My Way Out Inc
Your mistakes do not define who you are--but what you do afterwards
My Way Out Inc
as of May 2023
as of May 08, 2023
The people, governance practices, and partners that make the organization tick.
Ruben Gaona was born in El Paso, Texas, and moved to Milwaukee's Southside at the age of 15. In 2017 Ruben completed 7 years of a 10-year sentence, and in 2019 he founded 2nd Chance Wisconsin and began providing guidance (through motivational speaking) to formerly incarcerated people and others facing barriers. Ruben is a
U. S. Navy Veteran, a former employee for the Department of Defense (NAVY), and an ex-felon. Ruben is currently a Senior at the University of Wisconsin-Milwaukee Helen Bader School of Social Welfare. Ruben's experience working in re-entry with the State of Wisconsin inspired him to co-found The Way Out, where he is currently the COO. Ruben has had the privilege of speaking at several re-entry engagements throughout Wisconsin to discuss the merits of second chance employment. Ruben is also an active advocate of the Ban the Box movement in the United States and has actively advocated on behalf of Expungement Bill SB78.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
My Way Out IncBoard of directors
as of 04/07/2023
Board of directors data
Karen Coy Romano
Term: 2024 - 2023
American Family Institute for Corporate and Social Impact
Hispanic Professionals Greater Milwaukee (HPGM)
The Welch Group
Waukesha State Bank
Johnson Financial Group
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? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable
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
We do not display disability information for organizations with fewer than 15 staff.
Equity strategiesLast updated: 08/19/2022
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 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 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.