as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
Rachel Rose Hartman
Rachel Rose Hartman began serving as founding Executive Director of the DowntownDC Foundation in May 2019, bringing to the role her five years of experience at the DowntownDC Business Improvement District (BID) building support and interest for the initiatives around which the Foundation is focused. In her previous role as Director of Interactive Marketing & Communications for the BID, Rachel directed all marketing and branding, events, programming and communications efforts for the organization and secured and managed related partnerships and sponsorships. Rachel joined the BID after 10 years in political journalism, including working as a White House Reporter for Yahoo News and a daily politics reporter for Congressional Quarterly.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
DowntownDC FoundationBoard of directors
as of 01/19/2023
Board of directors data
Term: 2019 -
Lionel L. Lynch
JPMorgan Chase & Co
Lars Etzkorn Law PLLC
Kimpton Hotel Monaco
Metro K Shipping LLC
HR & A
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? No
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: 12/14/2022
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 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.