Breast Cancer Solutions
Eliminating barriers * Enabling access * Extending lives
Breast Cancer Solutions
as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
Jennifer Anderson has worked in the breast cancer community since 2001. She served as a patient navigator at the UCI Chao Family Comprehensive Cancer Center and the Breast Center Coordinator at Mission Hospital. Prior to working in hospital settings, she conducted research at San Diego State University in the area of family communication and cancer after earning her Masters degree in health communication. She has co-authored articles about communication and cancer in academic journals and presented research findings at regional and national conferences. Her involvement with Breast Cancer Solutions began in late 2001 when she was approached to serve as a volunteer, then shortly thereafter, joined the Board of Directors. In her 6 year tenure on the board, she served as Director of Marketing and Board Chair. In 2009, she left the hospital setting and joined the staff as Program Director. In June 2013, she became the Executive Director.
Number of employees
Source: IRS Form 990
Breast Cancer SolutionsOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Breast Cancer SolutionsBoard of directors
as of 02/21/2023
Board of directors data
Santa Ana Police Department
Western University of Health Sciences
St. Joseph Healthcare System
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? No
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 02/21/2023
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
- 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 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 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 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.