FAMILY HERITAGE FOUNDATION INC

Educating and Empowering Refugee Families

aka FHF   |   Stone Mountain, GA   |  www.fhfi.org

Mission

The mission of Family Heritage Foundation is to help under-privileged children and their families by providing enrichment and outreach programs that meet their needs.

Notes from the nonprofit

Today’s children face challenges around every corner. We live in a world today where kids learn how to fight before they learn how to read; they learn how to dance before they learn how to pray. Drop-out rates are high, teen pregnancies are more and more the norm, and broken families abound. Especially for those who are economically disadvantaged, breaking the cycle of legacy social problems is difficult. Too often, children are left to fend for themselves, lacking the tools to take on their futures and become the next generation of successful leaders. Since October 2002, FHF has been serving refuge families in Clarkston, GA, the most diverse square mile in the United States. Refugee and at-risk children are often targeted by local drug dealers and prostitution rings, and other activities that affect their school performance. The S.A.Y Yes! Afterschool Program ensures the children are safe from these influences and have a stable scholastic platform leading to high school graduation.

Ruling year info

2002

Executive Director

Mr. Bennett Ekandem

Main address

P. O. Box 1626

Stone Mountain, GA 30086 USA

Show more contact info

EIN

01-0638933

NTEE code info

Human Service Organizations (P20)

Youth Development Programs (O50)

Christian (X20)

IRS filing requirement

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

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Communication

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?

S.A.Y. Yes! After-school Program

Family Heritage Foundation programs goal is to increase access to computers and technology for adults and children, particularly those under-served populations in the community. Both individual and community impacts will support the overall project goal. Individual impacts include increased economic-sufficiency, increased job skills, improved access to employment opportunities, increased technological literacy, and enhanced community and social connections. Community impacts include building collaborations with other community agencies and reaching a more widespread population. Within the overall responsibilities of FHF system in promoting family values and self worth and fostering development, FHF areas of interest are as follows: Youth Development, Community Development, Children's Health, Women Empowerment, Vocational Training, and Scholarship Program.

Population(s) Served
Refugees and displaced people
Children and youth
At-risk youth
Economically disadvantaged people

Where we work

Accreditations

Evangelical Council for Financial Accountability 2022

Affiliations & memberships

Ministry Ventures 2018

Financials

FAMILY HERITAGE FOUNDATION INC
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Operations

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

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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

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FAMILY HERITAGE FOUNDATION INC

Board of directors
as of 3/4/2022
SOURCE: Self-reported by organization
Board chair

Joseph Fowler

Delta Airline

Term: 2018 - 2022

Grant Goodwin

BlackBridge Financial

Charles McCord

IBM - Retired

Bennett Ekandem

Family Heritage Foundation

Joseph Fowler

Delta Airline

Charles Obiekwe

Geologistics Americas, Inc.

Dr. Angela Williams

Georgia Public Charter Schools

Chantal Mucyo

Immigrant Hope Atlanta

Doug Krohn

AGL Resources, Inc.

Dr. Letra Smith

Elizabeth Baptist Church Atlanta, GA

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 03/02/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 03/02/2022

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 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 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.