Protecting Women's and Girls' Rights Begins with the Law.
The people, governance practices, and partners that make the organization tick.
President and CEO
Ms. Carol A. Baldwin Moody
Carol Baldwin Moody serves as President and CEO of Legal Momentum, The Women’s Legal Defense and Education Fund. Carol assumed this role in 2018 after serving on the Legal Momentum Board for two years and receiving its Aiming High Award in 2011.
Carol has developed a reputation for her outstanding efforts to fight for equality. Her work specifically focuses on educational, economic and gender equality. In addition to receiving numerous awards for her advocacy work, Carol is also recognized for her broad regulatory experience, domestically and internationally. With a strong focus on organizational culture, her specialties include expertise in global risk management, regulatory compliance, and corporate governance.
Her professional associations include the Executive Leadership Council and the Council on Foreign Relations. Carol holds a JD from Columbia University School of Law and a BSE from the Wharton School.
Number of employees
Source: IRS Form 990
Legal MomentumOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
Legal MomentumHighest paid employees
SOURCE: IRS Form 990
Legal MomentumBoard of directors
as of 08/10/2023
Board of directors data
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? No
CEO oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? No
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? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? No
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: 04/29/2021
- 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 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.
ContractorsFiscal year ending
Professional fundraisersFiscal year ending
SOURCE: IRS Form 990 Schedule G