BRONZE2023

SEX WORKERS OUTREACH PROJECT

aka SWOP   |   WALNUT, CA   |  www.swopusa.org

Mission

Sex Workers Outreach Project-USA is a national social justice network dedicated to the fundamental human rights of sex workers and their communities, focusing on ending violence and stigma through education and advocacy.

Ruling year info

2013

Director of Chapters

Mx Alexandria LaRue

Communications Director

Phoenix Calida

Main address

340 S LEMON AVE #7566

WALNUT, CA 91789 USA

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EIN

26-2264638

NTEE code info

Civil Rights, Social Action, and Advocacy N.E.C. (R99)

Public, Society Benefit - Multipurpose and Other N.E.C. (W99)

Alliance/Advocacy Organizations (R01)

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?

December 17th Observance

On December 17th, We also renew our commitment to solidarity. The majority of violence against sex workers is not just violence against sex works—it’s also violence against transwomen, against women of color, against drug users, against immigrants. We cannot end the marginalization and victimization of all sex workers without also fighting trans-phobia, racism, stigma and criminalization of drug use, and xenophobia.

Population(s) Served
Sex workers
LGBTQ people

International Sex Workers Day is observed annually on June 2 of each year, honors sex workers and recognizes their often exploited working conditions. The event commemorates the occupation of Église Saint-Nizier in Lyon by more than a hundred sex workers on 2 June 1975 to draw attention to their inhumane working conditions.

Population(s) Served
Sex workers
LGBTQ people

We provide the a 24/7 hotline for sex workers to call when they are in crisis or simply need a listening ear. Along with our sister project SWOP Behind Bars this hotline serves as a crucial tool for returning citizens to connect with resources.

Population(s) Served
Sex workers
Incarcerated people

Where we work

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.

SWOP-USA maintains that decriminalization of sex work and anti-discriminatory policies are the best way to reduce harm in the sex trade, the benefits of which include (but are not limited to) sex workers being better able to seek services and opportunities, secure long term housing, report crimes without fear of arrest, be less susceptible to abuse at the hands of abusive police, and more safely screen clients. SWOP-USA also asserts that decriminalization would help law enforcement more effectively identify instances of human trafficking, as more time would be spent on pursuing leads on abuse as opposed to trying to police the behaviors of consenting adults.

SWOP, at its most basic, is an anti-violence campaign. As a multi-state network of sex workers and advocates, we address locally and nationally the violence that sex workers experience because of their criminal status, as well as intersecting issues of racism, gender violence, poverty, and discrimination.

SWOP-USA vies to enable sex workers and their supporters to make change and raise awareness in their regions. Chapters are the foundation of the SWOP network, and what we primarily invest in as a national organization.

-Recent hiring of our inaugural Executive Director, our first full-time staff person.

-Direct mentorship of chapters and activist to create impactful change.

-Creation of a Community Advisory Board to design and implement capacity building educational materials for chapters.

-Increased national advocacy in response to regressive laws, especially SESTA/FOSTA.

-Observance of December 17th, International Day to End Violence Against Sex Workers.

-Building community among the most vulnerable sex workers.

-Fighting transphobia and sex worker stigma.

SWOP-USA presently has a Board of Directors consisting of 11 active participants.

As the issues of the human rights of sex workers makes it's way into the mainstream, more sex workers and their allies are stepping up and speaking out. SWOP-USA will continue to employ technology, community building, live events, and the passion of marginalized people demanding their human rights to drive our message into 2019 and beyond. With the financial help of our supporters, we feel quite capable of continuing our uphill slog for equality and safety.

SWOP-USA has successfully created an extensive network of US activists seeking to promote the human rights of sex workers.

SWOP-USA is responsible for the creation of International Day to End Violence Against Sex Workers, which in 2015 was recognized in over 95 events in 35 countries and at least 28 U.S. cities.

We have created a consistent media presence and made our organization visible to the mainstream, and fostered media connections that continue to amplify our message whenever we have a particular item to address.

We have expanded our Board or Directors and are making progress in our mission to create sustainable leadership and protocols for this organization.

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, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection

Financials

SEX WORKERS OUTREACH PROJECT
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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.

SEX WORKERS OUTREACH PROJECT

Board of directors
as of 09/05/2023
SOURCE: Self-reported by organization
Board chair

Ceyenne Doroshow

GLITS

Term: 2021 -

Alex Andrews

SWOP Behind Bars

Ashante Colemen

LIPS Florida

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 12/9/2021

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
Non-binary, Transgender
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

The organization's co-leader identifies as:

Race & ethnicity
Black/African American
Gender identity
Non-binary
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

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

Equity strategies

Last updated: 01/11/2021

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.