GOLD2023

The Moxy Foundation

Together. We will.

aka The Sisterhood of Technology Professionals   |   Lakeville, MN   |  http://moxyfoundation.org

Mission

Our mission is to effect radical change in the technology workplace by challenging the status quo on diversity, inclusion and gender equality matters. Together we will: establish a diverse community of technology professionals deeply connected through their shared support of our mission. Equip individuals and employers with the knowledge to recognize the many forms and effects of discrimination in the workplace and the tools to neutralize it. And enable and influence employers to actively-practice diversity, inclusion and equality efforts, as well as establish flexible working arrangements that accommodate the needs of working parents.

Ruling year info

2019

Mastermind

Laura Madsen

Mastermind

Kirsten Hoogenakker

Main address

9531 170th St W

Lakeville, MN 55044 USA

Show more contact info

EIN

84-2387041

NTEE code info

Professional Societies, Associations (W03)

Minority Rights (R22)

Alliance/Advocacy Organizations (J01)

IRS filing requirement

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

Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

In 2019 there are more CEOs of Fortune 500 companies named James than female CEOs altogether. 95% of F500 CEOs are men. Women have earned more bachelor’s degrees than men since 1982, more master’s degrees than men since 1987, and more doctorate degrees than men since 2006. At the current rate of change measured by the World Economic Forum, U.S. women won’t gain economic equality with their male counterparts for another 208 years.

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?

Sistech (Un)Hackathon

Hackathons are great, but they usually entail getting a bunch of techy people together to build a tech solution without much thought for what it would actually take to implement it in a meaningful way; that’s why we’re calling this the (un)hackathon. We’re aligning this exercise with the Sistech mission: to affect radical change in the technology workplace by challenging the corporate status quo on diversity, inclusion and gender equality matters. These are big, broad and pervasive business problems that require complex, creative and non-traditional solutions from perspectives not typically represented at a hackathon.

Population(s) Served
Women and girls
Adults

Our annual conference is the height of the Sistech member experience; it’s where we offer access to a wholistic range of resources and content in support of women in technology. We focus on practical and taboo topics that aren’t being addressed in your typical women’s tech conference, as well as provide opportunities to improve technical skills.

Lessons from Leaders
Hear the personal journeys from women who’ve been through the trenches and emerged ahead.
Taboo Topics
Openly talk about topics that aren’t being talked about, but desperately need to be.
Technical & Practical Workshops
Keep your skills sharp and broad with focused workshops on a variety of in-demand technologies and best practices. But it’s not all about tech skills; better prepare yourself to deal with the tough and unexpected situations your mandatory HR trainings didn’t teach you.

Population(s) Served
Women and girls
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.

Equip individuals and employers with the knowledge to recognize the many forms and effects of discrimination in the workplace and the tools to neutralize it. And enable and influence employers to actively-practice diversity, inclusion and equality efforts, as well as establish flexible working arrangements that accommodate the needs of working parents.

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 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

  • 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 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, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

The Moxy Foundation
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Operations

The people, governance practices, and partners that make the organization tick.

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lock

Connect with nonprofit leaders

Subscribe

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.

The Moxy Foundation

Board of directors
as of 03/16/2023
SOURCE: Self-reported by organization
Board co-chair

Laura Madsen

Moxy Analytics

Term: 2023 - 2024


Board co-chair

Kirsten Hoogenakker

Dataiku

Term: 2023 - 2024

Pearl Isawumi

Unite Us

Serena Roberts

Moxy Analytics

Tricia Duncan

Salesforce

Laura Madsen

Moxy Analytics

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? No
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • 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? No
  • 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 3/16/2023
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)
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 04/06/2021

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 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 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 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.