PLATINUM2024

PABNEEG

Building a culturally vibrant Hmong and BIPOC community.

Northglenn, CO   |  https://www.pabneeg.org

Mission

Our aim is to construct a thriving Hmong and BIPOC community by addressing the underlying issues of poverty, racism, and discrimination and providing educational and economic assistance to those in need. It is imperative that those most impacted by these challenges have a say, access to resources, power, and options to effect significant social changes within our community.

Notes from the nonprofit

Pab Neeg means helping people in the Hmong language. Our vision is to have victims, survivors, and those in poverty achieve liberty and dignity.

Ruling year info

2022

Interim Executive Director

Yang Lor

Main address

10451 Huron St. #102

Northglenn, CO 80234 USA

Show more contact info

EIN

87-3464924

NTEE code info

Ethnic/Immigrant Services (P84)

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

Our local mission is to address the root causes of domestic violence, poverty, racism, and discrimination and provide educational and economic support to our community. Individuals who are most affected by these challenges need to have the voice, power, resources, and options to make significant social changes in our local community.

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?

Actions Against Hate Workshop

During the workshop, you'll learn how to establish community-centered approaches for public awareness, education, and prevention of hate crimes. We'll teach you how to develop community-informed models for responding to hate speech and incidents, as well as facilitating reconciliation and community healing. By the end of the workshop, you'll have a better understanding of how to support civil rights organizations and community-based organizations in their efforts to combat hate crimes. You'll also learn about the importance of community involvement in addressing hate crimes, and how to increase victim reporting. This program is designed to promote community awareness and preparedness, so you'll leave the workshop with the tools you need to make a difference in your own community.

Population(s) Served
Ethnic and racial groups

Where we work

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 hours of training

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Our goal is to provide educational and economic development to our local community to bring social, cultural, educational, and economic change and use those experiences to establish meaningful and sustainable development for Hmong and other marginalized people in the community & internationally.

The following five overarching strategies will inform PABNEEG’s goals for the next three years.

1. Concentrate our efforts and resources on assisting those who are at-risk, vulnerable, or disproportionately affected in our community. Individuals with low incomes, persons of color, victims of domestic abuse, and other disadvantaged groups have the least access to preventative and treatment programs.

2. Increase our collaboration efforts and take a more active role in organizing meetings focused on advocacy initiatives, succession by including the younger generation, and resource expansion through strategic partnerships. To guarantee that resources and funds are allocated to us in the future, we must enhance our public policy leadership. Recognizing that we cannot achieve this alone, we will collaborate with a diverse range of commercial, nonprofit, and public sector organizations.

3. Services will be limited to serving those in the local Hmong and BIPOC Colorado community and preestablished international collaborators. Many causes have approached us from other community groups that have requested we expand our services to include them. While there are unmet needs that we may be able to meet with our current resources, we will not be able to expand beyond these communities without risking the services we are already delivering with our current capacity. We plan to review this topic in three years, but for the time being, PABNEEG can best serve the community by not expanding our services until we have the staff to do so after careful review.

4. Invest in employees and infrastructure to strengthen our program support capabilities. Our most important resource will be our employees. Several interviews with clients and community partners reaffirmed our volunteers' excitement and competency. They have discussed how much more effective we could be if we had employees. We are dedicated to recruiting employees with reasonable compensation and benefits. Our goal is to sustain an adequate workforce number. While we've made strides in administration, technology, and the formalization of processes in recent years, we still need to invest in infrastructure to support current and future operations.

5. To fully support our clients and staff, we need to broaden and diversify our funding sources. We intend to gain further assistance from various sources, including individuals, during the following three years. Our board has prioritized this, dedicated to serving as a role model for individual donors.

The organization provides services for domestic violence victims, hate victims, youth, and immigrants. While going through these programs, clients and students can access the eLearning courses to gain the skills they need for jobs that offer a living wage, benefits, and opportunities for advancement.

Our work will be carried out by those who believe in social change and want to be a part of something bigger and better for the world's marginalized people and the Hmong community, both locally and internationally.

Our work so far includes:

Hmong Asian Hate Report Hotline in Colorado in collaboration with actionagainsthate.org
Domestic Violence awareness, prevention, and support for victims and survivors
eLearning online courses for students and clients
Small Business Incubators
Hmong Cultural Awareness Presentations
Collaborative Community Partnerships to increase resources for our community
Immigration referrals

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 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, The people we serve tell us they find data collection burdensome, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

PABNEEG
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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

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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.

PABNEEG

Board of directors
as of 02/09/2024
SOURCE: Self-reported by organization
Board chair

Khai Lor

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 2/9/2024

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
Asian/Asian American
Gender identity
Female
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 04/16/2022

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 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.