Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Emergency Shelter
HER Campaign's Emergency Shelter provides beds for up to 8 survivors of sex trafficking per 30 to 90 days and up to 50+ women a year. The Emergency Shelter serves women 18+ in the greatest demographics of need including trafficking survivors who are pregnant, have children, disabilities, and/or handicaps. This shelter provides each survivor with next step therapy, medical, psych, and wellness assessments, legal advocacy and mapping, case management, and long-term residential placement.
There is a gap in survivor care between rescue and long-term residential care. An Emergency Shelter is designed to assess and address the most common variables that cause victims to relapse and achieve stabilization through holistic therapy addressing mind, body, and spirit. When a survivor is recovered out of trafficking, either by her own will or the help of law enforcement, a crisis hotline, or other frontline worker - the journey has just begun.
Where we work
External reviews

Photos
Videos
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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Who are the people you serve with your mission?
We serve adult women survivors of human trafficking.
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How is your organization collecting feedback from the people you serve?
Case management notes, Constituent (client or resident, etc.) advisory committees,
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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,
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What significant change resulted from feedback?
We had a client and a survivor advisor inform us that the word "rescue" should not be used when talking about a survivor stepping out of the life. Instead, the term "recover" or "assist in exit" is better suited to explain the situation. Another suggested change was saying "Anti-Human Trafficking Movement" instead of "Anti-Human Trafficking Industry" as industry implies the buying and selling of goods, which contradicts the message we are trying to spread when talking about helping serve those stepping out of human trafficking. Language is important and we are learning how to best honor the survivors we serve with the language we use.
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With whom is the organization sharing feedback?
The people we serve, Our staff, Our board, Our funders, Our community partners,
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How has asking for feedback from the people you serve changed your relationship?
It has empowered the people we serve when we actively ask for and listen to their feedback and suggestions. It can be a hard and uncomfortable place to step into, but we desire that this is a safe place to give feedback and it be taken into account for further learning and growth.
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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 look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive,
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback,
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
Connect with nonprofit leaders
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- Analyze a variety of pre-calculated financial metrics
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Connect with nonprofit leaders
SubscribeBuild 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
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Her Campaign
Board of directorsas of 11/2/2021
Ryan Gustafson
Attorney | Shareholder, Matovich, Keller & Huso, P.C
Term: 2017 - 2022
Patti Barkell
Parkhill Counseling
Kevin Haidle
Agri-Best Feeds
George Burgin
Pacific West Financial Group
Maggie Schieno
Beauty Arising
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? 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
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:
The organization's co-leader identifies as:
Race & ethnicity
No data
Gender identity
No data
No data
Sexual orientation
No data
Disability
No data
Equity strategies
Last updated: 11/02/2021GuideStar 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
- 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.
- 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.