights Campaign’s No to Pre-Prison Project are:
Decriminalize truancy—Repealing LA’s “daytime curfew,” the legal basis for truancy and tardy tickets.
End Zero Tolerance policies and transform school culture—Reversing the schools-as-jails culture and creating positive learning environments.
Police accountability—Establishing a community oversight body for misconduct by LASPD officers and reduce and restrict school police involvement in enforcing discipline on school campuses.

Population(s) Served
Children and youth
Economically disadvantaged people

The Fight for the Soul of the Cities is an international vision for urban organizing—focusing on Los Angeles, and from there, to the major cities of the U.S. in solidarity with the cities and people of the Third World. It is the product of 24 years of organizing by the Labor/Community Strategy Center, 20 years of work by our Bus Riders Union, and seven years of work by our Community Rights Campaign. It builds on our vision for L.A. and the urban movement in Reconstructing Los Angeles from the Bottom Up, written in 1992, and Towards a Program of Resistance, written by our Program Demand Group in 2002.

Population(s) Served
Economically disadvantaged people
Activists

Where we work

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

LABOR COMMUNITY STRATEGY CENTER
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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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LABOR COMMUNITY STRATEGY CENTER

Board of directors
as of 7/15/2021
SOURCE: Self-reported by organization
Board chair

Ms. Barbara Lott-Holland

Labor / Community Strategy Center

Term: 2015 - 2020

Georgia Hayashi

Former executive at LCSC

Manuel Criollo

University of New Mexico

Barbara Lott-Holland

Labor Community Strategy Center

Martin Hernandez

Retired LA County Worker

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

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

No data

The organization's co-leader identifies as:

No data

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 09/03/2020

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. 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.