MADEFORTHEM

Heal, Empower, Employ

Fresno, CA   |  www.madeforthem.org

Mission

Made For Them is a social enterprise dedicated to combat human trafficking and support the needs of survivors... Our vision is to make sure that every survivor of human trafficking has the opportunity to become healed, empowered, and employed.

Ruling year info

2011

Director/Founder

Andrea Shabaglian

Main address

1835 N Winery Ave.

Fresno, CA 93726 USA

Show more contact info

EIN

45-2991125

NTEE code info

Human Service Organizations (P20)

Protestant (X21)

Employment Procurement Assistance and Job Training (J20)

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

SOURCE: Self-reported by organization

Survivors face innate challenges of self-worth that lead to numerous social & a economic barriers, affecting their long-term stability & employability. There is a critical lack of sustained economic and re-entry support for survivors. There is an acute need for economic stability. However, many have felony's on their record that make them unemployable. Many lack employable work experience and skill sets.

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?

MadeForThem C.O.R.E. Academy

The C.O.R.E. Leadership Academy is an 18-month, non-residential, workforce academy for female survivors of human trafficking, domestic violence, sexual assault, abuse and trauma. The C.O.R.E. Leadership Academy’s trauma informed, client centered approach, provides students a safe healing space to grow and learn practical skills for a healthy life transition back into the community. The primary goal is to create an opportunity for CORE students to heal, be empowered, and become employed. The academy operates in a cohort model and is divided into two sections. The first 9 months focus on personal development and the second 9 months focus on professional development.

Population(s) Served
Adults
Ethnic and racial groups
Economically disadvantaged people
Victims of crime and abuse
Work status and occupations

Case management is the central component in the provision of comprehensive victim-centered services to trafficking victims. The case manager performs multiple roles as point person, victim advocate, and facilitator of communication in order to help the victim navigate complex criminal justice and social service systems. Case management is one of the most vital services required by victims, as well as one of the most time-intensive, and is one of the strongest relationships with CORE Students or clients of Made For Them.

Population(s) Served
Adults
Ethnic and racial groups
Economically disadvantaged people
Victims of crime and abuse
Work status and occupations

Therapy is offered free of charge to our clients weekly. We offer individual sessions as well as group therapy with a licensed therapist.

Population(s) Served
Adults
Ethnic and racial groups
Economically disadvantaged people
Victims of crime and abuse
Work status and occupations

Where we work

Affiliations & memberships

Fresno Madera Continuum of Care 2021

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.

A Christ accepting, healing and accountable space.
A space that is trauma responsive, asset based and provides opportunities to re-identify and reaffirm self- worth and value.
A space that includes therapeutic support and accountability. A space to strengthen soft and life skills and develop safe and healthy decision making skills.
A space that provides opportunity for real life work experiences in a controlled environment to gain employable skills.

Survivors are assigned to an array of individual and group experiences to help identify personal strengths:
Weekly individual case management and counseling, Ability to learn on the job, Participate in a range of activities for personal and professional growth, including Celebrate Recovery, Work Life, Financial Literacy, Health and Fitness, computer skills, etc. Record Expungement, 12 months focus on personal development and 6 months on professional development.

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?

    Female adult Victims and survivors of human trafficking and those at risk.

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

    Paper surveys, Case management notes, Suggestion box/email, Assessments and surveys administered within the CORE program. ,

  • 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 have collaborated with local community builders and retailers to provide CORE students with an opportunity to practice learned skills and gain experience they can use to move into the workforce with recommendations and references to help increase their chances of future career opportunities.

  • 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 listened to the survivors over the years about the challenges and difficulties of failing in the workforce and needing a safe and trauma-informed space to practice skills and manage their triggers while giving them real life opportunity to learn while doing. I’m our next phase of responding to feedback from our survivors and students, we are also seeking processes to get our CORE Academy accredited and providing scholarships for those who are not ready for workforce reentry and/or have disabilities that inhibit their ability to acquire gainful employment.

  • 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?

    It is difficult to get honest feedback from the people we serve, It is difficult to identify actionable feedback,

Financials

MADEFORTHEM
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Operations

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

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Connect with nonprofit leaders

Subscribe

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.

MADEFORTHEM

Board of directors
as of 1/8/2022
SOURCE: Self-reported by organization
Board chair

Oliver Baines

MadeForThem

Melisa Moradian

Secretary

Tiffany Mangum

Chief Financial Officer

Chinecua Dixon

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 01/08/2022

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
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without 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: 01/07/2022

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 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 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.