Nature for Justice
Nature For Justice mobilizes resources that communities need to restore their natural ecosystems, build climate resilience, and promote sustainable livelihoods.
Nature for Justice
The people, governance practices, and partners that make the organization tick.
Henry (Hank) Cauley
Hank works on large environmental and social issues that improve the livelihoods of people around the globe. His experience is predominantly around starting new ventures, turning around troubled organizations, and developing and implementing strategic plans. From starting a new country-wide tree-conservation organization in the refugee camps and towns in Somalia to a sustainable timber operation in Papua New Guinea to building Pew's program in Australia his focus has been on developing strong teams and finding ways to make significant impacts. His training in engineering and business and his experience as a management consultant for companies like GE and Corning have instilled in him with a drive to understand the economic underpinnings of any situation and to ensure the 'financials work' before time and resources are expended.
Number of employees
Source: IRS Form 990
Nature for JusticeOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Nature for JusticeBoard of directors
as of 01/18/2024
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: 10/25/2023
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- 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 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.