Dahlias Hope Non Profit Inc
Dahlias Hope Non Profit Inc
The people, governance practices, and partners that make the organization tick.
Chief Operating Officer
Prior to joining Daliah’s Hope, Amanda oversaw the daily operations, human resources, and financial compliance at State Policy Network. She also led a nation-wide network of senior operations leaders where she facilitated educational, professional development, and networking opportunities.
Amanda Meyer is a graduate of the College of Fine Arts and Communications at Brigham Young University and holds a Master of Public Administration from the University’s Romney Institute of Public Management. She is also a Certified Professional in Human Resource Management through the Society for Human Resource Management.
In her free time, you can find Amanda at getting her hands dirty in the garden, snacking on buttery popcorn at the local Cinemark, or cheering for her three eye-rolling athletes as a proud mom.
Number of employees
Source: IRS Form 990
Dahlias Hope Non Profit IncOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Dahlias Hope Non Profit IncBoard of directors
as of 08/10/2023
Board of directors data
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: 06/22/2023
- 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.