NARIKA

Changing the way we live. Violence Free.

aka Nonprofit working for Domestic Violence   |   Fremont, CA   |  http://www.narika.org

Mission

Narika’s mission is to promote women’s independence, economic empowerment and well-being by helping domestic violence survivors with advocacy, support and education with special emphasis on South Asian, immigrant, and/or low-income communities

Ruling year info

1992

Executive Director

Bindu Oommen Fernandes

Main address

PO Box 1708

Fremont, CA 94538 USA

Show more contact info

EIN

94-3162871

NTEE code info

Family Violence Shelters and Services (P43)

Hot Line, Crisis Intervention (F40)

Women's Rights (R24)

IRS filing requirement

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

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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?

Toll-Free Domestic Violence Crisis Helpline

Narika’s Crisis Helpline provides support and assistance to callers via free domestic violence counseling. Our team of trauma-trained, bilingual advocates perform a holistic needs assessment and connect callers to community resources, such as emergency shelters, pro bono legal and mental health services, jobs, and transitional housing. Calling for help requires incredible courage; Narika honors that courage with compassion and provides resources for safety. The helpline has the capacity to serve clients in Hindi, Urdu, Gujarati, Bengali, Punjabi, Telugu, Marathi, Malayalam, Tamil and Kannada, languages often neglected by other crisis response systems.

Population(s) Served

Narika provides free, culturally responsive job training and financial literacy session targeting both domestic violence survivors, low-income communities, and immigrant and non-immigrant women who have never entered the workforce. The intention of this program is to empower economically disadvantaged women and prevent them from entering or re-entering the cycle of abuse out of financial dependency.

Population(s) Served

Narika's HEAL Wellness Program is designed to provide a safe space to foster self-care, confidence and mental wellbeing in survivors of domestic violence who are otherwise burdened by childcare, single parenthood, mental health issues and trauma from abuse. Survivors learn crucial wellness practices like meditation, art & dance therapy, yoga, self-defense, theater, and lessons on assertiveness.

Population(s) Served

Narika recognizes that domestic violence is a complex, deeply-rooted public health crisis borne from many cultural, legal and societal forces. Narika hosts interactive workshops and conducts domestic violence advocacy trainings to empower youth and adults to understand healthy relationships, boundaries, consent, safety planning and the intersections of gender, race, religion, culture, sexual orientation and immigration status on domestic violence. This program emphasizes the South Asian and immigrant communities.

Population(s) Served
Women and girls
Immigrants and migrants
Age groups
Economically disadvantaged people
Victims and oppressed people
Women and girls
Immigrants and migrants
Age groups
Economically disadvantaged people
Victims and oppressed people
Women and girls
Immigrants and migrants
Age groups
Economically disadvantaged people
Victims and oppressed people
Women and girls
Immigrants and migrants
Age groups
Economically disadvantaged people
Victims and oppressed people

Narika ensures no survivor of domestic violence is food-insecure or unable to provide for their children by providing weekly grocery assistance to survivors fleeing abuse. Survivors and their families receive hot food, groceries, household and hygiene supplies and any necessary educational and work-related items and clothing.

Population(s) Served

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.
  • Who are the people you serve with your mission?

    Mainly low-income and immigrant survivors of domestic violence

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes,

  • 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,

  • What significant change resulted from feedback?

    During one of our recent phone call surveys, many of our clients expressed that they would like more wellness check-ins from their case manager. As a result, our case managers have performed more wellness check-ins and we are seeking more case managers to join our team so that they all have time to perform more wellness checks on clients. Additionally, clients have expressed need for more tech assistance and for food assistance which inspired the launch of our Tech Abuse Awareness Program and Food Justice Program.

  • With whom is the organization sharing feedback?

    Our staff, Our board,

  • How has asking for feedback from the people you serve changed your relationship?

    Narika consistently iterates our programs based on a survivor-centered approach, meaning that all our programs continue to evolve based on client needs and feedback in order to best serve them as well as respond to the evolving nature of domestic violence.

  • 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 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,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, The people we serve tell us they find data collection burdensome, 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

NARIKA
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Operations

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

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

NARIKA

Board of directors
as of 11/02/2021
SOURCE: Self-reported by organization
Board chair

Seema Mittal

Seema Mittal

Architect, Design Principal and Founder, Perspectives Design, Inc Architecture Planning Interiors

Ranjan Sinha

CTO of Data Platform Engineering, IBM Gurshaan Chattha, Immigration Attorney, Chugh LLP

Sanjay Singh

Senior Business and Technology Executive, Secretary

Manju Mishra

Board Member of various non profits

Geetha Panchapakesan

Manager, PayPal

Surabhi Jain

Product Lead, PayPal

Rima Chakraborty

Advisor, JP Morgan Chase

Swetha Gopalakrishnan

Legal Consultant, Chugh LLP

Vanita Aggarwal

Kaiser Permanente

Sajeena Warrier

McAfee

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 ? 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? Not applicable
  • 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? No

Organizational demographics

SOURCE: Self-reported; last updated 10/7/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Asian American/Pacific Islanders/Asian
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 10/12/2021

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 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.
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.