GOLD2022

Herizon Music Foundation Inc

Dreamers, Rule Breakers, Rock Stars

Austin , TX   |  https://herizonmusic.org

Mission

Herizon Music Foundation is on a mission to uplift the next generation of womxn in music through education, experience, and role modeling programs. These are key ingredients to setting womxn on career path to merit-based success in a male-dominated industry where systemic discrimination and gender bias prevail. Your gift helps develop/expan a virtual marketplace that connects female (identifying) musicians with event hosts for paid gigs. With 25% of womxn in music not knowing where their next dollar will come from and 33% suffering a mental health crisis, earning supplemental income & gaining more experience is an immediate way to raise them economically, professionally, and emotionally. Additional programs include a teen scholarship for music/sound camps and a podcast.

Ruling year info

2019

President

Thea Wood

Main address

3571 Far West Blvd Suite 3152

Austin , TX 78731 USA

Show more contact info

EIN

83-3069641

NTEE code info

Performing Arts (A60)

IRS filing requirement

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

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?

Podcast: Backstage Chats with Women in Music

Herizon Music founder and podcast host Thea Wood interviews women who are trailblazers and rising stars in the music industry. Representing roles that are on stage, on air, and behind the scenes, these ladies' stories are relatable, inspiring, and entertaining. Our reach is worldwide with 25% of our audience located outside the US. Guests to date come from North America, Central and South America, and Europe.
Our show has touched the lives of not just listeners who hear about personal struggles with everything from sexism to mental health, to major life accomplishments like GRAMMY nominations, overcoming addiction and eating disorders, to breaking through glass ceilings. Our guests also report how these chats affect their lives, with one guests finally writing and recording her first original song after 25+ years as a professional musician.

Population(s) Served
Women and girls
Artists and performers
Academics

Acts of Music (RAM)-a virtual event booking service that connects female artists to virtual paying gigs! We do not charge the artist a fee for this service. Through fundraising efforts, applying for grants, and private donations, we continue to seek out ways to carry out our mission and bring the female artist in need more opportunities and gain more experience.

Population(s) Served

Where we work

Videos

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.

Herizon Music Foundation, a 501c3 nonprofit envisions a music industry where any woman can make a living based on merit, no matter her age, appearance, familial status, or orientation. Our mission is to uplift the next gen of womxn in music through education, experience, and role-modeling programs.

Education-Providing scholarships to girls under the age of 18 who qualify for our Rising Star Award.
Opportunity-Merit-based pay through our RAM (random acts of music) platform.
Role-Modeling Program-Traveling the U.S. to interview women in music for our podcast series, Backstage Chats, whether they are on stage, behind the stage, or directing the show, who are leaders in their industry who are willing to share their experience, strength, and hope with our women in the program.

We have interviewed many women in music to share on our podcast.
We have recently launched Random Acts of Music platform, which allows women to book gigs for fair pay.
We have two rising stars who have performed around the U.S.,
Sent over 30 girls and women to music camps through scholarship programs.

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?

    Female artists of all ages no matter their demographics. Young girls with a passion for music, struggling with mental health or addiction issues find a healthy outlet through music. Female musicians in rural areas who are less likely to have access to resources like training programs, role-modeling opportunities, or the ability to obtain resources as others in a less rural area would. Female musicians in urban areas who lack opportunities for resources, guidance, and support.

  • 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

  • What significant change resulted from feedback?

    We recently changed our training methods due to feedback received by female artists in regards to our Random Acts of Music program.

  • 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, 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?

    It is difficult to find the ongoing funding to support feedback collection

Financials

Herizon Music Foundation Inc
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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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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.

Herizon Music Foundation Inc

Board of directors
as of 08/18/2022
SOURCE: Self-reported by organization
Board chair

Thea Wood

Herizon Music Foundation

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? No

Organizational demographics

SOURCE: Self-reported; last updated 8/18/2022
info Candid has made improvements to the race and ethnicity options.

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 (cisgender)
Disability status
Decline to state

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 08/18/2022

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.