Breathe DC

Breathe healthy. Every breath counts.

Washington, DC   |  www.breathedc.org

Mission

Breathe DC's mission is to ensure that every breath counts through education, advocacy, and research to promote healthy lifestyles and lung disease prevention services, especially in communities most affected by health disparities.

Ruling year info

2011

Principal Officer

Mr. Rolando Andrewn

Main address

1310 Southern Avenue SE Room G-082

Washington, DC 20032 USA

Show more contact info

EIN

27-3628781

NTEE code info

Public Health Program (E70)

Smoking (F52)

Environmental Quality, Protection, and Beautification N.E.C. (C99)

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?

East of the River Tobacco Free Project (EOR)

The EOR project serves perinatal women who smoke or are exposed to tobacco smoke, infants and children ages 0-17 years of age exposed to tobacco smoke, and heads of households who smoke. Services provided by the EOR project include tobacco cessation classes, one-on-one tobacco cessation counseling, Ask Advise Refer (AAR) cessation model for healthcare providers, Text-to-Quit text messaging service for tobacco cessation, and referrals to the DC Quitline.

Outcomes from the EOR project in FY21 included:
- Outreach to more than 2,500 DC residents through webinars and social media with posts about cessation.
- 61 clinical and ancillary clinical staff trained in the Ask, Advise, Refer tobacco cessation model *
- 93% graduation rate with classes held online after shutdown for Covid-19.

Population(s) Served
Adults
Children and youth

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 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?

    We serve residents of the District of Columbia, with a special focus on those from underserved communities and those whose lung health is affected by tobacco exposure, asthma, COPD and other lung illnesses.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Case management notes, Community meetings/Town halls,

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

  • What significant change resulted from feedback?

    In FY21, as a direct result of feedback from people we served in our community-based programs, we initiated a school-based program in collaboration with a DC Public Schools partner to provide more intensive parent education and support for families of children with chronic asthma.

  • With whom is the organization sharing feedback?

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

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

    We believe it's made our programs stronger, improved our outcomes and increased our engagement. Listening to the people we serve has also improved our success rates in community-facing programs especially during the COVID-19 shutdown.

  • 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 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, It is difficult to find the ongoing funding to support feedback collection,

Financials

Breathe DC
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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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Breathe DC

Board of directors
as of 08/30/2022
SOURCE: Self-reported by organization
Board chair

David Mason

David Mason

Rolando Andrewn

Venecia Bessellieu

Cecil Doggette

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 8/30/2022

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
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

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

Equity strategies

Last updated: 08/30/2022

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.
  • 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 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.