SILVER2023

Show Me 50 Inc

Closing the gender gap one corporation at a time

aka ShowMe50   |   Marietta, GA   |  https://www.showme50.org/
GuideStar Charity Check

Show Me 50 Inc

EIN: 47-2099405


Mission

ShowMe50's vision is to achieve 50% women in senior leadership positions at America’s corporations. ShowMe50.org provides practical, actionable tools for female and male managers to learn, lobby and influence transformational change while also enhancing their leadership skills for career growth. Our action “tool kits” and short videos to teach employees outside of work how to be catalysts for change inside of work. We are a Lean In Partner and Lean In Regional Leader.

Ruling year info

2015

Principal Officer

Elba Pareja-Gallagher

Main address

Po Box 682162

Marietta, GA 30068 USA

Show more contact info

EIN

47-2099405

Subject area info

Ethnic and racial minority rights

Women's rights

Population served info

Adults

Women and girls

Ethnic and racial groups

Activists

NTEE code info

Women's Rights (R24)

Minority Rights (R22)

Employee & Workers' Rights (R29)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

This organization is required to file an IRS Form 990-N.

Tax forms

Show Forms 990

Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Reverse the structural gender bias and inequities embedded in companies by providing innovative inclusion training that teaches bias interrupters for all employees to practice with confidence at work.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Lean In Circles

Part of Sheryl Sandberg's Lean In organization, we are a Lean In Partner and Lean In Regional Leader.

We use our own proprietary content combined with Lean In content to teach leadership, management, influencing and strategy skills. We also integrate gender bias training into the curriculum as with the experiential program 50 Ways to Fight Bias.

Population(s) Served
Adults
Activists

We offer a free curriculum of action toolkits that walk employees through how to drive change in their organizations to influence adoption of the four solutions for fixing the gender barriers at work: gender bias education, transparent talent management systems, flexible workplaces and executive accountability.

Population(s) Served
Adults
Activists

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Achieve 50% women in senior leadership positions through unique innovative inclusion programming for individuals and organizations.

We teach:

-Men and women bias interrupters to practice at work with confidence
-Leaders how to talk about gender bias with confidence
-HR leaders proven techniques to improve gender representation
-Employees in BRGs how to influence change
-How sustainability and gender equity intersect
-Women career advancement skills
-Women career skills in partnership with Lean In



We provide high quality education for individuals and organizations to recognize and interrupt gender bias and strengthen women's career skill development.

Strong facilitation skills
Credible network of supporters
Differentiated content

As of December 31, 2022, since inception, we have trained 16,960 men and women through workshops and webinars.

In 2023 we are redesigning our website to provide better access to our individual and company programming.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection

Financials

Show Me 50 Inc
Fiscal year: Jan 01 - Dec 31

Revenue vs. expenses:  breakdown

SOURCE: IRS Form 990 info
NET GAIN/LOSS:    in 
Note: When component data are not available, the graph displays the total Revenue and/or Expense values.

Financial data

SOURCE: IRS Form 990

Show Me 50 Inc

Revenue & expenses

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

Fiscal year ending: cloud_download Download Data

Show Me 50 Inc

Balance sheet

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.

Fiscal year ending: cloud_download Download Data

Operations

The people, governance practices, and partners that make the organization tick.

Documents
Form 1023/1024 is not available for this organization

Principal Officer

Elba Pareja-Gallagher

Elba is a finance and strategy professional with 20+ years of experience at UPS. She’s held roles in International Finance, Investor Relations, Marketing and Strategy. She lived as an expat in Asia for three years and currently works on a cross-functional team developing long term strategies for B2C commerce. She is the founder of the social impact organization ShowMe50.org. The non-profit’s vision is to achieve 50% women in senior leadership positions through a grassroots movement. Using a one-of-a-kind approach, individuals learn to influence change at work in gender bias awareness, talent management, workplace flexibility and executive accountability. Decades of research show that addressing these four areas will fix the problem of the underrepresentation of women in top jobs. The ShowMe50 approach to large scale change is based on the proven methodology of VitalSmarts Influencer. ShowMe50 also leverages LeanIn Circles to train and engage employees.

Show Me 50 Inc

Officers, directors, trustees, and key employees

SOURCE: IRS Form 990

Compensation
Other
Related
Show data for fiscal year
Compensation data
Download up to 5 most recent years of officer and director compensation data for this organization

There are no highest paid employees recorded for this organization.

Show Me 50 Inc

Board of directors
as of 02/19/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Elba Pareja-Gallagher

Elba Pareja-Gallagher

UPS

Colleen Lex

XeL Peoplel Development

Stephen Childs

4R Learning Solutions

Spencer Kollas

Cheetah Digital

Tom Furlong

Harvard Group International

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does 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 oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? No
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 2/19/2023

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

No data

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 02/19/2023

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

Data
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • 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.