KULTURECITY

We Make the Nevers Possible

Birmingham, AL   |  www.kulturecity.org

Mission

We are a non profit organization with the mission to create a world where all individuals regardless of their disabilities /sensory needs can be accepted and included.

Ruling year info

2014

Founder/CEO

Dr. Julian Maha

Main address

2324 2nd Ave N

Birmingham, AL 35203 USA

Show more contact info

EIN

46-3701145

NTEE code info

Services to Promote the Independence of Specific Populations (P80)

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

KultureCity is the nation's leading nonprofit on sensory inclusion. We believe that ALL individuals regardless of their disabilities whether they have autism, PTSD, Down Syndrome are valued members of the community and deserve to be accepted and included. Our initiatives reflect that and help engage the general population on how to take awareness into acceptance and acceptance into inclusion. Since our founding in 2014, we have won several awards from Microsoft, Toms, NASCAR just to name a few. We have also been featured on USA Today, SBNation, INC, Forbes, TEDx, FOX news, ABC World News and many more.

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?

Tablet Initiative

Provides Ipads to Nonverbal Children with Autism throughout the USA

Population(s) Served

We strive to train areas on how to create a great guest experience for guests that might have invisible disabilities / sensory needs.

Population(s) Served

Where we work

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.

We have made the world more inclusive for those with sensory needs. 1 in 5 individuals has a sensory need which equates to 20% of the US population. On a larger scale, 15-18% of the world’s population has a disability, and only 16% of those have a visible disability; the remaining 84% have an invisible disability. And regardless of whether the disability is invisible or visible, the common challenge for these individuals is sensory processing issues.
That’s where KultureCity comes in; we provide sensory inclusion to solve for these limitations. We have made over 350 venues inclusive, several music festivals and special events. Because of this, those with sensory needs are able to enjoy a game, event, concert, etc rather than facing social isolation. And children with sensory needs are given the opportunity to meet their full potentials, and employees are given the best chance at succeeding at their employment. We have pushed the boundaries of accessibility for those with an invisible disability, and moved the needle for acceptance and inclusion. However, more still needs to be done so that our entire world can be inclusive to everyone.

We constantly innovate in order to better meet the need of the community.
For instance, in years past, our focused have been on individual units, and families. Thus, we provided lifeBOKS kit to families in order to prevent wandering and near drowning, and therefore make it a little easier for these families to go to community events. We have also created specific camps (such as art or music camps) for special needs children and their typical siblings. While we still have these smaller directed efforts, we realized that unless the mindset of the community changes, and they become aware of the social isolation and injustice that exist, these children, and their family will never be truly included in the community. We responded to this need via strategic partnership with local venues (for instance zoo, museums etc) and provided training/education in order to allow for the places to know how to accommodate these individuals at all times.
We receive feedback from users of the initiative, and based in the feedback given, improve components of the program. We also constantly collaborate with key stakeholders within the community

We ensure that we have the voice of those personally affected by sensory needs by always engaging the individuals and families in the pre-development phase in order to fully understand the needs. The families are engaged via different platforms including small group meetings and via social media. We also have individuals on our board who have autism, and sensory needs, giving them to have a voice at the table. In addition, our board also consist of parents of children with autism and other special needs.

Accomplishment 1 :
Our sensory initiative that has made more than 350 unique locations inclusive. Because of this initiative, children and family can participate in community events, for instance go to a ball game, attend a concert or go to a zoo at any time because their needs are understood and met. This has allowed for many 'first' outings for many individuals, which is a priceless impact to be a part of.
Accomplishment 2:
Our lifeBOKs program that has prevented countless wandering and 35 near drowning events.
Accomplishment 3:
Our KultureCity app that has allowed for integration of community and families, via sharing of sensory inclusive locations nationally, and easy access to story boards (that are unique to a particular location, and have been shown to decrease anxiety).

Financials

KULTURECITY
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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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

KULTURECITY

Board of directors
as of 4/28/2020
SOURCE: Self-reported by organization
Board chair

mr Dominique Wilkins

Atlanta Hawks

Term: 2018 - 2019

Michele Kong

Noah Wyle

Daniel Platzman

Dominique Wilkins

Tiki Barber

Christopher Jackson

Veronica Jackson

Christopher Gorham

Anel Lopez

Jenni Farley

Julian Maha

Joshua Jones

Dan Vasquenza

sean Culkin

Jason Rogoff

Bly Gravlee

Meagan Gravlee

Susanne Moore

Julian Mahaganasan

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 04/28/2020

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
Asian American/Pacific Islanders/Asian
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: 04/28/2020

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

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 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.