Chicagoland Habitat for Humanity Subordinate
We build strength, stability and self-reliance through shelter
Chicagoland Habitat for Humanity
EIN: 36-4257107 Subordinate
The people, governance practices, and partners that make the organization tick.
Chief Executive Officer
Sarah Brachle Wagner
Sarah Brachle Wagner is an experienced nonprofit professional who brings over twenty years of in depth and hands on experience in affordable housing development, fundraising, partnership development, and non-profit operations. She brings extensive experience in both the nonprofit and government sectors.\n\nPrior to joining Habitat for Humanity, Sarah was the founder and principal of SBW Solutions, a consulting firm, where she and her team helped nonprofit organizations to secure nearly $10 million in grant funding and tax credit equity over the course of four years. From 2006-2013, she was the Executive Director of DuPage Habitat for Humanity, during which time she spearheaded two successful fundraising campaigns, which allowed for a tenfold increase the annual operating budget and development of over 30 homes. Sarah also spent an early part of her career in Washington D.C. at the U.S. Department of Housing and Urban Development as a Presidential Management Fellow.
Number of employees
Source: IRS Form 990
Chicagoland Habitat for HumanityOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Chicagoland Habitat for HumanityBoard of directors
as of 08/03/2023
Board of directors data
Ms. Gloria Materre
Materre & Associates, PC
Term: 2022 - 2025
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.
Race & ethnicity
Equity strategiesLast updated: 08/03/2023
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- 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 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.