Catholic Charities Diocese of Brooklyn Subordinate
Changing Lives... Building Communities
Catholic Charities Diocese of Brooklyn
EIN: 11-1633548 Subordinate
as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
President & Chief Executive OfficerEO
Msgr. Alfred LoPinto
Vice President & Deputy Chief Executive Officer
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Catholic Charities Diocese of BrooklynBoard of directors
as of 02/22/2023
Board of directors data
Mr. Thomas Murtha
Chairman of the Board of Trustees/No Affiliation
Term: 2018 - 2028
Mr. John Sucich
Vice Chairman of the Board of Trustees/No Affiliation
Term: 2028 - 2020
Megan McKee Healey
Monsignor Alfred LoPinto
Dr. Brian Butler
Joseph F. Collins III
Michael N. Connors, Esq.
Connors and Sullivan, Attorneys at Law. PLLC
Fidel F. Del Valle
Chief Judge and Commissioner
Patrick Dolan, Jr.
John J. Farrell, Jr.
Rev. Patrick Frawley
Very Reverand Patrick J. Keating, Esq.
Catholic Migration Services
Business Relocation Services
Elizabeth Mary Lutas
MD, FACP, FACC
James J. Minogue, Jr.
Charles F. Murphy
Turner Construction Co.
Wayne J. Riley
Queens Ledger/Greenspoint Star, Inc.
Richard J. Smyth
Port Authority of New York and New Jersey
Peter J. Striano
Unity International Group
Mary C.E. Thompson
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 ? 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? 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: 09/19/2021
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 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 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.