Covid-19 Memorial Inc

COVID-19 Does Not Discriminate. Our Motto: Honor Everyone

New York City, NY   |
GuideStar Charity Check

Covid-19 Memorial Inc

EIN: 85-1561752


Our mission is to memorialize every victim of the COVID-19 pandemic around the world. We know this is a large project, but it must be done and nobody should just be a statistic or piece of data. There is a human being attached to that data, and they were loved.

Notes from the nonprofit

COVID-19 Memorial is a start-up non-profit, and we are learning as we move forward how to improve employee productivity and also raise money to honor the victims of the pandemic at the same time. We are committed to making this memorial a permanent honor for generations to learn from, understand what happened, and how the world coped with the pandemic in this modern age.

Ruling year info


Principal Officer

Lucinda Lewis

Co Principal Officer

Richard Constantinou

Main address

178 Columbus Ave Unit 231314

New York City, NY 10023 USA

Show more contact info



Subject area info

Cultural awareness



Information and communications

Human rights

Population served info

LGBTQ people


Women and girls

Men and boys

Ethnic and racial groups

Show more populations served

NTEE code info

Humanities Organizations (A70)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

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


Programs and results

What we aim to solve

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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?

COVID-19 Memorial Worldwide

COVID-19 Memorial is structured to honor and remember every person who passed on during the pandemic. This means that every country that had suffered loss, will have a page on the memorial wall dedicated to those loved ones.

To be listed in the memorial, it is free and loved ones will never be asked to pay to get their family and friends honored. The memorial is supported through donations from the public, and that is how it will be sustained for future generations.

Population(s) Served
At-risk youth
Religious groups
Ethnic and racial groups

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.

COVID-19 Memorial is in the process of memorializing every individual who lost their life to the pandemic for the website. Our future goal is to create video clips for the online site and social media streaming accounts for people to watch and remember their friends and family. Our long-term goal is to have short videos completed by the family and friends to store so that when people visit the permanent memorial building, they will be able to pull these clips up through a search engine and listen to them.

CV19M® is committed to reminding the world that the numbers on the news represent people, and CV19M® is trying to remind the world that human beings important. And we are the keepers of the past to share with the future.

By continuing to honor the memories of those lost, CV19M® is creating a sustainable record of all who have been lost to the pandemic regardless of religion, political affiliation, gender, or country of origin. Everyone is someone's loved one, and since COVID-19 does not discriminate, neither does CV19M®. Our motto: Honor Everyone.

CV19M® will meet our goals by dedication and hard work, and close team work. With the public's assistance, these goals will become a reality sooner than later and a permanent memorial will be acquired and opened.

The opening of the COVID-19 Memorial is just the start. Getting through the lockdown of the pandemic in New York City, New York, and making CV19M® a reality is an accomplishment unto itself. The mere fact that people respond so positively to what CV19M® is doing, is our second accomplishment. At CV19M®, we look to the future.

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    CV19M® serves the public, and the individuals who have lost loved ones to the pandemic. CV19M® welcomes feedback about interactions with employees and volunteers alike. We strive to make our workplace environment the safest and most productive office to work in and company to work for, as well as a positive interaction with the public we serve.

  • 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 identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • What significant change resulted from feedback?

    Thankfully CV19M® has only received positive feedback and compliments. We know that with growth this may change but hope to maintain and sustain a positive environment.

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

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), 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, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback


Covid-19 Memorial Inc

Financial data

SOURCE: Self-reported by organization

Covid-19 Memorial Inc

Revenue & expenses

Fiscal Year: 2023

SOURCE: Self-reported by organization

Contributions, Grants, Gifts $2,500
Program Services $0
Membership Dues $0
Special Events $0
Other Revenue $0
Total Revenue $18,500
Program Services $12,500
Administration $0
Fundraising $0
Payments to Affiliates $0
Other Expenses $0
Total Expenses $16,950

Covid-19 Memorial Inc

Balance sheet

Fiscal Year: 2023

SOURCE: Self-reported by organization

Total Assets $14,325
Total Liabilities $1,850
Fund balance (EOY)
Net Assets $2,350


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

Form 1023/1024 is not available for this organization

Principal Officer

Lucinda Lewis

Co Principal Officer

Richard Constantinou

There are no officers, directors or key employees recorded for this organization

There are no highest paid employees recorded for this organization.

Covid-19 Memorial Inc

Board of directors
as of 03/18/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Lucinda Lewis

COVID-19 Memorial

Term: 2020 -

Richard Constantinou

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 ? Yes
  • 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? Yes
  • 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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 3/18/2023

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
Gender identity
Sexual orientation
Decline to state
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

Race & ethnicity

Gender identity


Sexual orientation


Equity strategies

Last updated: 03/14/2023

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

  • 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.
Policies and processes
  • 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.