One Hundred Miles
Preserving Georgia's Coast. Forever.
One Hundred Miles
The people, governance practices, and partners that make the organization tick.
President and Chief Executive Officer
Megan Desrosiers is the founding President/CEO of One Hundred Miles, Georgia’s coastal advocacy organization. In an effort to elevate the Georgia coast as a recognized place of historical, cultural, and biological significance, she spends her time working in local communities, on regional collaboration projects, and lobbying in Atlanta. Since the organization’s inception in 2013, Megan and her team have been responsible for improvements to the Erosion and Sedimentation Act requiring a 25-foot buffer for all salt marsh, galvanizing statewide opposition to offshore drilling, education programs reaching more than 10,000 people annually, and local ordinances that promote responsible growth balanced with conservation. She also serves on the leadership team of the Georgia Water Coalition and the board of Georgia Conservation Voters.
Before coming to Georgia’s coast, Megan spent 10 years at the Coastal Conservation League (CCL) in South Carolina, where she helped to establish the organizat
Number of employees
Source: IRS Form 990
One Hundred MilesOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
One Hundred MilesHighest paid employees
SOURCE: IRS Form 990
One Hundred MilesBoard of directors
as of 10/26/2023
Board of directors data
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: 10/26/2023
- 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 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 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.