PLATINUM2024

Ascend Dallas

Empower Women. Fight Poverty. Impact Generations.

aka Formerly WiNGS   |   Dallas, TX   |  http://AscendDallas.org

Mission

Our mission at Ascend Dallas is to empower women, fight poverty, and impact generations. We address the most critical needs of women in Dallas County, offering programs in the areas of financial capability and work skills support, pregnancy and parenting education, and small business development.

Ruling year info

1942

Chief Executive Officer

Ms. Kate Rose Marquez

Main address

4201 Spring Valley Road Suite 1400

Dallas, TX 75229 USA

Show more contact info

Formerly known as

WiNGS

EIN

75-0800699

NTEE code info

Human Service Organizations (P20)

Public, Society Benefit - Multipurpose and Other N.E.C. (W99)

Community Improvement, Capacity Building N.E.C. (S99)

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

In each of our two programs - Nurse Family Partnership and Economic Advancement, we provide skills and tools to our clients through degreed, certified experts in their field of service - whether that is a full time, registered nurse or a certified, degreed financial coach. When these content experts develop long-term, consistent relationships with their clients through one-on-one interactions that last 2 1/2 - 3 years, we see clients incorporate the skills and tools we provide them into their everyday lives and those of their families' and change the trajectory of their lives.

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?

Finance & Career

WiNGS Finance & Career leads members through a defined path of services providing financial coaching, education, benefits screening, and work skills to achieve financial security and build assets as a pathway out of poverty.

WiNGS Finance & Career gives you the education and financial tools you need to create your path to a better life. Your financial future starts today.

Financial empowerment helps you learn to manage your finances and reach goals you never thought possible. When you sign up for the program, you get access to education classes, one-on-one financial coaching, and the new WiNGS Center which offers a computer lab, events, workshops, networking opportunities, and much more.

Population(s) Served

Nurse-Family Partnership (NFP) is a national evidence-based, community health program that helps transform the lives of vulnerable mothers pregnant with their first child. WiNGS is the first to provide Nurse-Family Partnership program in Texas and continues to be the largest provider in North Texas serving hundreds of women and babies a year. Nurses in the Nurse-Family Partnership program support first-time moms for pregnancy through the first two years of motherhood, advocating for them and making sure they get the resources needed for mom and baby.
In 2020, WiNGS served 421 moms and 255 babies through the Nurse-Family Partnership program. Each mom and baby benefit from an average of 60 appointments over two years with NFP nurses providing health, nutrition, social/emotional wellness support/resources/opportunities. Of the 150 moms enrolled, 120 received prenatal care in their first trimester. Of the 116 moms who gave birth, 91% initiated breastfeeding. Of the 116 births, only six babies were born pre-term and only five were born at a low birth weight.
The Nurse Family Partnership works to keep moms and babies happy and healthy while connecting them to resources needed for a successful future.

Population(s) Served
Families
Single parents
Pregnant people
Economically disadvantaged people
Infants and toddlers

Where we work

Awards

Most Admired CEO 2022

Dallas Business Journal

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 pregnant women receiving early and adequate prenatal care

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

Nurse Family Partnership

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of infants delivered with low birth weight

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

Nurse Family Partnership

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Decreasing

Context Notes

Outcome measured on % of total births. Program targets 95% born at birth weight between 5.5 and 8.8 lbs.

Number of financial literacy courses conducted

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

Finance & Career

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of children with age-appropriate immunization levels at age two

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

Nurse Family Partnership

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Average change in client credit score

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

Finance & Career

Type of Metric

Outcome - describing the effects on people or issues

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.

Ascend Dallas' goals are to provide the programming necessary for women to change the trajectory of their and their family's lives.

Specifically, through financial literacy, one on one financial coaching, and career development women are able to develop financial resiliency, chart their career paths and secure a stable financial future.

Additionally, through our Nurse Family Partnership program 12 full time, on staff nurses we provide in-home, pre-natal healthcare for high risk, low-income moms. Once they have a successful delivery, we then provide two additional years of health, nutrition, parenting skills, social-emotional development and safety in the home for both mom and baby.



Our strategies include one-on-one, high touch relationships with our clients that average 2 1/2 - 3 years. These long-term relationships allow for trust to develop and learnings to become ingrained in our clients as habits, that then become integrated into clients' choices and decision making.

Ascend Dallas capabilities for meeting our goals in both our NFP and Economic Advancement programs are based on evidenced based models in each of the content areas. Our NFP program is part of a 40 year national NFP program that we administer regionally. Forty years of data informs our internal model and furthers our abilities to meet our goals. Our EA program is based on the Working Families model and aligned with the Asset Builders Network and accredited by the Cities for Financial Empowerment Fund. Each of these informs the decisions we make for our regional programs and allows us to meet and exceed our goals.

In our Economic Advancement programming, we were recently selected to stand up and run three Financial Empowerment Centers in three communities in South Dallas. These centers will allow WiNGS to serve four times the clients that we did in our previous fiscal year.

In our NFP programming, we are projected to serve more clients than the previous fiscal year. Additionally, we will meet all of our key goals for our clients: length of gestation, birth weight and incidences of breast feeding.

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
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 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 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 look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), 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, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

Ascend Dallas
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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.

Ascend Dallas

Board of directors
as of 05/02/2024
SOURCE: Self-reported by organization
Board chair

James Vaughan

Mary Kay

Term: 2021 - 2023

Michelle Hudson

Hudson Peters Commercial

Ellen Farrell

Toyota

Ashley Storms

Holmes Murphy

Michelle Hudson

Hudson Peters Commercial

Elsie Cooke-Holmes

Pepsico (retired)

Laura Ryan

Truist Wealth

Andrea Albright

Bank of America

Leona Allen Ford

The Dallas Morning News

Karen Ashmore

Unity Hunt

Emily Casso

GlobeLife

Melissa Cooksey

Perkins and Will

Anamika Gupta

Honeywell

Jeff Harvey

Clark Hill

Mary Henderson

Arcosa

Malia Hodges

Oncor

Jervonne Newsome

Winston and Straun

Cynthia Nwaubani

HSBC

LeAnne Oliver

PepsiCo

Jolene Risch

Risch Results

Jessica Shepherd

VeryWell Health

Holly Tucker

Deloitte

Linda Wilkins

The Sulentic Firm

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 4/30/2024

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
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

Equity strategies

Last updated: 01/19/2023

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 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 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 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.