Georgia Appleseed Inc
Justice at our Core
Georgia Appleseed Inc
as of May 2023
as of May 08, 2023
The people, governance practices, and partners that make the organization tick.
Mr. Michael Waller JD
As Executive Director, Michael Waller leads the Georgia Appleseed team in the development of innovative policy solutions and tools to keep Georgia’s children safe at home and in school, and out of the criminal justice system. Michael is a frequent speaker on the devastating consequences of exclusionary school discipline, poor school climate, and unhealthy housing on marginalized children, particularly children in poverty, children of color, and children and youth in foster care.
Prior to starting with Appleseed as Director of Projects in 2018, Michael was a prosecuting attorney at the Federal Trade Commission (FTC) for eight years, leading investigations and lawsuits across the country to stop companies and individuals from defrauding economically vulnerable consumers. Before the FTC, Michael was a staff attorney at the Atlanta Legal Aid Society, representing indigent clients in housing, domestic violence, and consumer rights cases. He came to Legal Aid from law firm WilmerHale.
Number of employees
Source: IRS Form 990
Georgia Appleseed IncOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Georgia Appleseed IncBoard of directors
as of 04/04/2023
Board of directors data
Term: 2022 -
Alston & Bird LLP
Nelson Mullins Riley & Scarborough LLP
King & Spalding
State Bar of Georgia
Kilpatrick Townsend Stockton LLP
Rooms To Go
Pope & Howard PC
Justice David Nahmias
Supreme Court of Georgia
Judge Todd Markle
Georgia Court of Appeals
Barnes & Thornburg
Taylor English Duma
Georgia State University
Bondurant Mixson & Elmore
Dougherty County School System
Cox, Rodman & Middleton
Delta Air Lines
Judge Shondeana Morris
DeKalb County Superior Court
The RMN Agency
Stewart Miller Simmons
Dr. Michael Young
Pediatrics Emergency Medicine Associates
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 ? No
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: 03/06/2023
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 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 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.