Hideo Sasaki Foundation

The power of design belongs to us all.

Boston, MA   |  SASAKIFOUNDATION.ORG

Mission

We believe design has the power to address the most urgent challenges facing us, from social equity to environmental resilience. Design is an agent of change. And yet, access to design—for communities who need it the most—is often limited. At the intersection of research, practice, and community, the Sasaki Foundation is committed to advancing the value of design, inviting diverse partners to co-create change.

Ruling year info

2002

Principal Officer

Jennifer Lawrence

Main address

110 Chauncy St

Boston, MA 02111 USA

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EIN

04-3534908

NTEE code info

Private Independent Foundations (T22)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2023, 2022 and 2021.
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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?

Design Grants

The challenges in addressing environmental resilience, displacement, affordable housing, access to mobility choices, meaningful public engagement, and other social equity considerations in planning and design are so broad and complex, they require a shared approach to deliver actionable solutions. The Sasaki Foundation recognizes the need for interdisciplinary approaches, diverse community voices, and regional cooperation as key drivers to find shared solutions and create shared impact.

We award $15,000 Action Grants, $7,500 Discovery Grants, and $2,500 Exploration Grants, with a total of up to $50,000 available per year. Grants include access to design expertise at Sasaki, a world-renowned design firm. We are looking for interdisciplinary, creative approaches to test new ideas.

This one year fellowship brings together community experts and design professionals to co-create solutions to complex challenges at the community level.

Population(s) Served

Where we work

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 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, To understand people's needs and how we can help them achieve their goals

  • 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 find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

Hideo Sasaki Foundation
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Operations

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

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lock

Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Hideo Sasaki Foundation

Board of directors
as of 11/30/2023
SOURCE: Self-reported by organization
Board chair

Mary Anne Ocampo

Sasaki Associates

John Cinkala

Department of Treasury

Danyson Tavares

YouthBuild Boston

Elaine Limmer

City & County of Denver

Julia Carlton-MacKay

Conservation Law Foundation

Benjamin Zunkeler

Boston Planning & Development Agency

Timothy Gale

Sasaki Associates

Chris Sgarzi

Sasaki Associates

Tao Zhang

Sasaki Associates

Meredith McCarthy

Sasaki Associates

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 ? Yes
  • 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? No

Organizational demographics

SOURCE: Self-reported; last updated 11/30/2023
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 11/21/2023

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

Data
  • 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 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.