GOLD2023

LGBTQ Real Estate Alliance

Advocate - Elevate - Celebrate.

Saint Paul, MN   |  http://www.realestatealliance.org
GuideStar Charity Check

LGBTQ Real Estate Alliance

EIN: 85-1553483


Mission

Advocate for fair housing for all and promote LGBTQ+ homeownership. Elevate professionalism in the industry through education and networking. Celebrate diversity and inclusion in our members and allied partners.

Ruling year info

2020

CEO

Ryan A Weyandt

President & Chair of the Board

Erin Morrison

Main address

P.O. Box 18491

Saint Paul, MN 55118 USA

Show more contact info

EIN

85-1553483

Subject area info

Home ownership

Home financing

Real estate

LGBTQ rights

Home accessibility

Population served info

LGBTQ people

NTEE code info

Boards of Trade (S46)

IRS subsection

501(c)(6) Business Leagues, etc.

IRS filing requirement

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

Tax forms

Show Forms 990

Communication

Blog

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?

National Chapter Program

The National Chapter Progam exists to provide members with a foundation for business networking, unification for a national advocacy and policy platform, education opportunities to enhance personal and professional lives, the opportunity to engage in philanthropy that impacts members' local communities up through society as a whole, and a forum for thought leadership exchange.

Population(s) Served
LGBTQ people

Annual industry conference and convention

Population(s) Served

Where we work

Awards

Inman Innovator 2022

Inman

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees,

  • 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,

  • What significant change resulted from feedback?

    Due to an identified severe disparity in serving women and LGBTQs of color, we have enhanced our programing to focus on various elements of diversity, equity, and inclusion. In addition, we have chartered a DEI council and created resource groups which focus on various diverse segments including veteran & military, professionals of color, a women's network, various professional diversities and our trans community.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • 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,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection,

Financials

LGBTQ Real Estate Alliance
Fiscal year: Jun 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.

Liquidity in 2020 info

SOURCE: IRS Form 990

0.00

Average of 0.00 over 1 years

Months of cash in 2020 info

SOURCE: IRS Form 990

26.4

Average of 26.4 over 1 years

Fringe rate in 2020 info

SOURCE: IRS Form 990

0%

Average of 0% over 1 years

Funding sources info

Source: IRS Form 990

Assets & liabilities info

Source: IRS Form 990

Financial data

Source: IRS Form 990 info

LGBTQ Real Estate Alliance

Revenue & expenses

Fiscal Year: Jun 01 - Dec 31

SOURCE: IRS Form 990

Fiscal year ending: cloud_download Download Data

LGBTQ Real Estate Alliance

Balance sheet

Fiscal Year: Jun 01 - Dec 31

SOURCE: IRS Form 990

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

LGBTQ Real Estate Alliance

Financial trends analysis Glossary & formula definitions

Fiscal Year: Jun 01 - Dec 31

SOURCE: IRS Form 990

This snapshot of LGBTQ Real Estate Alliance’s financial trends applies Nonprofit Finance Fund® analysis to data hosted by GuideStar. While it highlights the data that matter most, remember that context is key – numbers only tell part of any story.

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Business model indicators

Profitability info 2020
Unrestricted surplus (deficit) before depreciation $142,771
As % of expenses 241.3%
Unrestricted surplus (deficit) after depreciation $142,771
As % of expenses 241.3%
Revenue composition info
Total revenue (unrestricted & restricted) $201,948
Total revenue, % change over prior year 0.0%
Program services revenue 0.0%
Membership dues 36.1%
Investment income 0.0%
Government grants 0.0%
All other grants and contributions 63.9%
Other revenue 0.0%
Expense composition info
Total expenses before depreciation $59,178
Total expenses, % change over prior year 0.0%
Personnel 0.0%
Professional fees 76.5%
Occupancy 0.0%
Interest 0.0%
Pass-through 0.0%
All other expenses 23.5%
Full cost components (estimated) info 2020
Total expenses (after depreciation) $59,178
One month of savings $4,932
Debt principal payment $0
Fixed asset additions $0
Total full costs (estimated) $64,110

Capital structure indicators

Liquidity info 2020
Months of cash 26.4
Months of cash and investments 26.4
Months of estimated liquid unrestricted net assets 29.0
Balance sheet composition info 2020
Cash $130,271
Investments $0
Receivables $12,500
Gross land, buildings, equipment (LBE) $0
Accumulated depreciation (as a % of LBE) 0.0%
Liabilities (as a % of assets) 0.0%
Unrestricted net assets $142,771
Temporarily restricted net assets N/A
Permanently restricted net assets N/A
Total restricted net assets $0
Total net assets $142,771

Key data checks

Key data checks info 2020
Material data errors No

Operations

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

Documents
Form 1023/1024 is not available for this organization

CEO

Ryan A Weyandt

Ryan served nearly a decade in the lending and financial services industry, most of which as a Private Mortgage Banker and Loan Officer with Wells Fargo and most recently, a Loan Officer with U.S. Bank in the Twin Cities. He also launched RAW Insight, an organizational development consulting firm. Prior to his lending career, Ryan held a variety of senior roles with firms in operations and event management. He has served on the Minnesota RealtorsⓇ Diversity and Inclusion Committee and previously led the NAGLREP Foundation, along with being a past-President of the organization’s Minneapolis chapter. The University of St. Thomas grad completed his Master's work in Organizational Leadership from St. Catherine University.

President & Chair of the Board

Erin Morrison

Number of employees

Source: IRS Form 990

LGBTQ Real Estate Alliance

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.

LGBTQ Real Estate Alliance

Board of directors
as of 01/20/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Erin Morrison

Dave Gervase

ResideOceanside Group, KW Realty Professionals

Sean Frank

Mainframe Real Estate

Octavius Smiley-Humphries

The Smiley Group, Flex Realty

Austin Rowe

Captain & Co. Real Estate

Jackie Garber

Cummings & Co. Realtors

John Thorpe

Realogy Holdings Corp.

Feroza Syed

Sotheby's

Monty Smith

John L. Scott

Ryan Weyandt

LGBTQ+ Real Estate Alliance

Erin Morrison

Jonathan Lovitz

Tim Hur

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 ? Not applicable
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 1/20/2023

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 01/30/2021

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 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.