AHN Foundation
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AHN Foundation
EIN: 86-3945529
as of October 2024
as of October 15, 2024
Programs and results
What we aim to solve
AHN Foundations mission is to reduce the rates of racism by providing equitable services, health and wellness education, and aid in community capacity building within the Black community. We do this via community capacity building. Community capacity building is when the community is given the power of self-determination. Community capacity building allows them to determine what concerns they have and are empowered to develop and implement programming to reduce the concerns of their community.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Save Black Womens Lives
Save Black Womens Lives through Safe Spaces for Black Women. The Save Black Womens Lives Project is funded by First 5 through their Best Start Network Grant and the State of California, Department of Healthcare Services. This program will provide 150 Black women in Los Angeles County access to safe spaces to discuss their health and wellness concerns with industry leaders and respected professionals. Register here for more information
Where we work
Affiliations & memberships
Alpha Kappa Alpha Sorority, Incorporated - Community Partner Award 2022
Our results
How does this organization measure their results? It's a hard question but an important one.
Total dollars loaned to organizations
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
Learn more about Sustainable Development Goals.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
1. Provide Safe Spaces for Black Women to over 150 Black women in Los Angeles County.
2. Educate physicians nationwide regarding cultural sensitivity and how to provide culturally sensitive healthcare to Black families.
3. Execute health education programs for underserved communities.
What are the organization's key strategies for making this happen?
1. Provide Safe Spaces for Black Women to over 150 Black women in Los Angeles County.
Strategy - Develop sister circles where Black women receive support services in a group setting.
2. Educate physicians nationwide regarding cultural sensitivity and how to provide culturally sensitive healthcare to Black families.
Strategy - Collaborate with two healthcare organizations and clinics to provide health education to physicians
3. Execute health education programs for underserved communities.
Grow our partnerships with healthcare organizations to expand our reach.
What are the organization's capabilities for doing this?
1. Provide Safe Spaces for Black Women to over 150 Black women in Los Angeles County.
Strategy - Develop sister circles where Black women receive support services in a group setting.
Capabilities - AHN Foundation is a trusted partner within the Black community. This relationship affords us the opportunity to develop and execute culturally sensitive programming that is accepted within the Black community.
2. Educate physicians nationwide regarding cultural sensitivity and how to provide culturally sensitive healthcare to Black families.
Strategy - Collaborate with two healthcare organizations and clinics to provide health education to physicians
Capability - We've developed a comprehensive curriculum to provide culturally sensitive education.
3. Execute health education programs for underserved communities.
Strategy - Grow our partnerships with healthcare organizations to expand our reach.
Capability - Our leadership is built of MSWs and MPHs who have collectively over 20 years of experience in providing healthcare services to marginalized communities.
Progress - We have two contracts with a healthcare plan in Los Angeles County and provide classes 6 times per week to community members in underserved communities.
What have they accomplished so far and what's next?
1. Provide Safe Spaces for Black Women to over 150 Black women in Los Angeles County.
Strategy - Develop sister circles where Black women receive support services in a group setting.
Capabilities - AHN Foundation is a trusted partner within the Black community. This relationship affords us the opportunity to develop and execute culturally sensitive programming that is accepted within the Black community.
Progress - We have met 50% of our goal, which is to be completed by June 2024
2. Educate physicians nationwide regarding cultural sensitivity and how to provide culturally sensitive healthcare to Black families.
Strategy - Collaborate with two healthcare organizations and clinics to provide health education to physicians
Capability - We've developed a comprehensive curriculum to provide culturally sensitive education.
Progress - We have completed several classes and series across the country.
3. Execute health education programs for underserved communities.
Strategy - Grow our partnerships with healthcare organizations to expand our reach.
Capability - Our leadership is built of MSWs and MPHs who have collectively over 20 years of experience in providing healthcare services to marginalized communities.
Progress - We have two contracts with a healthcare plan in Los Angeles County and provide classes 6 times per week to community members in underserved communities.
Financials
Revenue vs. expenses: breakdown
Financial data
AHN Foundation
Balance sheetFiscal Year: Jan 01 - Dec 31
The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Chief Executive Officer
Mrs. Alicia Coulter MPH, MSW
Alicia is the CEO and co-founder of the AHN Foundation, a nonprofit organization committed to empowering Black women by offering them the sanctuary they deserve. The idea for these spaces was born from Alicia's own experiences in corporate America, where she often felt unsafe simply because of her identity as a Black woman.
Born and raised in South Central Los Angeles, Alicia knows the importance of giving back to her community. She now resides in the suburbs of Los Angeles County with her husband of 22 years and their three amazing daughters. Her dedication to her family is matched only by her commitment to improving the world.
Alicia earned a masters degree in social work from California State University Dominguez Hills with an emphasis in Critical Race Theory. Alicia also earned her masters degree in public from the University of California, Los Angeles, and is a Proud Bruin!
AHN Foundation
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
AHN Foundation
Board of directorsas of 12/28/2023
Board of directors data
Mrs. Alicia Coulter
Chad Coulter
Los Angeles Unifeid School District
Brittney Murray
Mogul Behaviour
Kara Coulter
Student - Youth Leader
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? 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
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
Transgender Identity
Sexual orientation
Disability
No data
Equity strategies
Last updated: 12/28/2023GuideStar 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 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.
- 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.