Mighty Hero Home Foundation Inc
Because They Deserve Better
Mighty Hero Home Foundation Inc
The people, governance practices, and partners that make the organization tick.
Founder & CEO
Prior to founding Mighty Hero Homes, Drew served in a variety of executive roles with Progressive Insurance for 21 years, helping the company grow from ~$500M in written premium in 1986 to over $13B in 2007. Drew led the creation and implementation of legacy processes for Progressive such as “Immediate Response Claims Service®,” National Total Loss and Salvage Process Centers, Direct Sales Service Centers, Concierge Claims Service® Centers, National Catastrophe Claims Centers, etc. Drew’s organization also led negotiations for and managed national contracts for the Claims organization.
Following, Drew founded and led EXO2 The Heat Inside (2007-2022). The company enjoyed fifteen straight years of profitable growth and emerged as a world leader in the application of heat technologies. Utilizing the company’s unique and proprietary FabRoc™ Heat Technology, EXO2 has earned the favor of Fortune 500 companies, military installations, and international businesses alike.
EVP - Partnerships and RE Development
Derek is a seasoned commercial real estate veteran and has enjoyed a successful career in capital markets (debt/equity), real estate development and investment sales. Related experience includes serving as an investment manager for Traditional Brand Realty Partners, LLC, overseeing real estate transactions and originating debt and equity and serving as a real estate advisor for Selina Hotels, a large international hotel company expanding into the US. Derek also established the regional Los Angeles office for Stan Johnson Company, a national single-tenant net lease advisory and brokerage firm closing over fifty transactions valued at approximately $300 million. Derek began his career working on Wall Street securitizing more than $1.5B in Commercial Mortgaged Backed Securities (“CMBS”) debt. He volunteers his time helping both local and international charities involved in ministering to children, mental health awareness, heart disease, animal refuges, and faith-based missions.
Mighty Hero Home Foundation IncOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Mighty Hero Home Foundation IncBoard of directors
as of 10/24/2023
Board of directors data
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? 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
Equity strategiesLast updated: 10/24/2023
- 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.