NARIKA
Changing the way we live. Violence Free.
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Toll-Free Domestic Violence Crisis Helpline
Narika’s Crisis Helpline provides support and assistance to callers via free domestic violence counseling. Our team of trauma-trained, bilingual advocates perform a holistic needs assessment and connect callers to community resources, such as emergency shelters, pro bono legal and mental health services, jobs, and transitional housing. Calling for help requires incredible courage; Narika honors that courage with compassion and provides resources for safety. The helpline has the capacity to serve clients in Hindi, Urdu, Gujarati, Bengali, Punjabi, Telugu, Marathi, Malayalam, Tamil and Kannada, languages often neglected by other crisis response systems.
SEED Job Training Program
Narika provides free, culturally responsive job training and financial literacy session targeting both domestic violence survivors, low-income communities, and immigrant and non-immigrant women who have never entered the workforce. The intention of this program is to empower economically disadvantaged women and prevent them from entering or re-entering the cycle of abuse out of financial dependency.
HEAL Wellness Program
Narika's HEAL Wellness Program is designed to provide a safe space to foster self-care, confidence and mental wellbeing in survivors of domestic violence who are otherwise burdened by childcare, single parenthood, mental health issues and trauma from abuse. Survivors learn crucial wellness practices like meditation, art & dance therapy, yoga, self-defense, theater, and lessons on assertiveness.
Community Outreach & Prevention
Narika recognizes that domestic violence is a complex, deeply-rooted public health crisis borne from many cultural, legal and societal forces. Narika hosts interactive workshops and conducts domestic violence advocacy trainings to empower youth and adults to understand healthy relationships, boundaries, consent, safety planning and the intersections of gender, race, religion, culture, sexual orientation and immigration status on domestic violence. This program emphasizes the South Asian and immigrant communities.
Food Justice Program
Narika ensures no survivor of domestic violence is food-insecure or unable to provide for their children by providing weekly grocery assistance to survivors fleeing abuse. Survivors and their families receive hot food, groceries, household and hygiene supplies and any necessary educational and work-related items and clothing.
Where we work
External reviews

Photos
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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 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
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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, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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
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Connect with nonprofit leaders
SubscribeBuild 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.
NARIKA
Board of directorsas of 11/02/2021
Seema Mittal
Seema Mittal
Architect, Design Principal and Founder, Perspectives Design, Inc Architecture Planning Interiors
Ranjan Sinha
CTO of Data Platform Engineering, IBM Gurshaan Chattha, Immigration Attorney, Chugh LLP
Sanjay Singh
Senior Business and Technology Executive, Secretary
Manju Mishra
Board Member of various non profits
Geetha Panchapakesan
Manager, PayPal
Surabhi Jain
Product Lead, PayPal
Rima Chakraborty
Advisor, JP Morgan Chase
Swetha Gopalakrishnan
Legal Consultant, Chugh LLP
Vanita Aggarwal
Kaiser Permanente
Sajeena Warrier
McAfee
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? Not applicable -
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
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
Gender identity
Sexual orientation
Disability
No data
Equity strategies
Last updated: 10/12/2021GuideStar 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
- 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 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.