PrismaCorp Foundation, Inc.

Columbus, OH   |
GuideStar Charity Check

PrismaCorp Foundation, Inc.

EIN: 32-0702785


PrismaCorp Foundation, Inc. is a 501(c)(3) non-profit organization dedicated to providing mental health services to those in need through outreach, events, and resources.

Ruling year info



Callie Borgerding


Kat Aldaine

Main address

4182 Worth Ave

Columbus, OH 43219 USA

Show more contact info



Subject area info

Mental health care

Mental and behavioral disorders

Independent living for people with disabilities

Patient social services

Population served info

Children and youth


LGBTQ people

Women and girls


Show more populations served

NTEE code info

Patient Services - Entertainment, Recreation (E86)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

This organization is required to file an IRS Form 990-N.



Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?


A 3-4 day anime and pop culture convention that features cosplay, panels, workshops, vendors, and guests from the industry. PrismaCon is a vibrant and colorful celebration of anime and pop culture, where you can express yourself, learn new things, and meet new friends. PrismaCon also features charity auctions, concerts, and parties, where you can donate and have a blast.

Population(s) Served

A 24-hour LAN competition that takes place bi-annually, where gamers can compete in various tournaments and challenges, and win prizes and trophies. PrismaLAN is a fun and exciting way to showcase your gaming skills, meet other gamers, and support mental health. PrismaLAN also features live streams, raffles, and auctions, where you can donate and win amazing items and experiences.

Population(s) Served

A formal gala that celebrates the achievements and contributions of the fandom community, and honors the donors and sponsors who support our cause. PrismaBall is a glamorous and elegant affair, where you can dress up, dine, and dance. PrismaBall also features awards, speeches, and performances, where you can appreciate and applaud the people who make fandom a force for good.

Population(s) Served

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of print, radio, or online ads developed

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success


Context Notes

We officially launched our campaigns and website in December 2023.

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Raising awareness about the importance of mental health and the role of fandom in promoting mental health.
Providing mental health services to those in need through outreach, events, and resources.
Celebrating the diversity and creativity of fandom and promote inclusivity and compassion.
Raising funds for mental health causes and support mental health initiatives.
Creating a community of fans who share a passion for mental health and well-being.
Collaborating with other organizations and stakeholders to advance advocacy and policy.

Strategies to achieve these goals include developing social media campaigns, partnering with mental health organizations and influencers, hosting webinars and workshops, establishing partnerships with mental health clinics and schools, organizing mental health events and activities, creating online resources, developing a code of conduct for fandom events, highlighting diverse voices and perspectives in fandom, launching fundraising campaigns, partnering with companies and brands, creating mentorship and leadership programs, establishing partnerships with government agencies and policymakers, conducting surveys and research studies, and developing metrics and evaluation tools.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time


PrismaCorp Foundation, Inc.


The people, governance practices, and partners that make the organization tick.

Form 1023/1024 is not available for this organization


Callie Borgerding


Kat Aldaine

There are no officers, directors or key employees recorded for this organization

There are no highest paid employees recorded for this organization.

PrismaCorp Foundation, Inc.

Board of directors
as of 04/05/2024
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Callie Borgerding

Kaitlin Peeples

Lauren Preston

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does 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 oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Not applicable
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 12/5/2023

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
Gender identity
Female, Transgender
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

The organization's co-leader identifies as:

Race & ethnicity
Gender identity
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation


Equity strategies

Last updated: 12/05/2023

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.
Policies and processes
  • 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.