FOUNDATION FOR HUMAN ENRICHMENT

Transforming lives through healing trauma.

aka Somatic Experiencing® International   |   Boulder, CO   |  www.traumahealing.org

Mission

The mission of Foundation for Human Enrichment, dba Somatic Experiencing International is to support trauma resolution and resilience through culturally responsive professional training, research, education, and outreach in diverse global communities.

Ruling year info

1997

Interim Executive Director

Marv Tuttle

Main address

5303 Spine Rd suite 204

Boulder, CO 80301 USA

Show more contact info

EIN

84-1360261

NTEE code info

Private Operating Foundations (T23)

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

SOURCE: Self-reported by organization

MISSION Support trauma resolution and resilience through culturally responsive professional training, research, education, and outreach in diverse global communities. VISION STATEMENT Transforming lives through healing trauma.

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?

SE Professional Training Program

The Somatic Experiencing (SE) Professional Training is a continuing education certificate program designed to enhance the skills of professionals working with traumatized or stressed individuals. Through our membership association we support the self-organization of a broad international network of passionate skillful SE practitioners who serve individuals in need and communities in crisis around the globe.

Population(s) Served
Adults

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.

The SE™ International is dedicated to comprehensive public awareness of Somatic Experiencing and how it can heal trauma. We also want to help those in related professions recognize and understand secondary trauma.

Secondary trauma is an umbrella term for the trauma that results from repeated empathetic engagement with traumatized populations. It is a genuine and grave issue. It is a natural consequence of working to help those who have been traumatized. Secondary trauma can have serious consequences on health, both mental and physical.* Secondary trauma is not a lack of willpower, resilience, or commitment. It is not just “normal” work-related stress. It is an occupational hazard that can affect professionals in various settings and occupations.

Our decades-long experience in helping people heal from trauma can help institutions and communities of professionals who may experience secondary trauma. We invite you to contact us for more on how we can develop a customized program on Somatic Experiencing and trauma resolution for your organization.

Medical Community: doctors, nurses, physical and occupational therapists, medical academics, hospital social workers
Workplace: human resources professionals, wellness program managers, volunteers
Victim Service Providers: professionals involved in services to people who have experienced sexual assault, child abuse/neglect, domestic violence, elder abuse, hate crimes, accidents, natural disasters
Legal and Justice Community: police, investigators, legal advocates, prisons
Journalists: editors, reporters, photojournalists
Religious Community: Clergy, peer-to-peer religious or spiritual counselors

Rather than focus on the re-telling of traumatic events or personal history, SE™ aims to identify what is interfering with people’s internal threat-recovery process and helps clients develop tools for restoring their innate capacity to rebound from overwhelming experiences. By facilitating the completion of self-protective responses and releasing survival energy that has become bound in the body, SE addresses the root cause of trauma symptoms.

We envision a world of transforming lives through healing trauma.

Training is delivered through a combination of lectures, live demonstrations, guided practice sessions, audio-visual case studies, and suggested reading. Students enroll in one of our many offerings: a three-year curriculum designed to lead to the Somatic Experiencing Practitioner certificate (SEP), short courses on the basic principles of Somatic Experiencing®, and assistant and provider programs. More than 12,000 mental health, medical, bodywork, and other professionals globally have been trained in SE™.

We have:
1. Expanded our board of directors
2. Created Committee Structures
3. Moved training online in response to COVID-19
4. Created Ethics and Governance structure

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Our decades-long experience in helping people heal from trauma can help institutions and communities of professionals who may experience secondary trauma. We invite you to contact us for more on how we can develop a customized program on Somatic Experiencing and trauma resolution. Medical Community: doctors, nurses, physical and occupational therapists, medical academics, hospital social workers Workplace: human resources professionals, wellness program managers, volunteers Victim Service Providers: professionals involved in services to people who have experienced sexual assault, child abuse/neglect, domestic violence, elder abuse, hate crimes, accidents, natural disasters Legal and Justice Community: police, investigators, legal advocates, prisons Journalists: editor

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

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls,

  • 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,

  • With whom is the organization sharing feedback?

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

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

  • What challenges does the organization face when collecting feedback?

Financials

FOUNDATION FOR HUMAN ENRICHMENT
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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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  • 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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FOUNDATION FOR HUMAN ENRICHMENT

Board of directors
as of 4/20/2021
SOURCE: Self-reported by organization
Board chair

Rebecca Stahl

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 ? 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? Not applicable
  • 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 04/20/2021

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

Leadership

The organization's leader identifies as:

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

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

Equity strategies

Last updated: 04/20/2021

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.