Yes2jobs

What it reported doing in 2024

The yes2jobs model, youth entertainment summers (y.e.s. To jobs), originally created in 1987 and lasted 20 years, was created as response to the naacp's criticism that the music industry lacked diversity in management positions. The founders of a&m records convened a group of other industry leaders. They concluded that increased awareness of career options and opportunities for minorities is crucial because "people can't be what they don't know exists." the model was so successful that it was awarded an naacp image award for opening the entertainment industry to minority youth, was expanded to 14 cities across the country and over 100 companies hired more than 2,500 high school and college student interns. Eventually, it provided candidates for tv, film, telecommunications, and video gaming, impacting companies like a&m records, hbo, sony music, tri-star television, overbrook entertainment, wea distribution, mtv, bet, and more. Many participants from the original program continue to work and hold leadership positions in the music industry, television production, finance, marketing, human resources, and other behind-the-scenes roles. Today, in los angeles, where entertainment, technology, e-sports, and finance drive the regional economy, minority youth from under-resourced communities remain largely excluded from these industries' highest-wage opportunities. While talent is evenly distributed, access is not. These young people often lack professional networks, exposure to career pathways, and paid work experience that build social capital and confidence.this lack of access perpetuates a cycle of economic disparity - the racial wealth gap - that continues to widen with each generation. In California, the median net worth of a white household is nearly ten times greater than that of a black household. Without intentional, paid pathways into high-growth industries, thousands of capable young people remain disconnected from the very opportunities shaping the future economy.therefore in 2020, we decided to relaunch the model as yes2jobs and expand its outreach because these same barriers still existed in under-resourced areas like south los angeles. Since then, yes2jobs has formed strategic partnerships with community-based organizations, colleges, high schools, and other training programs aimed at preparing a diverse workforce and helping residents of under-resourced communities gain access to life-altering careers.the yes2jobs program provides students with exposure and access to careers, companies, and opportunities they may not be aware of; we prepare junior/senior high school & college students for internships & jobs in high-paying industries through professional branding and leadership development training, enabling them to successfully compete. We provide career coaching and planning sessions to young professionals to ensure/improve their advancement opportunities through our intern to c-suite program, including pairing alumni to mentor today's participants.over 200 students have participated in the program; 44% african american; 44% latino/a; 12% other; 56% women; 44% men. We have had over 100 workshops taught by volunteers from fortune 100 companies to small businesses covering topics such as bio-tech; content creation; entrepreneurship; future cast - jobs of the future; marketing 101; new music biz; social media and social media marketing; the business of legal affairs; the business of marketing digital marketing project.

Financial Efficiency

• Mission deployment rate: 100%; rating input score 100
• Program expense ratio: 75%; rating input score 75

Transparency & Controls

• Consistency checks: 90%; rating input score 90; 2nd percentile among comparable filings
• Major donor itemization: Yes; rating input score 100

Sustainability

• Operating margin: -203.4%; rating input score 5; 5th percentile among comparable filings
• Total-asset coverage ratio: 1.43; rating input score 56; 56th percentile among comparable filings
• Liabilities to assets ratio: 0; rating input score 68; 68th percentile among comparable filings
• Officer compensation ratio: 0%; rating input score 56; 56th percentile among comparable filings

Growth

• Program expense growth: 58.4% per year; rating input score 100; 94th percentile among comparable filings
• Revenue growth: 24.2% per year; rating input score 100; 92nd percentile among comparable filings
• Asset growth: 42.9% per year; rating input score 100; 94th percentile among comparable filings