Archdiocese of Washington Subordinate
Archdiocese of Washington
EIN: 53-0196550 Subordinate
as of May 2023
as of May 08, 2023
The people, governance practices, and partners that make the organization tick.
Archbishop of Washington
His Eminence Wilton Cardinal Gregory
Wilton Cardinal Gregory was born December 7, 1947 in Chicago to Wilton Sr. and Ethel Duncan Gregory. He was ordained a priest of the Archdiocese of Chicago on May 9, 1973, and three years after his ordination began graduate studies at the Pontifical Liturgical Institute (Sant’ Anselmo) in Rome. There, he earned his doctorate in sacred liturgy in 1980. On February 10, 1994, he was installed as the seventh bishop of the Diocese of Belleville, IL where he served for the next 11 years.
On December 9, 2004, Pope Saint John Paul II appointed Bishop Gregory as the sixth archbishop of the Archdiocese of Atlanta, and he was installed on January 17, 2005, and served for more than 14 years.
Pope Francis appointed him as the seventh Archbishop of the Archdiocese of Washington on April 4, 2019. On October 25, 2020, Pope Francis named Archbishop Gregory one of 13 new cardinals from around the world. Cardinal Gregory was elevated by Pope Francis to the College of Cardinals on November 28, 2020.
Number of employees
Source: IRS Form 990
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Archdiocese of WashingtonBoard of directors
as of 04/28/2023
Board of directors data
His Eminence Wilton Gregory
Roman Catholic Church
Term: 2019 - 2030
Wilton Cardinal Gregory
Roman Catholic Church
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Not applicable
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Not applicable
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Yes
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: 09/03/2022
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
- 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 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 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 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.