SAFE HOUSE PROJECT INC
Uniting to Eradicate Sex Trafficking in the U.S. by 2030
SAFE HOUSE PROJECT INC
as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
Kristi Wells is a co-founder and has served as the Chief Executive Officer of Safe House Project for three years. Prior to Safe House Project, Kristi spent 12 years in marketing and advertising with Gannette Co. and Tribune Media. Kristi has a bachelors on Journalism from Texas Christian University. She is a military spouse, mother of three and an ardent defender of the vulnerable.
Chief Operations Officer
Brittany Dunn has the honor of serving in leadership with Safe House Project as the Chief Operations Officer. As a co-founder of the organization, she has served in this position for 3 years. Prior to Safe House Project, Brittany Dunn spent 10 years in International Business Development at CareerBuilder.com working internationally. Brittany Dunn has a B.A. in Economics and English from Wellesley College. She graduated top of her class with an MBA from Thunderbird School of Global Management. She is a member of Beta Gamma Signma, Pi Sigma Alpha, Wellesley Alumnae Association, the Naval Officers' Spouses Club, and is an active member in her church. Brittany received the CEO Circle Award from Thunderbird School of Global Management,. She is a military spouse, mother of two, lifelong learner, world traveler, and protector of the vulnerable.
Number of employees
Source: IRS Form 990
SAFE HOUSE PROJECT INCOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
SAFE HOUSE PROJECT INCBoard of directors
as of 03/14/2023
Board of directors data
Safe House Project
Term: 2023 -
Kenneth D Walker
Chairman and CEO Driven Brands, Inc. Chairman
CEO, Safe House Project
Vice President, Centura College
President, Virginia Asset Group
Board Member Emeritus
NTT DATA Services
Managing Partner of Sparrow Nonprofit Solutions
Partner at The Martin Navarre Wealth Management Group of Wells Fargo Advisors
Vice President of Emergency and Urgent Care Services, Ascension
Social Entrepreneur & Executive Leader
John Allen Waldrop
Waldrop & Colvin
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? Not applicable
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: 01/31/2023
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 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.