Empower Her Network Inc
Economic freedom is the key to ending exploitation.
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?
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.
Where we work
External reviews

Our results
How does this organization measure their results? It's a hard question but an important one.
Number of households that obtain/retain permanent housing for at least 6 months
This metric is no longer tracked.Totals By Year
Related Program
Empower Her Network
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
EHN’s evidence-based program supports the rapid rehousing model & landlord/tenet relationship (vs program-owned/rented solutions), building survivors’ personal credit to support long-term independence
Number of direct care staff who received training in trauma informed care
This metric is no longer tracked.Totals By Year
Related Program
Empower Her Network
Type of Metric
Input - describing resources we use
Direction of Success
Increasing
Context Notes
Staff are experts in trauma-informed work (some with lived experience) & 2+ years in the field. In addition to their degrees, staff receive 40 hours of training from EHN and weekly supervision.
Average change in income of clients served (in dollars)
This metric is no longer tracked.Totals By Year
Related Program
Empower Her Network
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Holding steady
Context Notes
Data aggregated since 2017. On average, participants experience a 56% wage increase. That is often only the beginning- many graduate as they complete a program with a more promising career path.
Number of stakeholders or stakeholder groups who agree to engage
This metric is no longer tracked.Totals By Year
Related Program
Empower Her Network
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
EHN receives referrals (nominations) from immediate aftercare partners. Clear MOUs exist documenting where their services end and EHNs begin to avoid overlapping services.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
Empower Her Network exists to address a national gap in services identified by immediate aftercare providers: most trafficking survivors exhaust available resources without a realistic economic alternative, putting them at high risk of re-trafficking and homelessness. Before working with EHN, the average annual wage is $19,091, which is below poverty level, and sustainable housing is out of reach due to bad credit/no credit and financial obligations like security deposits. It’s a critical juncture: independence is possible, but barriers abound. What landlord will take you on with terrible or no credit? How do you save money for a security deposit and last month’s rent when you’re living paycheck to paycheck? How do you get a steady wage job without references and gaps in your resume? Survivors need advocacy and temporary financial support surrounding housing, education, and employment to bust out of generational exploitation and poverty cycles and remain forever free. Without this graduated service offering, many survivors cycle through the same immediate aftercare programs over and over.
What are the organization's key strategies for making this happen?
"Empowerment Plan" Model
The barriers encountered by survivors as they exit the life are layered, so solutions need to be as well. Immediate aftercare services are a must—trauma support, temporary shelter, addressing legal issues, etc. Once survivors are stable enough to look outward, their needs change. Empower Her Network receives nominations from 80+ organizations on the lookout for survivors ready to rewrite their narrative on their terms. EHN’s local, trauma-informed advocates collaborate with nominees on an “Empowerment Plan” spanning 12 to 18 months. While each plan is unique, the goal is always the same: achieve fiscal independence through housing solutions, financing education, providing advocacy, and establishing a career path. When members graduate from the program, they are ready to tackle future barriers independently.
What are the organization's capabilities for doing this?
Evidence-based Economic Mobility
In line with best practices for domestic violence survivors and homeless persons, EHN’s evidence-based program supports the rapid rehousing model and employment paths that focus on the individual’s unique needs and plans.
Housing Logic
The logic of EHN’s program extends beyond the initial need for safe housing— by leveraging a landlord/tenet relationship instead of program-owned or program-rented solutions, EHN assists in building survivors’ personal credit, providing ongoing training and support, and putting them in a position for long-term financial security. Because EHN’s program is the final step in the rapid rehousing model, it is independent living with a landlord/tenant relationship. It is a completely low-barrier model without regulations placed on the survivor.
Employment Logic
The logic of EHN’s career program extends beyond the basic need for employment, focusing on the universal need for stable housing and an immediate transition from minimum-wage to steady-wage employment while—in many cases—pursuing education/vocation opportunities with promising long-term career opportunities. In addition to this tactical focus on economic empowerment, EHN’s trauma-informed advocacy, referrals, and interventions confront additional societal barriers by developing life skills that foster confidence, motivation, and proactive solutions rooted in clear plans of action. EHN’s innovative approach leans into existing services to eliminate overlapping resources while putting each survivor in the driver’s seat, often for the first time. It is true empowerment, with therapeutic support and guidance.
What have they accomplished so far and what's next?
Efficacy
EHN is a data-driven, tech-savvy NGO that has tracked outcomes since day one. This model has six full years of documented, successful outcomes creating exit ramps for trafficking victims while closing on ramps for their children: 98% of participants graduate the program with stable housing and an average wage increase of 56% annually (from $19,091 to $29,759). This is often only the beginning; many survivors graduate as they complete a program with a more promising career path. The indirect impact of the program is also substantial: going into 2023, there were 343 children now living above the poverty line in safe housing.
Today, Empower Her Network is a national organization with 80+ national partners nominating survivors in 10 areas. During this next phase of thoughtful, survivor-centered growth, the network is focused on launching the program in additional trafficking hotbed cities, expanding career and mentorship opportunities to the alumni community, and continuing to be a thought leader in the anti-trafficking movement.
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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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
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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 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
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What challenges does the organization face when 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
- 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.
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
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 directorsas of 11/01/2023
Nicole Williams
Career Expert
Maureen O'Toole
Chetana Gowda
Kerri McKeever
Lisa Specht
Rachel Thomas
Summer Taylor
Crystal Walker
Puja Dhawan
Cortney Stapleton
Brooke Pearlman
Brooke Istook
Nicole Williams
Carissa Phelps
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 ? 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
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:
The organization's co-leader identifies as:
Race & ethnicity
Gender identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 07/26/2022GuideStar 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.