Assert Empowerment Self Defense

You Can Be Assertive

Nashville, TN   |  https://www.YouCanBeAssertive.com

Mission

Empowering women, BIPOC, LGBTQ+, & members of marginalized communities to develop and hold healthy relationships, work to end gender, sexual, and race-based violence, and become influencers and leaders in spaces affecting their health and safety but which have silenced and ignored their voices.

Ruling year info

2020

Principal Officer

Mx Lissette C Delgado-Fitzgerald

Main address

4908 Charlotte Pike

Nashville, TN 37209 USA

Show more contact info

EIN

85-2067602

NTEE code info

Safety Education (M40)

IRS filing requirement

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

Communication

Programs and results

What we aim to solve

This profile needs more info.

If it is your nonprofit, add a problem overview.

Login and update

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?

Partnership with The Table Nashville

Program Mission: Bring Trauma-informed, Effective Physical Self Defense to the LGBTQAI Community of Greater Nashville, Tennessee and Beyond

Program Goals:
1. Create a Sustainable Network of Empowerment Self Defense Instructors to Support Outreach into Metropolitan & Rural Communities;
2. Provide Services and Resources to LGBTQAI Community Members in Areas of the State Where Personal Beliefs Vilify and "Other" Vulnerable Community Members;
3. Offer Community Members an Alternative in Personal Defense Training and Education That Is Conscious of the Community's Challenges.

Program Challenges:
1. Trauma and Identity Informed Education: How can we discuss and explore potentially triggering subject matter around personal safety safely?
2. Effective Physical Self Defense: How do we teach effective physical self defense techniques to groups that might be struggling with the expression of their physical identity while strengthening and supporting that identity?
3. Finding Confidence While Finding Self: How can we support and grow community members' self-worth while they explore the questions of who they are vs potentially negative outside judgements and perceptions of who they are expected to be?
4. Self-Sustaining ESD Programs: How can we ensure that the program will have the staffing and other resources necessary to establish, service, and maintain a healthy environment for instructors and participants?
5. Community Outreach: How can we reach out to marginalized communities in more rural, potentially less supportive areas of the state?
6. Building Trust: How do we introduce a new program that is community-informed, culturally relevant, and which can build trust within the community quickly?

Proposed Solutions:
1. Trust-worthy Instructors: No one knows their community better than a community member. By selecting LGBTQAI Leaders to become instructors, program participants can trust that they are seen, heard, and understood.
2. Instructor Networks: By training LGBTQAI Community Leaders to teach Empowerment Self Defense and employing them to do so, as either part-time or full-time hires, we can ensure that Instructors are available to the community.
3. Confidential, Safe Spaces: By holding safe spaces for discovery, students of all ages can honestly and candidly delve into their strengths, vulnerabilities, and power.
4. Full-Time Social Justice: ASSERT ESD is dedicated to the creation and support of Social Justice and ESD careers. Our goal is to create a network of instructors and providers that can reach out to and serve LGBTQAI Community members throughout the state.
5. Simple, Easy-to-Learn Techniques: By teaching effective defensive techniques anchored in everyday movement, we can explore and practice physicality in ways that fit the needs of the individual and the group.
6. Scenario-based Training: Modeling is not enough. Through trauma-informed, scenario-based training, we can afford students the ability to actively explore life experiences through different perspectives and in a safe environment.

By partnering with The Table Nashville, we are able to identify potential instructors, certify them to teach, and hire them as full-time ESD Educators and Social Justice Warriors for their community.

Population(s) Served
LGBTQ people
At-risk youth
Sex workers
Ethnic and racial groups

Where we work

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?

    We serve marginalized communities in the Nashville, TN area, State of Tennessee, and plan to provide services Nationally. These communities include, but are not limited to, BIPOC, LGBTQAI+, At-Risk, and Migrant/ Immigrant Communities and Women and Girls.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes, Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees, 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,

  • 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?

    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 get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, It is difficult to find the ongoing funding to support feedback collection, Many of the communities we serve either lack access to systems with which to respond or fear its use,

Financials

Assert Empowerment Self Defense
lock

Unlock financial insights by subscribing to our monthly plan.

Subscribe

Unlock nonprofit financial insights that will help you make more informed decisions. Try our 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.

Operations

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

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.

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.

Assert Empowerment Self Defense

Board of directors
as of 7/28/2021
SOURCE: Self-reported by organization
Board chair

Mx Lissette Delgado-Fitzgerald

ASSERT Empowerment Self Defense

James Fitzgerald

KSA Martial Academy and ASSERT Empowerment Self Defense

Candace Warner

People3

Cara Tuttle-Bell

Project Safe - Vanderbilt University

Julie Santa-Inez

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 07/28/2021

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
Hispanic/Latino/Latina/Latinx
Gender identity
Non-binary, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 07/28/2021

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.