Community Against Sexual Harm
We believe every woman should be treated with dignity and respect.
Programs and results
What we aim to solve
Community Against Sexual Harm addresses the personal and social harm women and the community face when women are commercially sexually exploited.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Center for Women
A safe and accessible place for women to drop-in, schedule peer mentoring, have a meal, and meet their basic needs. Our Center helps form connections with women who often fall through the cracks.
Peer mentoring is an evidence based practice that leads to greater connection and outcomes.
Training and Outreach
We provide workshops, training, and community outreach on the causes and consequences of commercial sexual exploitation.
RESET Diversion Program
Community based diversion program for women arrested on a prostitution related charge.
Opening Doors Anti-Trafficking Program
Opening Doors helps women lead a life free from violence by developing a level of stability that enables them to achieve their personal, family, and educational goals.
The 12 to 24 month program includes medical and mental health support, substance abuse treatment, a variety of housing options, and individual counseling/mentoring.
Healthy Women and Families
This collaborative program helps women access prenatal care and education to ensure a healthy mom and baby.
Where we work
External reviews
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of students receiving information on HIV/AIDS and STDs
This metric is no longer tracked.Totals By Year
Related Program
RESET Diversion Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
We provide HIV education and testing as part of our RESET diversion program. Women learn in a supportive environment where they are comfortable asking specific questions that improve thier health.
Number of participants attending course/session/workshop
This metric is no longer tracked.Totals By Year
Related Program
RESET Diversion Program
Type of Metric
Context - describing the issue we work on
Direction of Success
Decreasing
Context Notes
Women who have been charged with a prostitution related offense are referred to RESET through Sacramento Superior Court and, in limited cases, surrounding court systems.
Number of clients who self-report increased skills/knowledge after educational program/intervention
This metric is no longer tracked.Totals By Year
Related Program
RESET Diversion Program
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
Learning how to develop a safety plan is a very important part of the work we do at our Center. This helps protect women allows them to help others in need.
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?
Our goal is to help women who have been commercially sexually exploited achieve a healthy, safe, and stable life.
What are the organization's key strategies for making this happen?
We meet our goals by providing:
A safe, easily accessible, and judgment free Center for Women.
Peer mentors and role models that show that success is possible.
Educational classes, groups, HIV testing days, a prostitution diversion program in partnership with the Sacramento County Superior Court, a comprehensive anti-trafficking program, a wrap-around support program for pregnant women, and an employment program that focuses on removing barriers to employment for the women we serve.
What are the organization's capabilities for doing this?
CASH has a team of six highly trained peer-mentors that have lived experience similar to the women we serve. Our staff is lead by an Executive Director with more than 21 years of experience working with women with diverse needs. She is trained in trauma informed care, domestic violence, sexual assault, and human trafficking. She has a Master of Public Policy degree with an emphasis on social problems.
In addition, CASH enjoys an active Board of Directors with a co-founder still participating in the governance of our organization.
What have they accomplished so far and what's next?
We are very proud of our Center for Women. We have accomplished a place of belonging for women who have not had a speciaplized environment dedicated to their well-being.
We've completed more than five years of RESET, our prostitution diversion program with less than 5% reoffending 6 months after completion.
We've made HIV testing accessible and provide quality education that addresses risk factors for the women we serve.
Our anti-trafficking program made behavioral health services available to 100% of participants, with the majority achieving a stable source of income or enrollment in continuing education.
We continue to build our capacity. As a small, grassroots organization, we are creating connections and deepening our impact for the women we serve. We are very intentional about developing programming and partnerships that directly improve the lives of the women and children we serve.
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 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 take steps to get feedback from marginalized or under-represented people, We take steps to ensure people feel comfortable being honest with us, 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
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for feedback, Staff find it hard to prioritize feedback collection and review due to lack of time
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.
Community Against Sexual Harm
Board of directorsas of 03/04/2024
Cindy Stinson
Retired, Sacramento Police Department
Term: 2013 - 2024
Stephanie Landrum Hall
HealthNet
Term: 2013 - 2024
Sharon Eghigian
County of Sacramento
Jennifer Aguilar
County of Sacramento
Yinka Ajede
SMUD
Alexis Nelsen
Placer County DA's Office
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? 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? No
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
Transgender Identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 02/08/2023GuideStar 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 ask team members to identify racial disparities in their programs and / or portfolios.
- 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.
- 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.