THE ARTS CONNECTION INC
Linking Learning and the Arts
THE ARTS CONNECTION INC
The people, governance practices, and partners that make the organization tick.
Ms. Rachel Watts
Executive Director Rachel Watts is a multidisciplinary arts educator who has focused on creating and advocating for meaningful and equitable programming for young people during her 20 years in the Arts Education and Youth Development fields. She assumes the new leadership position after serving ArtsConnection as Director of Teen Programs and DEI Initiatives. She has held multiple leadership positions in the field, including Director of Education at Ballet Hispanico, Director of The MYC Youth Center in San Rafael California, where she created a state- of-the-art facility focused on developing teen leadership skills through the arts and technology. She has taught undergraduate students in the Art Education Program at City College in Harlem and serves on the board of the NYC Arts in Education Roundtable where she Co-Chairs the Advocacy Committee. She is currently a doctoral student in the CUNY Graduate Center Urban Education program.
Number of employees
Source: IRS Form 990
THE ARTS CONNECTION INCOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
THE ARTS CONNECTION INCHighest paid employees
SOURCE: IRS Form 990
THE ARTS CONNECTION INCBoard of directors
as of 05/10/2023
Board of directors data
Ms. Debra Peltz
Term: 2007 -
Mr. Robert Pruzan
Term: 1996 -
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:
Race & ethnicity
Equity strategiesLast updated: 04/20/2021
- 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 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.
ContractorsFiscal year ending
Professional fundraisersFiscal year ending
SOURCE: IRS Form 990 Schedule G