LGBTQ Real Estate Alliance
Advocate - Elevate - Celebrate.
LGBTQ Real Estate Alliance
The people, governance practices, and partners that make the organization tick.
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
Number of employees
Source: IRS Form 990
LGBTQ Real Estate AllianceOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
LGBTQ Real Estate AllianceBoard of directors
as of 01/20/2023
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 ? Not applicable
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? Not applicable
Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 01/30/2021
- 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 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.