Dana Thompson Memorial Fund of Awesome

#BeLikeDana

Portland, OR   |  http://www.DTMFA.org

Mission

In loving memory of Dana L. Thompson, December 31, 1977 - July 18, 2019 // Dana Thompson, a Black woman who sang in a punk rock band, was best known for her role as Lt. Uhura in Portland’s Trek in the Park. To honor her memory, we provide scholarships for Black girls and Black children who are transgender or nonbinary to attend Rock ‘N’ Roll Camp for Girls and pursue opportunities in music and the arts. Our mission is to keep Dana Thompson’s young, vibrant warrior spirit alive by helping to diversify the arts scene and empower the next generation. // Black Lives Matter.

Ruling year info

2019

Board president

Christine Claringbold

Secretary

Katie Clements

Main address

3850 SE 82nd Ave # 90881

Portland, OR 97266 USA

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EIN

84-3553645

NTEE code info

Public Foundations (T30)

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?

Scholarships to Rock'n'Roll Camp for Girls

Providing full scholarships for Black youth to attend Rock'n'Roll Camp for Girls, a week-long summer empowerment program in Portland. Also providing supports and stipends for families to help overcome barriers they face when sending their kids to camp.

Population(s) Served
Children and youth
People of African descent

Where we work

Affiliations & memberships

Black American Chamber of Commerce 2020

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adolescents, Children, People of African descent, Young women, Transgender people

Related Program

Scholarships to Rock'n'Roll Camp for Girls

Type of Metric

Input - describing resources we use

Direction of Success

Holding steady

Context Notes

We contracted with Empress Rules Equity Consulting to conduct two DEI trainings in 2020 for our board and volunteers and for the board and staff of Rock 'n' Roll Camp for Girls.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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?

    Children ages 9-17 who are Black and identify as girls, nonbinary, or transgender, and their families.

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

    Electronic surveys (by email, tablet, etc.), 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?

    Recently feedback from a participant resulted in a change in the leadership of our board.

  • With whom is the organization sharing feedback?

    Our board, Our community partners,

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

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback,

Financials

Dana Thompson Memorial Fund of Awesome
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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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Dana Thompson Memorial Fund of Awesome

Board of directors
as of 5/19/2021
SOURCE: Self-reported by organization
Board chair

Christine Claringbold

Eye Pop Art

Term: 2019 - 2022

Katherine Clements

Charles Claringbold

Tahkiya Green

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? 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 04/15/2021

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

Leadership

The organization's leader identifies as:

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

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)

Race & ethnicity

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

Equity strategies

Last updated: 04/15/2021

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 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.