Jhumki Basu Foundation
STEM Ed Innovators are anti-racist, culturally responsive educators who prepare every young person for STEM careers that build a more just world.
Programs and results
What we aim to solve
The long-term viability of most sectors of the US economy requires a workforce with advanced skills in STEM. However, the US is far from being on track to fill the projected number of STEM jobs of the future. If the talent development system is not reinvented, it is estimated that by 2025 the U.S. will have 12-24 million jobs that will go unfilled across the entire US economy. On the other hand, The STEM talent gap in the workforce is multi-faceted, complex and is inextricably linked to social issues such as poverty, inequality, and youth unemployment. Low US student achievement in mathematics and science compared to other countries is attributed in part to poor K-12 standards due to shortages in qualified STEM teachers resulting in large achievement gaps which refer to the disparity in academic performance between groups of students. The gap shows up in grades, standardized-test scores, course selections, dropout rates, college-completion rates, among other success measures. It is
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Design Lab
STEM teachers explore equity frameworks and research-based teaching strategies to improve practice through a four-part centered design cycle.
Where we work
Affiliations & memberships
Boston College 2017
External reviews

Our results
How does this organization measure their results? It's a hard question but an important one.
Number of teachers trained
This metric is no longer tracked.Totals By Year
Related Program
Design Lab
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
Mission and Purpose
JBF's mission is to develop excellent STEM teachers in American public schools.
We strive to improve student performance in STEM subjects through inspirational teachers, thereby building a future STEM-savvy workforce in America
Major projects and Activities
Under the STEM Ed Innovators banner, JBF conducts several mentored online programs for STEM teachers to learn new skills to better engage students from difficult backgrounds in STEM subjects. All programs are based on teachers developing empathy with their students to understand and apply their funds of knowledge in their learning. In the programs, there is a strong focus on applying JBF methods to solve a problem of practice in the classroom and subsequent peer evaluation.
The programs are:
6-month Fellowship
6-week Design Lab
2-week Equity Leaders’ program
2-week Mentor Development program
Since its inception in 2009, JBF has trained more than 450 teachers and touched over 150,000 public school students across the United States. We recruit course participants through word of mouth, social media or partnerships with school districts and school networks. The Equity Leaders’ program is designed for school leaders to take ownership of our programs and implement them in their communities.
Surveys and case studies indicate that participation in JBF program lead to significant increase in STEM teaching confidence and satisfaction, more student interest in STEM subjects, and improved grades. JBF alumni enjoy membership in peer networks to share ideas, experiences and curricula in an essentially lonely and burnout-prone profession.
People Served
The majority of people served by JBF are elementary, middle and high school STEM teachers, with two to fifteen years teaching experience. They are mostly graduates aged 25 to 40. Ethnicity-wise our alumni are 40% African-American, 35% White, 15% Hispanic, 10% Asian. Incomes and benefits are set by state school boards and range from $70K to $150K per year.
What are the organization's key strategies for making this happen?
JBF has been delivering Democratic STEM Teaching programs to educators since 2010. We have over time built a rich library of training material, case studies and testimonials. JBF's face-to-face delivery method of a 9-month fellowship has, over time, expanded to a series of virtual programs to better leverage resources, and reach a national and audience of teachers. Since 2010 JBF has touched over 500 teachers and 200,000 students through its own program delivery. Evaluations and surveys have indicated on average 40-45% improvement in teacher confidence in the classroom and student engagement in their classrooms. Now with established brand recognition, the recently introduced Equity Leaders Institute allows school leaders to deliver JBF programs themselves, thereby significantly increasing our reach and efficiency.
What are the organization's capabilities for doing this?
We are a program for teachers by teachers. Our leadership team is comprised of teacher leaders who leverage researched back strategies in our programs.
What have they accomplished so far and what's next?
JBF has been delivering Democratic STEM Teaching programs to educators since 2010. We have over time built a rich library of training material, case studies and testimonials. JBF's face-to-face delivery method of a 9-month fellowship has, over time, expanded to a series of virtual programs to better leverage resources, and reach a national and audience of teachers. Since 2010 JBF has touched over 500 teachers and 200,000 students through its own program delivery. Evaluations and surveys have indicated on average 40-45% improvement in teacher confidence in the classroom and student engagement in their classrooms. Now with established brand recognition, the recently introduced Equity Leaders Institute allows school leaders to deliver JBF programs themselves, thereby significantly increasing our reach and efficiency.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, 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 share the feedback we received with the people we serve, 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
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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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Connect with nonprofit leaders
SubscribeBuild 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.
Jhumki Basu Foundation
Board of directorsas of 07/07/2023
Dipak Basu
Jhumki Basu Foundation
Term: 2009 -
Sehba Ali
KIPP Texas
Ron Hallagan
Retired E&Y
Leslie Duhaylongsod
Salem State College
Radha Ramaswami Basu
iMerit
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? No -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? No -
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
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
Gender identity
Sexual orientation
No data
Disability
Equity strategies
Last updated: 06/27/2023GuideStar 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
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- 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 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 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.