Public, Society Benefit


Supporting careers in aviation, aerospace, STEM and beyond...

aka TASF

Los Angeles, CA


The mission of the Tuskegee Airmen Scholarship Foundation (TASF) is to honor the legacy of the Tuskegee Airmen by providing motivation, access and scholarships to assist financially and academically deserving students in the pursuit of careers in aviation, aerospace, STEM and beyond.

Ruling Year


Executive Director

Edward H Grice

Main Address

1816 S. Figueroa Street, #L5

Los Angeles, CA 90015 USA


scholarships, financial assistance, student financial aid





Cause Area (NTEE Code)

Military/Veterans' Organizations (W30)

Scholarships, Student Financial Aid, Awards (B82)

IRS Filing Requirement

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Programs + Results

What we aim to solve New!

Tuskegee Airmen Scholarship Foundation (TASF) with its mission of providing motivation, access, and scholarships to financially and academically deserving students, seeks to expand educational opportunities for under-resourced students. With 57 Tuskegee Airmen Chapters in 34 states in the US and Virgin Islands, TASF works with local chapters to identify high performing students and provide them with critical financial assistance. These one-time gifts are designed to reduce financial barriers to a college education and move students one step closer to earning degrees in aviation, aerospace, STEM, and beyond.

Educational attainment is more important to economic success than ever before. The share of jobs that require postsecondary education has doubled over the last 40 years. As more jobs require more education, workers with only a high school diploma are finding it increasingly difficult to enter the middle class.

Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

Fly Right STEM Scholars

Where we workNew!

Charting Impact

Five powerful questions that require reflection about what really matters - results.

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have and haven't they accomplished so far?

Alleviating the financial pressures of getting into college is our goal. The benefits of postsecondary education are well documented and have major implications for economic growth, equality, and social mobility. Getting a postsecondary credential leads to greater lifetime earnings, lower unemployment, and lower poverty. Over the course of one's working lifetime, the median earnings of bachelor's degree recipients are 65 percent higher than median earnings of high-school graduates. College graduates are also more likely to find a job; the unemployment rate for bachelor's degree recipients is half the unemployment rate of high school graduates.

In response to the growing earnings gap between those with and without postsecondary education, a report from the Pew Economic Mobility Project remarked that, “unless something is done to boost the number of young people earning postsecondary credentials, millions of Americans will continue to be limited in their economic mobility." Without a college degree, children born in the lowest fifth of the income distribution children have a 45 percent chance of staying in the bottom, and just a 5 percent chance of moving to the top. Yet when these same children go on to earn a college degree, their chances of making it to the top nearly quadruple, and their chances of moving out of the bottom increase by 50 percent. TASF works to inform the public about the deficiencies that currently exist surrounding minority participation in college and the workplace. We work with the Combined Federal Campaign (CFC) to encourage workplace giving and regularly solicit the 3,000 plus members and friends of the Tuskegee Airmen community to support high school graduates desiring to enter college.

TASF has an investment fund of $2.1 million which supports its scholarships. Members of the Finance committee oversees the fund to ensure maximum financial benefit. A well-balanced portfolio ensures that capital is available for educational support and the organization has adequate resources for sustainability.

The percentage of African-Americans earning STEM degrees has fallen during the last decade. STEM barriers are not unique to black people. The United States does not produce as high a proportion of white engineers, scientists and mathematicians as it used to. Women and Latinos also lag behind white men. Black people are 12 percent of the U.S. population and 11 percent of all students beyond high school. In 2009, they received just 7 percent of all STEM bachelor's degrees, 4 percent of master's degrees, and 2 percent of PhDs, according to the National Center for Education Statistics. From community college through PhD level, the percentage of STEM degrees received by blacks in 2009 was 7.5 percent, down from 8.1 percent in 2001.

The numbers are striking in certain fields. In 2009, African-Americans received 1 percent of degrees in science technologies, and 4 percent of degrees in math and statistics. Out of 5,048 PhDs awarded in the physical sciences, such as chemistry and physics, 89 went to African-Americans -- less than 2 percent (Source: News One).

One of the reasons for fewer blacks going into STEM is the lack of role models. For a black kid in high school, he or she hears of other blacks getting multi-million dollar contracts for going into sports and entertainment, not the STEM field. There is little media attention given to academics versus the amazing kids who can run faster, jump higher, or score the most points in any athletic field. Consequently, minorities in general have few stories that point them in the direction of STEM. Although George Washington Carver, a black scientist, drew national acclaim, his story seems irreverent in the sight of temporary youth. Google the word "scientist" and the images that are returned are of white men; on the other hand, doing the same with the word "athlete" produces black images in a range of sports. In the area of biological and biomedical sciences, where 6,957 PhDs were awarded in 2009; only 88 went to black men -- that's 1 percent; 176 went to black women. TASF will know it is making a difference when we see the number of women and minorities start to climb and become competitive in the marketplace.

Each year TASF provides 40 or more $1,500 scholarships to students across the US entering their first year of college. Since its inception, TASF has provided over 1,400 scholarship awards totaling nearly $2 million. In cooperation with individual donors and corporate sponsors TASF's desire is to increase the size and number of scholarships, becoming more competitive with today's increasing costs of a college education. In 2017 Edison International provided grants to increase STEM grants from $1,500 to $2,500. Aerospace corporations such as Boeing, Northrop Grumman and Lockheed Martin has provided ongoing support, however, it is not adequate to keep up with rising educational costs; more is needed.

External Reviews



Fiscal year: Jan 01 - Dec 31

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

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Board Leadership Practices

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SOURCE: Self-reported by organization


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?



Has the board conducted a formal, written assessment of the chief executive within the past year?



Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?



Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?



Has the board conducted a formal, written self-assessment of its performance within the past three years?


Organizational Demographics

In order to support nonprofits and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to advance diversity, equity, and inclusion in philanthropy—in creating a questionnaire. This section is a voluntary questionnaire that empowers organizations to share information on the demographics of who works in and leads organizations. To protect the identity of individuals, we do not display sexual orientation or disability information for organizations with fewer than 15 staff. Any values displayed in this section are percentages of the total number of individuals in each category (e.g. 20% of all Board members for X organization are female).

SOURCE: Self-reported by organization


Race & Ethnicity

Sexual Orientation

This organization reports that it does not collect this information for Board Members.


This organization reports that it does not collect this information for Board Members.

Diversity Strategies

We track retention of staff, board, and volunteers across demographic categories
We track income levels of staff, senior staff, and board across demographic categories
We track the age of staff, senior staff, and board
We track the diversity of vendors (e.g., consultants, professional service firms)
We have a diversity committee in place
We have a diversity manager in place
We have a diversity plan
We use other methods to support diversity