Girls S.T.E.A.M. Institute

Beaverton, OR   |  www.girlsteaminstitute.org

Mission

Build a sustainable global pipeline for inspiring and empowering girls to pursue innovation as S.T.E.A.M. entrepreneurs.

Notes from the nonprofit

GIRLS STEAM INSTITUTE GOVERNANCE Vision: Enlighten and inspire girls globally to pursue S.T.E.A.M. entrepreneurship and leadership. Mission: Build a sustainable global pipeline for inspiring and empowering girls to pursue innovation as S.T.E.A.M. entrepreneurs. Core Values Bold Collaboration Community Diversity Encouragement Innovation Integrity Empowerment ORGANIZATIONAL FOCUS AREAS Build financial stability Expand customer base Provide innovative programs for young girls, parents and teachers Customer Segments Middle and high school girls with no support system High school girls from public and private specialized schools Parents Educators Business professionals CORE PROGRAMS Education, Training and Mentorship • Online Micro Learning Center • Live Stream webinars • Tools kits for entrepreneurs • Virtual reality conferences • Gaming- Hackathons • Artificial Intelligence • Project-Based Learning • Team Entrepreneurial Challenges

Ruling year info

2018

Founder/CEO

Diane McClelland

Main address

5318 SW Erickson Avenue

Beaverton, OR 97005 USA

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EIN

82-2367914

NTEE code info

Student Services and Organizations (B80)

IRS filing requirement

This organization is required to file an IRS Form 990-N.

Programs and results

What we aim to solve

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Where we work

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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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Constituent (client or resident, etc.) advisory committees,

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

    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 strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    Historically, GSI held a Team Challenge for Girls 12-17 to compete as a team to develop a business concept and a digital application and pitch it to a panel of judges for cash awards. This required 25 girls and their parents to travel to a corporate campus location and remain there for this 2-day competition. It was free to attend for the girls and their parents, however the cost was for travel, hotel and being away from work and school for the 2+ days. Through surveys and reports we conducted, our program was not reaching rural and low income families, which was a metric we wanted to track and improve. So, even before the COVID-19 pandemic, the GSI Board and Leadership created online programming including a Micro Learning Center, Virtual Team Challenge, Live Streaming webinars.

  • With whom is the organization sharing feedback?

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

  • 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,

Financials

Girls S.T.E.A.M. Institute
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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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Girls S.T.E.A.M. Institute

Board of directors
as of 3/2/2021
SOURCE: Self-reported by organization

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.

  • 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 02/15/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

No data

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

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

Equity strategies

Last updated: 02/15/2021

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. Learn more

Data
  • 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 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.