Deaf Overcoming Violence through Empowerment

Supporting Colorado Deaf survivors’ healing journey.

aka DOVE   |   Denver, CO   |  https://www.deafdove.org

Mission

DOVE's mission is to provide culturally accessible services that empower and offer hope to Deaf, DeafBlind, DeafDisabled, and Hard of Hearing individuals who experience abuse.

Ruling year info

2000

Executive Director

VACANT VACANT

Main address

PO Box 150449

Denver, CO 80215 USA

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Formerly known as

Deaf Advocacy Services for Abused Deaf Women and Children

EIN

84-1535138

NTEE code info

Alliance/Advocacy Organizations (R01)

Disabled Persons' Rights (R23)

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?

Advocacy

DOVE works with Deaf, DeafBlind, DeafDisabled, and Hard of Hearing (DDBDDHH) people of all ages and backgrounds who have experienced abuse. Abuse includes: domestic violence, family violence, sexual assault, child abuse, adult survivors of childhood sexual abuse, bullying, stalking, and teen dating violence.

DOVE advocates will provide the following services to survivors:

-give them emotional support
-pay attention to their feelings, and respect where they are in their journey
-make sure they feel empowered in their decision-making process
-review opportunities with them
-be by their side through processes that they choose to engage with (legal system, medical services, domestic violence shelters, etc.)
-advocate for communication access

DOVE also operates a hotline, available 24/7 to support the crisis needs of DDBDDHH victims/survivors, their loved ones, and service providers.

Population(s) Served
Victims and oppressed people
People with hearing impairments

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.

DOVE wants to end violence in the Deaf community in the state of Colorado.

- Reviewing all strategic goals annually with the board and staff.
- Ongoing assessment of community needs based on services provided
- Programming designed for client needs and customized based on individual goals.
- Assess accessibility of Hotline to enhance safety of survivors
- Develop intervention methods and implement cultural sensitivity to respond to each individual in ways that respond to the unique challenges.
- Expand capacity of services for survivors.
- Strengthen community presence in west slope region and southern Colorado.
- Promote healthy relationships and resiliency through our programming efforts.
- Enhance training for staff members for high quality trauma-informed services for our DDBDDHH survivors and their children.
- Strengthen mental-health benefits for staff including but not limited to counseling and additional trauma-informed training.

DOVE has been working on a long term strategic expansion plan to provide more programs and services for DDBDDHH survivors. Our staff members are constantly going through training and learning as much as they can about trauma-informed work.

DOVE has come a long way in 20 years. We have accomplished programming efforts including a very unique resiliency program that focuses on coping mechanisms for survivors that come through our programs. We have been able to expand staffing from the original 1-2 people to a total of five people and are hiring our sixth staff which is the largest DOVE has ever been.

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?

    DOVE provides services for the Deaf, DeafBlind, DeafDisabled and Hard of Hearing communities in the state of Colorado. Our programming efforts focuses on individuals that have been victims of a crime. This includes but is not limited to domestic violence, sexual assault, stalking, and teen dating violence.

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

    Electronic surveys (by email, tablet, etc.), Case management notes, 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 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?

    DOVE has been reassessing our hiring process based on community feedback and are working on ensuring our process is much more inclusive because of language barriers that our community members may face. With this, we have put forth the effort to be more inclusive by providing our content in American Sign Language as well as written English.

  • With whom is the organization sharing feedback?

    Our staff,

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

    No, we consider all feedback we receive however the decisions still lie within the organization.

  • 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,

  • 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, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

Deaf Overcoming Violence through Empowerment
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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.

Deaf Overcoming Violence through Empowerment

Board of directors
as of 02/22/2022
SOURCE: Self-reported by organization
Board chair

Valerie Fasold

Holly Bise

Kali Janda

Rachel Blake

Brian Carter

Jennifer Pfau

Heather Hughes

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 8/13/2021

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: 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 employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • 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 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.