PLATINUM2024

GLOBAL RIGHTS FOR WOMEN

Justice for Victims of Violence

Minneapolis, MN   |  globalrightsforwomen.org

Mission

Global Rights for Women envisions a world where women’s human rights to equality and freedom from violence are fully realized. We collaborate with partners around the world to promote women’s human rights to equality and freedom from violence through legal reform and systems change.

Ruling year info

2014

Executive Director

Cheryl Thomas

Main address

333 N Washington Ave

Minneapolis, MN 55401 USA

Show more contact info

EIN

47-1861069

NTEE code info

International Democracy & Civil Society Development (Q35)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2023, 2022 and 2021.
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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Global Rights for Women understands that multiple forms and systems of oppression affect women and girls ability to be free from violence. All training is grounded in the lived experience of survivors, and we use focus groups and interviews to engage survivors in identifying gaps in the system response to violence against women and girls. Our team has decades of experience in legal and systemic reform initiatives to end gender based violence. We offer assessments of inter-agency responses to violence against women, monitoring, research, review of laws and training of advocates, law enforcement, legal professionals, governments and NGOs. Each project is customized to both the local and global context of violence against women. Our work is grounded in research and tested strategies from around the world.

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?

Capacity Building

GRW provides capacity building to our NGO partners and their colleagues in the legal system to more effectively respond to violence against women and girls. We rely on them to tell us what their needs are and we apply our expertise gained by decades of experience with legal and systemic reform to assist them in reaching their goals. Examples of capacity building include helping to implement the Duluth Model of Coordinated Community Response (CCR), working with local partners to develop protocols to monitor systems’ response to VAWG, and helping a partner develop a methodology for court monitoring and improved judicial response.

Population(s) Served
Ethnic and racial groups
Families
Women and girls
Immigrants and migrants
Victims and oppressed people

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of free participants in conferences

This metric is no longer tracked.
Totals By Year
Related Program

Capacity Building

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of organizational partners

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Goal 1:
Increase the number of nations and communities around the world that are committed to building a response to violence against women that prevents this abuse, protects victims and holds abusers accountable by growing long-term partner relationships and affirmatively seeking new partners to solidify sustainable legal and social systems.

Goal 2:
Build a financially sound organization that maintains sufficient (as a percent of total revenue) unrestricted revenues to take advantage of mission driven opportunities, maintain individual and private foundation gift revenue and builds capacity for endowment income.

Goal 3:
Establish our leadership voice as the national and international brand and the source for proven legal and community solutions and international human rights standards in the movement to end violence against women as a tool of oppression (civil and human rights violation).

Goal 4:
Build a sustainable business model that includes exploration of earned income ventures, strategic alliances including sponsorships, partnerships, acquisitions and mergers, to expand GRW’s global impact.

Strategies of Goal 1 as noted above:
1. Strengthen partner networks by enhancing our staffing and technological capabilities to increase quality and quantity of contact with current partners and expand our reach to develop new partnerships and diversify our local, national and international footprint.
2. Expand and refine planning and implementing legislation and regulations, training and curriculum, including Coordinated Community Response (CCR), and monitoring products. Reflecting GRW’s unique global position, Link these all to international and regional human rights law.
3. Strengthen delivery system, which is comprised of staff and volunteers, to ensure that all GRW work is conducted with proven expertise, professionalism and reflecting the diversity of roles within the justice and social systems.

Global Rights for Women prioritizes the lived experience of survivors of gender-based violence to inform law, policy and systems reform.
The foundation of this approach is the recognition that gender-based violence is a manifestation of gender and racial inequality, and is deeply rooted in patriarchy. We use focus groups and interviews to engage survivors in identifying gaps in the system response to violence against women and girls.

Global Rights for Womens works at the invitation of national and international partners around the world to advance a survivor-centered approach to law, policy and systems change tailored to our partners specific needs, making it highly adaptable and collaborative.

Since 2014, our global partnerships include 60+ womens nongovernmental organizations, government agencies and U.S. Embassies, the United Nations, and global and local experts on violence against women. These trusted partnerships have advanced laws, values and practices aimed at eliminating violence against women and girls.

Together, weve impacted more than 65 million women with improved laws, policies and practices, and we will continue our work until all women are provided the human right to live free from gender-based violence.

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 shared information about our current feedback practices.

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

    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

  • 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 take steps to ensure people feel comfortable being honest with us, 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

  • What challenges does the organization face when collecting feedback?

    It is difficult to find the ongoing funding to support feedback collection

Financials

GLOBAL RIGHTS FOR WOMEN
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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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lock

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.

GLOBAL RIGHTS FOR WOMEN

Board of directors
as of 02/09/2024
SOURCE: Self-reported by organization
Board chair

Lynn Anderson

Lynn Anderson

Rebecca Bentzinger

Kari Bjorhaus

Jane Blaney

Kathryn Brackney

Holly Eng

Richard Ihrig

Imani Jaafar

Jim Jacobson

Imrana Jalal

Kelley Lindes

Rachel Pollock

Steve Quam

Christina Ruhinda

Hon. Becky Thorson

Patrick Weiland

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 ? 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? No

Organizational demographics

SOURCE: Self-reported; last updated 2/9/2024
info Candid has made improvements to the race and ethnicity options.

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
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 02/09/2024

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 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 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.