GOLD2022

Women's Fund of Western Massachusetts

Leadership. Local. Shared.

aka WFWM   |   Springfield, MA   |  www.mywomensfund.org

Mission

The Women’s Fund of Western Massachusetts fuels progress toward gender equity by funding the most promising solutions, collaborating with results-oriented partners, and by elevating the collective power of local women to take charge, and to lead with purpose.

Ruling year info

1997

Chief Executive Officer

Donna Haghighat

Main address

1350 Main St. Suite 1006

Springfield, MA 01103 USA

Show more contact info

EIN

04-3342411

NTEE code info

Other Philanthropy, Voluntarism, and Grantmaking Foundations N.E.C. (T99)

Women's Rights (R24)

Public Foundations (T30)

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

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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?

Young Women's Initiative

Our mission is to galvanize and invest resources to achieve a world with gender and racial equity where young women-particularly young women of color– lead, prosper economically, and live safe and healthy lives.

The Springfield Young Women Initiative (YWI) consists of up to 20 young women leaders, ages 16-24. Through leadership development and social justice programming delivered in partnership with 18 Degrees, these young leaders investigate barriers, explore solutions, and make recommendations for change in their community. The YWI will form task forces to facilitate a grantmaking process and to implement projects in partnership with community organizations in Western Massachusetts.

We believe that every young woman should have the tools and opportunity to lead and to thrive. Every young woman should live in a world with respect, justice, and safety.

Population(s) Served
Adolescents
LGBTQ people

Where we work

External assessments

Evaluated via the Impact Genome Project (2019)

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • Who are the people you serve with your mission?

    Women and Girls in Western MA and the organizations that serve them

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Case management notes, email from our [email protected],

  • 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,

  • What significant change resulted from feedback?

    We are now not requiring electronic reports but rather setting up Zooms and our grantees share and we take notes then send back for accuracy and that serves as the report.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    De-centered us. This has also widened what our impacts= both intended and unintended have been.

  • 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 take steps to ensure people feel comfortable being honest with us, 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 get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome, 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, It is difficult to get honest feedback from the people we serve, the power dynamic thwarts honesty with us,

Financials

Women's Fund of Western Massachusetts
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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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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.

Women's Fund of Western Massachusetts

Board of directors
as of 08/31/2022
SOURCE: Self-reported by organization
Board co-chair

Leigh Rae

Nonprofit Consultant

Term: 2016 - 2022


Board co-chair

Lisa Ranghelli

Public Health Institute of Western Massachusetts

Term: 2020 - 2025

Haydee Lamberty-Rodriguez

Springfield Public Schools

Leigh Rae

Rania Kfuri

Smith College

Dora Robinson

FDR & Associates

Lisa Ranghelli

Public Health Institute of Western Massachusetts

Luzed Guzman

Liberty Mutual

Deborah Stephenson

Berkshire Bank

Shela Levante

Massachusetts College of Liberal Arts

Tahirah Amatul-Wadud

Law Offices of Tahirah Amatul-Wadud

Michele Equale

Empower Retirement

Gloria Lopez

Nancy Robinson

Food Bank of Western Massachusetts

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 8/31/2022
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
Middle Eastern
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 08/31/2022

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 employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.