RUNNING HEAD: Non-Profit Analysis: Access Freedom
Non-Profit Analysis: Access Freedom
Emma Gardiner & Hailey Thomassen
Western Washington University
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In order to demonstrate our analysis of Access Freedom, a non-profit that is currently in
its younger stages of life, we will briefly touch on the seven aspects to an organization’s capacity
framework (aspirations, strategies, organizational skills, human resources, systems and
infrastructure, organizational structure, and culture).
Aspirations
The whole reasoning behind why this non-profit was established was because of the lack
of other organizations of its kind in the area. The way their mission statement reflects its values
and purpose for existence is a definite strength within this organization. Not all the members
know the mission by heart, although they use and refer to the main ideas while making decisions.
The organization shows little clarity in what they aspire to become, yet their vision is bold in
terms of their endless aspirations and open-mindedness. The members are unclear about goals
they hold for their organization’s future, but they have taken great strides by filling the void in
having any type of local organization supporting sex trafficking. Access Freedom may be young,
but its members express a bold passion in raising awareness for their cause.
Strategies
The strategies consist of scattered initiatives, influenced by week-to-week behavior, not
functioning on a day-to-day basis. Members have a general sense of realistic targets that are
along the lines of their mission, but no programs and services that are solidified. After
interviewing various board members, it was apparent that they had different ideas about where
program strategies and direction. The clearest goal is educating the community and spreading
awareness, while collaborating with Bridges’ action focused fieldwork (interacting with people
involved in sex trafficking). Access Freedom is currently supported by a sole provider (a family
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member of the board), and have committed to spending no more than $50 of personal money
whenever purchasing anything for the organization.
Organizational skills
Access Freedom has yet to track program development, because at this point any
development is new. They have a good understanding as to what other programs are available in
the area, and they recently became involved in a merger with Bridges (the only other local
organization sharing a similar mission). Their presence is somewhat recognized and regarded
positively in Whatcom County and the Pacific Northwest. Aside from little event planning and a
recent update to their website, very little marketing is underway. Basic direction and growth in
terms of strategic planning is being taken. There are a few upcoming events being planned to
support fundraising revenue and a general budget has been developed, yet limited financial
planning exists. Both the Executive Director and other members of the organization actively
work with the police department and are growing their network to involve important leaders in
this community. They have worked to influence policy-making as individual members, but not as
a whole for the organization.
Human resources
Board meetings are held every two months, and are limited to the most critical positions.
Since the organization is still in the early stages (Worth, 2011, p. 200), the executive director is
quite passionate, with high energy and commitment. “Anya Kalish Milton is the executive
director, co-founder and driving force behind the organization” (“Who We Are”, 2012). She
appears to be focused on the social networking aspect, as the lack of financial support is
currently a huge constraint. She has very little experience in non-profit work, but has been
working to educate herself on the ins and outs of non-profit organizations. The un-paid staff and
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board members have a strong communication system between themselves. They currently pose a
threat to themselves by having little opportunity or time to include outsider community
volunteers. Having staff from a variety of different backgrounds would be an opportunity for
them to raise awareness in various communities. They have only been able to recruit via an
interest-based model, rather than hiring and recruiting based on filling positions as needed.
Systems and infrastructure
No present decision making structure is currently being used. The members make
decisions together, regardless of their said position. Financial activities are transparent and the
members make sure to follow the by-laws and regulations, in order to follow legalities. They do
not yet have a feedback system of any kind, but are aware of the need.
Rating the quality of capital infrastructure for this non-profit is difficult because there is
no physical capital or phone communication system known to the public. They use email as their
primary means of communication and their website is still in process of getting put together.
Members of the organization utilize their personal cell phones, lab tops, and sometimes use
public locations for convenient meetings. Because they are currently working on the prevention
aspect of sex trafficking and focus on fieldwork within much of the greater Bellingham area, the
way they meet is convenient their current life-stage. They do not have enough financial support
to have an office or pay for a central location, and definitely no financial support for paid
employees to fill an office.
Organizational structure
The board and organization members make sure to follow the by-laws and occasionally
create direction and target goals, but they have yet to create a solid financial plan or possibly
consider hiring an auditor. Each member works together, with little knowledge of specific job
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description or definite roles and responsibility. The organizational chart does not exist outside of
the ED and board positions for voting purposes.
Culture
The culture is very laidback and relaxed, with very minimal professional feel. They share
a common set of basic beliefs and values which guides them in the direction of where their
organization plans to go. Despite the dreary subject matter, they remain very positive and
supportive towards one another. Access Freedom is family oriented, friendly, and enthusiastic,
most likely due to the newly established group of workers inspired by a passionate mission.
Conducting interviews with members of the organization in Starbucks coffee shops represented
their extremely lax and comfortable culture.
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References
(2012). Access freedom: Who we are. Retrieved from
http://www.accessfreedom.org/Access_Freedom/WHO_WE_ARE.html
Worth, M. J. (2011). Nonprofit management: Principles and Practice. California: Sage
Publications.
Venture Philanthropy Partners (2001). Effective capacity building in nonprofit organizations.
New York: McKinsey and Company.