CROSSOVER MISSION, INC.
CROSSOVER MISSION, INC.
The people, governance practices, and partners that make the organization tick.
Mr. Antoine Jennings
Antoine Jennings is a Gifford native who faced instability and heavy struggles during his childhood associated with the incarceration of his father, an alcoholic mother raising five children, extreme poverty, daily exposure to drug dealing, lack of guidance and education; these factors lead to the making of poor life choices. After a life-changing experience, Antoine has dedicated himself to helping young people who are facing the same pain and hopelessness he faced in childhood. His mission is to impress upon the Crossover participants and any he can reach, the importance of education and making right choices. Antoine is a relevant and approachable black role model, himself a basketball player and visible in the black community. He is the head coach at practices, is present in the schools and in recreational athletic programs within the Gifford community.
Executive Director & Co-Founder
Catherine De Schouwer
Catherine De Schouwer is a native of Vero Beach, a local businesswoman and mother of three. Mrs. De Schouwer has a Masters' Degree in Business and Accounting and held a CPA license for 15 years. She has 20 years of experience in international business. This experience allows her to provide the corporate and business expertise that supports Crossover Mission. In addition, as a mother of elementary and middle school children, her first-hand understanding of the public school system is instrumental in knowing how to successfully navigate the complexities of the many good and needed school programs available to assist the Crossover student athletes.
Number of employees
Source: IRS Form 990
CROSSOVER MISSION, INC.Officers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
CROSSOVER MISSION, INC.Board of directors
as of 07/05/2022
Board of directors data
Mr. Bradley Lorimier
Retired pharmaceutical executive
Term: 2017 - 2023
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 ? Yes
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? 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:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 07/21/2020
- 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.