Vigorous Interventions in Ongoing Natural Settings Inc. (VISIONS, Inc)

aka VISIONS, Inc   |   Dorchester, MA   |  visions-inc.org

Mission

To empower the creation of environments where differences are recognized, understood, appreciated, and utilized for the benefit of all through both time-tested and innovative training and tools, public advocacy, and consulting models addressing the personal, interpersonal, cultural, and institutional levels.

Ruling year info

1985

Executive Director

Elika Dadsetan-Foley

VP, Training and Development

Dr Valerie Batts

Main address

1452 Dorchester Avenue c/o: Fields Corner Business Labs

Dorchester, MA 02122 USA

Show more contact info

EIN

52-1378064

NTEE code info

Intergroup/Race Relations (R30)

Community, Neighborhood Development, Improvement (S20)

Youth Development Programs (O50)

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

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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?

BOSTON LEGACY

The Legacy Project is an 8-week intensive summer program with a year round monthly training that empowers the youth. The youth gain first-hand experience to utilize skills provided by VISIONS theory on social change as leaders of their community by running their own diversity and inclusion trainings for youth groups and organizations in Boston. The youth also learn to cooperate in a diverse environment by collaborating on a public arts event, contributing to community cohesion and outreach.

Population(s) Served
Adolescents
Ethnic and racial groups

Where we work

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.

1) We define long term success as not just passive awareness of unconscious assumptions, biases, and power imbalances, but change-- concrete change in the cognitive, affective and behavioral propensity. We also define long term success as these changes taking place in multiple levels of social interaction: in personal, societal, cultural and institutional level. 2) The most obvious measurement is the change resulting in "positive" and "guilt-free environment," which promotes openness and prevents feelings of guilt or shame, allowing for learning and accountability.

Our overarching aim is to practice what we preach, so that VISIONS symbolizes and realizes the "positive" and "shame-free" environment that we strive for, serving as not only an exemplary model for our clients to observe, but also to prove that our theory is realistic and effective.

The uniqueness of VISIONS' capability lies in our versatile theory that gives foundation to transformative process of our clients in diversity and inclusion issues.

Continuous Improvement Goals:1. Raise necessary funds to meet the demand for the Legacy Youth Project program and other initiatives aimed at low income populations and grassroots organization. We have had challenges educating funders/donors about our need for funds to run these types of program/initiatives as people will often focus on our fee for service work and assume we do not need funding. We have been an "entrepreneurial non profit" for 30 years and continue to try and gain resources to accomplish the fullness of our mission (to serve all sectors with similar tools/impacts despite their ability to pay).2. Position VISIONS for its next decade as the founder and Executive Director looks to change her role. We are in a re-positioning process looking at the non profit sector in general and considering creative ways to move our work forward given the interest/demand./need for it. 3. Develop next generation of consultants/change agents. This is a key goal of the organization as the founders (3 of 4 still involved) seek ways to enagage, train and empower young people who are interested in equity and want to develop new approaches for their generation.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys,

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

  • With whom is the organization sharing feedback?

    Our staff,

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

Financials

Vigorous Interventions in Ongoing Natural Settings Inc. (VISIONS, 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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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.

Vigorous Interventions in Ongoing Natural Settings Inc. (VISIONS, Inc)

Board of directors
as of 7/1/2021
SOURCE: Self-reported by organization
Board co-chair

Ms. Louise Coggins

Private LICSW

Term: 1989 - 2022


Board co-chair

Vincent Johnson

Louise Coggins

community volunteer

Patricia Davis-Penn

n/a

Louise Howlett

Episcopal Diocese of NH and MAPS Counseling Services

Melissa Agudelo

San Diego Metropolitan Regional Career and Technical High School

Jude Goldman

Thomas Griggs

New Science Consulting

Elisa Lurkis

University of San Diego, Shiley- Marcos School of Engineering

Gwendalynn Morris

Wizards

Wadye Morton

Tiveeda Stovall

Campus Compact for Virginia

Vincent Johnson

Melissa Lukin

Rebuilding Together Peninsula

Stephanie Blount

Prabha Sankaranaray

Mediators Beyond Borders International

Max Nikias

University of Southern California

Chris Dickerson

Players for the Planet

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 06/08/2021

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
Middle Eastern
Gender identity
Female

The organization's co-leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Female

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 06/09/2021

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.