Preparing neurodiverse students for careers in the drone industry
as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
Nicole, is mom to her son with autism and has a degree in Speech, Language, Hearing Sciences from Metro State University of Denver, also has a personal connection to the neurodiversity community and a deep understanding of the needs and challenges faced by individuals with neurodiversity and their families. She is an effective advocate for this community and serves as a leader in efforts to support their well-being and success, including serving as co-chair of the DEI committee for the city of Commerce City and family co-chair for JFK partners - CU Anschutz.
Nicole's direct connection to and involvement in the neurodiversity community gives her a unique perspective and understanding of the needs and priorities of this community, making her an effective leader in efforts to support and empower individuals with neurodiversity.
Jason San Souci
As an autistic drone scientist with 12 years of experience in the industry, Jason has a unique understanding of the challenges and opportunities that individuals with neurodiversity may face in this field. His professional credentials, including a Master of Engineering from the University of Colorado and certifications as an ASPRS Certified UAS Mapping Scientist, Certified GIS Professional, Level 3 Thermographer, and AUVSI Trusted Remote Pilot, make him well-suited to be a leader in this field.
Jason's direct connection to and involvement in the neurodiversity community gives him a unique perspective and understanding of the needs and priorities of this community, making him an effective leader in efforts to support and empower individuals with neurodiversity.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Neurodiversity WorksBoard of directors
as of 02/21/2023
Board of directors data
Jason San Souci
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 ? Not applicable
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? Yes
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:
The organization's co-leader identifies as:
Race & ethnicity
We do not display disability information for organizations with fewer than 15 staff.
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 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.