GOLD2023

Hues Women's Health Advocacy Institute

Promoting Health Equity for Women of Every HUE

Beavercreek, OH   |  www.hueswomenshealthinstitute.com
GuideStar Charity Check

Hues Women's Health Advocacy Institute

EIN: 88-3371178

Mission

Our mission is to increase and maintain health equity for women of color by promoting advocacy, creating opportunities for intergenerational conversations, and engaging in inclusive research about health and wellness.

Ruling year info

2022

Founder, Executive Director, Board Chair

Dr. Nicole Carter

Main address

2312 Bluewing Dr

Beavercreek, OH 45431 USA

Show more contact info

EIN

88-3371178

Subject area info

Health

Public health

Population served info

LGBTQ people

Heterosexuals

Women and girls

Ethnic and racial groups

Immigrants and migrants

Show more populations served

NTEE code info

Public Health Program (E70)

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

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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?

Blooming Circle of Advocates Institute

The Institute is a 7-Week Certification course designed for medical, health, and wellness professionals interested in transforming the advocacy efforts and practices provided to women of color.

Population(s) Served
Ethnic and racial groups
People with disabilities
People with diseases and illnesses
Pregnant people
Women and girls

Where we work

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • Who are the people you serve with your mission?

    Adult women (cis and trans) who identify as Women of Color. Women of Color refers to women of all shades of color and all walks of life and experiences, who have been historically and systematically marginalized and excluded because of their race, ethnicity, and/or the color of their skin.

  • 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, To understand people's needs and how we can help them achieve their goals

  • What significant change resulted from feedback?

    Our organization is developing an Smartphone app. We recognize that while a Smartphone app might seem accessible, for those who don't have access to internet to access certain components of the app. In addition, considerations for people who have difficulty reading and difficulty seeing were mentioned. As a result, the protoype includes the ability to use the app offline. Likewise, the app features the ability to listen to the text and will include technology for users with dyslexia and ADHD.

  • 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 tell the people who gave us feedback how we acted on their feedback

  • 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

Financials

Hues Women's Health Advocacy Institute

Financial data

SOURCE: Self-reported by organization

Hues Women's Health Advocacy Institute

Revenue & expenses

Fiscal Year: 2023

SOURCE: Self-reported by organization

Revenue
Contributions, Grants, Gifts $10,000
Program Services $0
Membership Dues $0
Special Events $0
Other Revenue $0
Total Revenue $10,015
Expenses
Program Services $4,600
Administration $1,200
Fundraising $0
Payments to Affiliates $0
Other Expenses $0
Total Expenses $5,800

Hues Women's Health Advocacy Institute

Balance sheet

Fiscal Year: 2023

SOURCE: Self-reported by organization

Assets
Total Assets $10,000
Liabilities
Total Liabilities $600
Fund balance (EOY)
Net Assets $9,400

Operations

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

Documents
Letter of Determination
Form 1023/1024 is not available for this organization

Founder, Executive Director, Board Chair

Dr. Nicole Carter

Nicole Carter, M.PH, Ph.D. is a former college educator and director. She is a leader in the Dayton community, and is dedicated to advocating and actualizing health equity for women of color locally and regionally.

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

There are no highest paid employees recorded for this organization.

Hues Women's Health Advocacy Institute

Board of directors
as of 01/19/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Dr. Nicole Carter

HUES Women's Health Advocacy Institute

Term: 2022 - 2024

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 1/19/2023
info Candid has made improvements to the race and ethnicity options.

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:

Race & ethnicity
Black/African American
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 09/10/2022

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

Data
  • 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.