PLATINUM2024

Equal Opportunity Schools

SEATTLE, WA   |  http://www.eoschools.org

Mission

Equal Opportunity Schools (EOS) strengthens educator and system leader capacity to break down barriers in order to increase access, belonging, and success in rigorous college and career-prep secondary school courses for underserved and underrepresented students so that they may thrive in their postsecondary pursuits and life goals.

Ruling year info

2011

Chief Executive Officer

Mr. Eddie Lincoln

Main address

5601 Sixth Avenue South, Stuite 258

SEATTLE, WA 98108 USA

Show more contact info

EIN

37-1609659

NTEE code info

Alliance/Advocacy Organizations (B01)

Alliance/Advocacy Organizations (R01)

Alliance/Advocacy Organizations (O01)

IRS filing requirement

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

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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Ensuring underserved and underrepresented students have equitable access and opportunity to enroll in rigorous high school coursework. Each year, approximately three-quarters of a million (750,000) incoming juniors and seniors are ready to be enrolled in rigorous academic programs, but do not have equitable access to these courses. These students are disproportionately students of color and low-income students. We help schools identify and remove barriers to equitable access.

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?

Action For Equity

The Action For Equity (A4E) multi-phase partnership model, consisting of Access Opportunity, Experience Success, Extend Equity, and Sustain Equity, is designed to help you build equity and sustainability at the highest levels of your academic course offerings.

A4E is your road map to ensuring that your students, and particularly students of color and low-income students, have access to and success in your most academically intense high school programs.

Population(s) Served
Adolescents
Economically disadvantaged people
Ethnic and racial groups

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of students enrolled

This metric is no longer tracked.
Totals By Year
Related Program

Action For Equity

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Context Notes

Number of students who completed Equal Opportunity Schools' diagnostics, resulting in a 43-point Student Identity Card that is used by educators/counselors to support student access to advanced study.

Number of teachers trained

This metric is no longer tracked.
Totals By Year
Related Program

Action For Equity

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Teachers receive training in how to utilize Equal Opportunity Schools' diagnostic tools to provide 360 perspective on students' abilities to more equitably succeed in advanced coursework.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

EOS aims to partner with school districts across the nation to address the systemic barriers found in school districts and to shift the narrative around who can enroll in rigorous coursework, by shifting adult mindset, breaking down barriers of participation, increasing student sense of belonging, and changing school culture.

EOS collaborates and leads districts on their equity initiatives, which are needed to ensure underserved and underrepresented students, especially students of color and low-income students, have equitable access and opportunity to enroll in rigorous coursework.

Equal Opportunity Schools partners with school, district, county, state, and national leaders to close race and income enrollment gaps in AP and IB programs, while also maintaining or increasing the success of these programs.

The process spans four phases, carried out over multiple years. We work closely with our partner schools to gather context, examine critical data from the perspectives of students and staff, create a set of strategies for engagement and advocacy, and ultimately enroll diverse students in AP/IB classes. We support schools in monitoring their growing equitable AP/IB programs for success, sustainability, and student belonging.

Since each individual school starts with a unique baseline and sets their custom equity goals, the duration of each phase can vary. EOS's partnership model is designed to meet schools where they're at and provide the service and supports needed to increase student access, belonging, and success.

Equal Opportunity Schools' is comprised of 70 changemakers who are interacting with partner districts on a daily basis.

Through the implementation and integration of our Action For Equity partnership, Equal Opportunity Schools has identified tens of thousands (and counting) students of color and low-income students-among active partners, from our inception, to enroll in AP or IB courses. EOS has partnered with over 650 schools in 210 districts across 33 states.

EOS has partnered with more than 650 schools in 210 districts across 33 states and has identified tens of thousands of students who have enrolled in rigorous coursework.

EOS has pivoted from a one partnership phase to a four phased approach, and most recently has pivoted to offer certain components virtually due to environmental (COVID19) restrictions.

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 strengthen relationships with the people we serve

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback

Financials

Equal Opportunity Schools
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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

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • 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.

Equal Opportunity Schools

Board of directors
as of 01/17/2024
SOURCE: Self-reported by organization
Board chair

Joanne Harrell

Edward Lee Vargas

AVID

Joanne Harrell

Microsoft

Eric Weaver

Universities Space Research Association

Ronald Fortune

Education.com

Doug Borchard

New Profit

Stephen Fink

Horizon

Jere King

Stanford Women on Boards

Deborah Wilds

M.J. Murdock Charitable Trust

Organizational demographics

SOURCE: Self-reported; last updated 11/8/2022

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
Black/African American
Gender identity
Male, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

No data

Gender identity

No data

Transgender Identity

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 07/30/2020

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 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.
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 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.