Empower Her Network Inc

Destination: Her Choice

NEW LONDON, CT   |  www.empowerhernetwork.org

Mission

Empower Her Network collaborates with ready survivors of human trafficking who find themselves in the same vulnerable circumstance that led to their initial exploitation by removing housing barriers, financing education, and uncovering employment opportunities.

Ruling year info

2017

Executive Director

Kristy Norbert

Co-Founder and Board Chair

Abby Fabiaschi

Main address

8 NORTH RLDGE LANE

NEW LONDON, CT 06320 USA

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EIN

82-2102421

NTEE code info

Human Service Organizations (P20)

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?

Empower Her Network

Empower Her Network exists to address an issue identified by immediate aftercare providers: Some survivors have to leave the program of shelter after 3-24 months without a realistic long-term economic alternative. These women present risk for re-trafficking, homelessness, and resorting to exploitation. They need assistance tackling societal barriers surrounding housing, education, and employment to break exploitation and poverty cycles and remain forever free.

Population(s) Served
Women and girls
Victims and oppressed people

Where we work

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.
  • Who are the people you serve with your mission?

    EHN serves self-determined, hardworking trafficking survivors who are 18+ years old. Organizations providing initial transitional support are the first stop for survivors exiting the life. The graduated services provided by Empower Her Network come into play when a survivor is stable enough to begin a journey to independence. Having been stripped of basic human rights for years and sometimes decades, the survivors working with EHN face different combinations of intimidating but not insurmountable obstacles: trapped in the minimum wage poverty spiral, held back by housing barriers with bad credit or no credit, unable to afford vocational or education opportunities. EHN funds those tangible needs while curating confidence, igniting hope and establishing focus.

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

    Electronic surveys (by email, tablet, etc.), Case management notes, Community meetings/Town halls, Suggestion box/email,

  • 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 strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    Survivors of human trafficking are at the center of everything we do at Empower Her Network. As a survivor-informed organization, the network ensures survivors in the program are never re-exploited. To this end, EHN leverages composite sketches that pull different details from different survivors to explain the realities faced to the donor community. When a specific story is shared, it is with the survivor’s expressed permission.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    The “network” of EHN enables the organization to remain responsive to the survivor community and constituencies when making decisions in each geographic location. Local, well-respected aftercare organizations are in the trenches day-in and day-out, serving as EHN’s eyes and ears. These case managers are in constant dialogue with local advocates, who implement Empowerment Plans with oversight from a vetted Program Committee consisting of seasoned field experts including EHN’s Executive Director. This feedback allows us to be responsive and grow in relationship to our constituents in time.

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

    We collect feedback from the people we serve at least annually, 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, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

Financials

Empower Her Network Inc
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Operations

The people, governance practices, and partners that make the organization tick.

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lock

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.

Empower Her Network Inc

Board of directors
as of 10/24/2022
SOURCE: Self-reported by organization
Board chair

Kristy Norbert

Empower Her Network Inc

Maureen O'Toole

Morgan Stanley

Chetana Gowda

Kerri McKeever

Lisa Specht

Wade Trimmer

Rachel Thomas

Summer Taylor

Crystal Walker

Puja Dhawan

Naomi Glenn

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 7/26/2022

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
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Decline to state

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 07/26/2022

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.