Inclusion Nextwork Inc.

“The Board reviews the 990. The 990 will be sent to all board directors via email to review and to submit any questions/concerns.”

“All Directors of the IDEAS Generation Board are required to review and sign a conflict of interest policy agreement in which members outline confirmation of understanding of the policy itself and list any potential conflicts that would interfere with their legal, fiduciary, and other board requirements. Any potential conflicts are discussed as a full board with the presence of the Executive Director and addressed accordingly. Each year, the Board revisits the policy and any new potential conflicts since the year prior.”

“At the time of hiring an Executive Director, members of the IDEAS Generation board undertook an independent compensation study process. The process entailed looking at similarly situated roles and their respective compensation, looking at geographic market benchmarks, and unique factors particular to the ED in question (e.g. level of education, ability to fundraise, financial need, etc.). References for similarly situated roles are listed below: a. Consensus Building Institute (CBI): CBI offers facilitation, mediation, and training services to organizations and communities seeking collaborative solutions to entrenched problems. They are a 501(c)3 non-profit whose income is almost entirely fee-for-service generated. Though CBI operates in a slightly different market and is larger than INW by revenue and staff, its revenue model mirrors our own in terms of income generation. Moreover, CBIs compensation represents 60% of its total expenses. Assuming a pro-rated ED salary of $85,300 and total expenses for INW of $104,816, our compensation ratio for 2020 would be 58%. For comparison, the Managing Director of CBI made $213,608 in total compensation in 2018. b. Diversity Awareness Partnership (DAP): DAP is a 501(c)3 in St. Louis that partners with organizations to advance diversity and inclusion. They are a half million dollar organization with 5 full time staff, so much closer in size to INW, though currently still larger. Their ED was paid $60,857 in 2018. When converting for cost of living from St. Louis to DC the equivalent figure becomes $113,803. Their compensation to total expense ratio was 82%. c. Marnitas Table (MT): MT is a Minneapolis-based 501(c)3 that provides convening and consulting services to advance the wellbeing of marginalized communities that brought in just below $1million in 2018. Their compensation to total expense ratio was 54%. Their ED earned $142,000 that year. d. Visions Inc.(VI): VI provides consulting and training to organizations grappling with issues of racism and other forms of oppression. Based in Massachusetts, they earned $1,896,823 in 2017, of which $979,849 was allocated to compensation, creating a compensation to total expense ratio of 52%. e. Anti-Oppression Research and Training Alliance (AORTA): AORTA is not a nonprofit, but rather is a worker-owned collaborative that offers facilitation and training services to help organizations and communities undo oppression. Based on their rate disclosures, their average staff member is paid $57,000 for 35 weeks of work. Extending this rate to a full year of 53 weeks produces an average salary of $86,314.”

“See Schedule O statement for Part VI, Line 15a.”

“The Organization did not make any governing documents or conflict of interest policies public but will do so if asked. That said, the Organization did share its financial statements for 2020 in its annual report.”