Intune Mother Society
Community-Based Workforce Innovation Program -Building A Workforce For The Future Of Reproductive Well-Being
Intune Mother Society
EIN: 83-2403226
as of September 2023
as of September 18, 2023
Mission
Supporting women, teens, and families in a sustainable way through preconception, pregnancy and postpartum periods of human development
Ruling year
2019
Principal Officer
Mrs. RaShaunda Lugrand
Co Principal Officer
Mr Melvin Lugrand
Main address
PO BOX 55803
Del City, OK 73155 USA
EIN
83-2403226
Arts and culture
Natural resources
Human services
Population served
Children and youth
Young adults
Women and girls
Men and boys
Families
NTEE code
Human Service Organizations (P20)
Natural Resource Conservation and Protection (C30)
Arts, Cultural Organizations - Multipurpose (A20)
IRS subsection
501(c)(3) Public Charity
IRS filing requirement
This organization is required to file an IRS Form 990-N.
Communication
Programs and results
What we aim to solve
The largest demographic living in poverty in Oklahoma City are Females between ages 15 -44
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Beehive Birth Consulting
Beehive Birth Consulting (BBC) is an ongoing program that helps women have healthy reproductive options regarding preconception, pregnancy, postpartum, parenting, breastfeeding, and mental health outcomes. Working with our BBC Consultants families receive health education and consulting during their reproductive life journey through the first two childbearing years including breastfeeding and interconception care. This includes programs for fathers and partners to engage in the overall well-being of the childbearing family dynamic.
Sustainable Familyhood
Sustainable Familyhood Series provides space for community-led storytelling. Using personal narrative to connect members to quality, culturally-congruent, engagement that centers the whole family through innovative techniques and practical resources (i.e., storytelling, documenting research, and self-determination.) This program is the capstone of our work, which is designed to share knowledge of best practices for mothers/fathers and babies and support informed choices through a social performance lens, by changing the stories we share, while challenging the way we support African American birthing families.
SOIL GrassRoots Academy
SOIL GrassRoots Academy exists to contribute to the grassroots development and cultivation of fertile young minds in diverse communities. By creatively inspiring an eagerness to model sustainable lifestyles, through deliberately organized, experimental, creative, and imaginative approaches to Prek12 education.
Empowering diverse families to be in-tune to the process of a fulfilled homeschool experience through creating an environment that supports a family’s right to teach freely in a home-based ambiance ~ where learning can be observed and not controlled… witnessed... yet not withheld.
All while building on the innate strength of familial values and self-directed learning styles in an online and offline environment.
Pathways Program
A Community-Based Approach to Culturally Centered Perinatal Education offering a career opportunity that supports teen, women, and childbearing families with Holistic Reproductive Health Education.
The InTune Mother Society is expanding its reach and capacity to serve the childbearing community. Our training opportunities provide a full-spectrum Perinatal Wellness Coach Certification® that is registered through the Central Oklahoma Workforce Innovation Board (COWIB) and The Oklahoma Department of Labor (DOL).
Our 12-Month Program works to uplift Healing Justice and Anti-Racism, by identifying the need to offer innovative ways and solutions to support underrepresented childbearing populations. In doing so, we have designed this educational program model to be holistically responsive to ecological practices that intervene in the structural violence and trauma to reproductive health and overall perinatal well-being as a statewide initiative as well as international.
Where we work
External reviews
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
We exist to create sustainable solutions for childbearing families in low-income, underrepresented communities that is focused on eliminating social barriers as it relates to environment, eduction, entrepreneurship, economics, and empowerment for people of color.
What are the organization's key strategies for making this happen?
Provide community-based training for perinatal wellness skills and competencies which allows for community health workers to be able to work independently in the field, or as part of an organization or agency both online and offline to serve the childbearing community as a viable workforce through the Pathways Program.
What are the organization's capabilities for doing this?
TIMS is structured as a community-based program, that is collectively led by its founding participants which are predominantly Black/Indigenous/People of Color (BIPOC). RaShaunda is the Program Director of Education and also currently enrolled in Anthropology and Biodiversity program studying Medical Anthropology and Sustainability and how lack of culturally centered education affects reproductive health outcomes at a community level. She is pursuing her Graduate degree under the advisement of Melissa Cheyney, Ph.D., CPM, LDM online at Oregon State University and is supported by colleagues in the industry to bring her goals to full capacity.
What have they accomplished so far and what's next?
Over the past four years, TIMS has managed over $280K in personal funding, grants, and in-kind donations, and labor-intensive contributions. We were recently awarded $10,000 in funding from the Department of Labor to position our Perinatal Wellness Agency to be able to scale-up from an underfunded program to a well-supported and sustainable apprenticeship business model. Project results will create a new marketplace for Wellness Coaches and Consultants.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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 inform the development of new programs/projects, To strengthen relationships with the people we serve
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Which of the following feedback practices does your organization routinely carry out?
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for 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
Financials
Financial data
Intune Mother Society
Revenue & expensesFiscal Year: 2021
SOURCE: Self-reported by organization
| Revenue | |
|---|---|
| Contributions, Grants, Gifts | $27,000 |
| Program Services | $0 |
| Membership Dues | $0 |
| Special Events | $260 |
| Other Revenue | $0 |
| Total Revenue | $27,260 |
| Expenses | |
|---|---|
| Program Services | $15,000 |
| Administration | $8,000 |
| Fundraising | $600 |
| Payments to Affiliates | $400 |
| Other Expenses | $800 |
| Total Expenses | $24,800 |
Intune Mother Society
Balance sheetFiscal Year: 2021
SOURCE: Self-reported by organization
| Assets | |
|---|---|
| Total Assets | $8,300 |
| Liabilities | |
|---|---|
| Total Liabilities | $4,600 |
| Fund balance (EOY) | |
|---|---|
| Net Assets | $4,100 |
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Principal Officer
Mrs. RaShaunda Lugrand
RaShaunda is a wife of 13 years, and mother of four male children. She began her studies in 2008. Her expertise is derived from a spiritual, non-medical background. A student of Anthropology, Philosophy, Neurolinguistics (NLP), and Hypnosis, she facilitates space for deeper understanding of language inclusion, which creates road-maps to progressive ideas, beginning with reproductive health. She holds multiple certifications in birth work i.e., breastfeeding, postpartum care provider, comfort measure specialist, to name a few. She is currently breastfeeding her fourth son as she recently gave birth at home in July of 2018. RaShaunda loves to facilitate training opportunities, classes, and workshops for aspiring birth workers and expectant families alike.
Co Principal Officer
Melvin Lugrand
Melvin Lugrand (BA) - is the co-founder of The InTune Mother Project. He is a husband of 13 years, dedicated father, and homebirth maverick. Melvin is founder of The MELS Project (Men of Extraordinary Leadership), which is focused on expanding the male presence in childbirth among all men, yet his passion is in raising the frequency of how African American men, are viewed in their role as the father figure. Melvin holds his BA in Business Management and a Certificate in Inspiring Leadership through Emotional Intelligence. He is a Certified Fatherhood Coach and Mentor. His expertise in finance and customer relations spans over 20 plus years. His mission is to help men recognize the power of their own voices in the world of perinatal health and child wellness.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Intune Mother Society
Board of directorsas of 05/31/2023
Board of directors data
Mrs. RaShaunda Lugrand
The InTune Mother Society
Term: 2017 -
Mr. Melvin Lugrand
The InTune Mother Society
Term: 2017 -
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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 ? Yes -
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? Yes
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Gender identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 12/01/2020GuideStar 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.
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