ProGrace: people, not politics
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The people, governance practices, and partners that make the organization tick.
Angela Weszely is the CEO and Co-Founder of ProGrace, a pioneering voice called to reshape the Christian response to abortion by modeling Jesus. Angela is an accomplished speaker, teacher, and coach with a 27-year career background in ministry and corporate training, including 9 years as a Campus Crusade Minister and Dale Carnegie facilitation training. Before ProGrace, Angela spent ten years as President of Caris Pregnancy Counseling Resources in Chicago. This role was her first experience in the pro-life/pro-choice space, and her journey awakened the passion and transformative content behind ProGrace. She feels deeply connected to the work she does and the power of grace. Angela loves to contemplate big ideas and works to ensure that ProGrace lives up to its moral and theological tenets externally and internally.
“My passion is to unify the Christian response to abortion by focusing on Jesus and how He always leads with grace."
Number of employees
Source: IRS Form 990
PROGRACE INTERNATIONALOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
PROGRACE INTERNATIONALBoard of directors
as of 09/21/2023
Board of directors data
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 01/28/2022
- 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 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.
- 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 help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- 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.