SILVER2022

INDIANA COALITION TO END SEXUAL ASSAULT INC

aka Indiana Coalition to End Sexual Assault and Human Trafficking   |   Indianapolis, IN   |  www.icesaht.org

Mission

It is ICESAHT’s mission to empower Indiana communities to prevent sexual violence and to serve those impacted by it through comprehensive trainings, advocacy, increased public awareness, and coordinated sexual violence services. Through our efforts, we strive to be a nationally recognized and trusted leader in shifting culture, supporting survivors, and strengthening communities to prevent and end sexual assault and human trafficking.

Ruling year info

2016

CEO

Beth White

Main address

931 East 86th Street Suite 215

Indianapolis, IN 46240 USA

Show more contact info

EIN

47-5205431

NTEE code info

Sexual Abuse, Prevention of (I73)

Protection Against and Prevention of Neglect, Abuse, Exploitation (I70)

Alliance/Advocacy Organizations (P01)

IRS filing requirement

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

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Programs and results

What we aim to solve

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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?

Advocacy

The foundation of ICESAHT’s work is to ensure victims of sexual violence and human trafficking have access to services. To that end, ICESAHT continues to: advocate for an increase in the number of Rape Crisis Centers and Sexual Assault Response Teams (SARTs). Rape Crisis Centers create an environment in which survivors feel safe and empowered. Trained advocates help survivors provide compassionate support at any point during a survivor’s healing journey. Services include: 24-hour crisis line, hospital/medical advocacy, criminal justice advocacy, professional counseling/therapy and support groups Sexual Assault Response Teams (SARTs) play a powerful role in improving the collective response to sexual violence by increasing access to justice and healing. SARTs improve access to services by addressing barriers, developing comprehensive service delivery, increasing offender accountability and working with victims with trauma informed, victim centered and culturally competent best practices. To date, ICESAHT has helped increased the number of Rape Crisis Centers by 10 covering 46% of Indiana counties and has increased the number of SARTs to 40 representing 50 counties of 54% of Indiana.

Population(s) Served
Adults

Given that sexual violence is 100% preventable, ICESAHT is focused on the implementation of evidenced based primary prevention strategies. ICESAHT created and continues to implement the Speak Up Speak Out Project to numerous fraternities on college campuses in Indiana. The 8-module curriculum focuses on healthy masculinity, rape culture, breaking out of the man box and how to be an effective bystander. In addition, ICESAHT offers a bystander training to high school and college students – equipping them with the skills to effectively and safely intervene to stop sexual assault before it occurs. The curriculum has been presented at 14 campuses and multiple community organizations across Indiana.

Population(s) Served
Adults

ICESAHT provides comprehensive training to advocates, medical and legal professionals, law enforcement, policy makers, educators, community members. The trainings are grounded in trauma informed, survivor centered best practices addressing the continuum of services survivors of sexual violence and human trafficking need and deserve. The trainings also lift up issues that hinder access to services and healing including oppression and systemic racism. Trainings include: a statewide conference, topical trainings, webinars, CORE 40 and general technical assistance. The evaluations from the trainings, conferences and webinars we have hosted are consistently strong with 95% of attendees saying they would recommend our trainings to colleagues.

Population(s) Served
Adults

ICESAHT continues to coordinate the Indiana Protection of Abused and Trafficked Humans Taskforce (IPATH). The 150-member IPATH Taskforce includes six working committees and uses a survivor-centered approach to more effectively prevent, detect, and prosecute human trafficking in Indiana and to empower and support survivors. Membership includes law enforcement, advocacy groups, service providers, worker organizers, and community leaders. ICESAHT and the IPATH Taskforce provide year-round training opportunities and technical assistance for IPATH Taskforce members and partner agencies. ICESAHT has also assumed the coordination of the What Would I Do Curriculum. The evidence-based trafficking prevention curriculum for Indiana’s youth offers three age-appropriate modules to 5th through 12th graders. The curriculum offers youth space to think critically and speak openly about healthy relationships, cultural messages, harmful stereotypes, barriers to seeking help, strategies for staying safe, and action steps for responding to unsafe situations.

Population(s) Served
Adults

A companion primary prevention strategy is ICESAHT’s public awareness campaign StepIn. Targeted to campus partners and surrounding communities, StepIn, is a bystander awareness campaign educating students, campus educators, administration, staff and community members on how to recognize and intervene in a potential situation. The social media campaign is delivered through social media platforms, student run media outlets and local media.

Population(s) Served
Adults

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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 and remedy poor client 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 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 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

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to get honest feedback from the people we serve

Financials

INDIANA COALITION TO END SEXUAL ASSAULT INC
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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.

INDIANA COALITION TO END SEXUAL ASSAULT INC

Board of directors
as of 11/07/2022
SOURCE: Self-reported by organization
Board chair

Priscilla Keith

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 ? Not applicable
  • 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? Not applicable
  • 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 11/7/2022
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

No data

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 11/07/2022

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 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.