Arts, Culture, and Humanities


Dedicated to educating, uniting and empowering women.

aka Sistahs Attune

Harrisburg, PA


The Women's Coalition for Empowerment, Inc. is a 501(c)(3) nonprofit organization dedicated to using our voices for educating, uniting and empowering women through the use of programs that promote self-sufficiency,  multiculturalism, self-esteem, individual and collective growth.

Ruling Year


Principal Officer

Shekhinah B.

Main Address

c/o Shekhinah B. ACP #227 P.O Box 2465, ACP #227

Harrisburg, PA 17105 USA


Self-Sufficiency, Independence, Multiculturalism, Resources, Women's Empowerment, Womens Rights, Women's Issues, Women, Education, Coalition





Cause Area (NTEE Code)

Cultural, Ethnic Awareness (A23)

Philanthropy / Charity / Voluntarism Promotion (General) (T50)

Unknown (Z99)

IRS Filing Requirement

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

Social Media

Programs + Results

What we aim to solve

The Women's Coalition for Empowerment aims to improve equitable access and knowledge to supplemental assistance resources. We are a resource broker and referral entity. We hope to improve the conditions of women by engaging them to foster personal and professional improvement. As an art-centered organization our goals are to create pathways of sustainability within the creative sector to generate vitality for art professionals.

Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

Personal & Professional Development Empowerment Services


Art Economic Empowerment Workshops

Sistahs Attune

Financial Management Workshops

Where we work

Charting Impact

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

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have they accomplished so far and what's next?

The goals of The WCE, Inc is to make significant progress in our community by way of successful implementation of our empowerment initiatives to get closer to our vision. We aim to accomplish our objectives by unifying women who are in need to work together toward improving oppressive conditions affecting their lives.

Partnering with similar organizations that share our mission objectives to create additional platforms for program implementation. We will continue to further our capacity for professional development and diversifying our revenue.

With increased revenue, program participation and sponsorship with local businesses we have been able to improve our programs outreach and capacity for program sustainability. Our in-kind donations have allowed us to offset costs and invest in our technology, travel and programming space.

Our indicators of success have been our increased revenue with projections of growth in the upcoming new year. As well as our increased support from partners. We provide surveys that have yielded favorable results as well as professional consultant feedback to guide our process. Our positive reviews come from the following sources: anecdotal reports, consumer feedback and electronic surveys for larger initiatives.

The organization has received several local and state funding for programming, as well as partnerships with similar organizations. We have increased the outreach to newer audiences and have developed a formula to increase our fundraising efforts.

External Reviews





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

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Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization


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?



Has the board conducted a formal, written assessment of the chief executive within the past year?



Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?



Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?



Has the board conducted a formal, written self-assessment of its performance within the past three years?

Not Applicable

Organizational Demographics

Who works and leads organizations that serve our diverse communities? This organization has voluntarily shared information to answer this important question and to support sector-wide learning. GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

SOURCE: Self-reported; last updated 04/16/2020


The organization's leader identifies as:

Race & Ethnicity
Black/African American/African
Gender Identity
Female, Not Transgender (Cisgender)
Sexual Orientation
Heterosexual or Straight
Disability Status
Decline to state

Race & Ethnicity

Gender Identity

Sexual Orientation


No data

Equity Strategies

Last updated: 04/16/2020

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. Learn more


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 use a vetting process to identify vendors and partners that share our commitment to race equity.
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.