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    Ernest Thompson Seton Institute
    This organization is not rated
    See Details
    Impact & Measurement
    Accountability & Finance
    Culture & Community
    Leadership & Adaptability

    Ernest Thompson Seton Institute

    501(c)(3) organization
    Donations are tax-deductible
    URL not available
    4781 QUAIL RUN AVE
    Las Cruces NM 88011-9658

    Las Cruces NM | IRS ruling year: 2019 | EIN: 82-3813905  
    An EIN is a unique nine-digit number that identifies a business for tax purposes.
    An EIN is a unique nine-digit number that identifies a business for tax purposes.
    Organization Mission
    Mission not available

    Rating Information

    Not currently rated

    Ratings are calculated from one or more beacon scores. Currently, we require either an Accountability & Finance beacon or an Impact & Measurement beacon to be eligible for a Charity Navigator rating. Note: The absence of a rating does not indicate a positive or negative assessment; it only indicates that we have not yet evaluated this organization.
    See rating report below to learn why this organization is not currently eligible.

    Historical Ratings
    Charity Navigator's ratings previously did not consider Leadership & Adaptability, Culture & Community, or Impact & Measurement. The historic rating mainly reflects a version of today’s Accountability and Finance score. More information on our previous rating methodologies can be found on our rating methodology page.
    Rating histories are available for a growing number of rated organizations. Check back later to see if this organization has a rating history!

    Rating Report

    Culture & Community


    This beacon provides an assessment of the organization's culture and connectedness to the community it serves.


    Constituent Feedback

    100 out of 100 points

    33% of Culture & Community score
    Full Credit
    Partial Credit
    No Credit
    Feedback Collection
    100 out of 100 points
    Does your organization collect feedback (i.e., perceptions, opinions, concerns) from the people meant to ultimately benefit from your mission?
    • Yes
    Feedback Usage
    100 out of 100 points
    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 strengthen relationships with the people we serve
    • To understand client needs and how we can help them achieve their desired outcomes
    100 out of 100 points
    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 tell the people who gave us feedback how we acted on their feedback
    • We share the feedback we received with the people we serve
    100 out of 100 points
    What challenges does your organization face in collecting feedback from the people you serve?
    • We don't have any major challenges to collecting feedback

    Equity Strategies™

    85 out of 100 points

    67% of Culture & Community score
    Full Credit
    Partial Credit
    No Credit
    Equity Strategies™ - Number of Data, Policies & Processes
    85 out of 100 points
    This organization's score of 85 is a passing score. The organization reported that it is implementing 7 Equity Practices.
    The Equity Strategies™ checklist, developed by Equity in the Center™, consists of data, policies & processess that promote racial equity in operations and programs. The Equity Strategies™ were developed by Equity In The Center®, and collected in partnership with Candid.
    Equity Data (2/7)

    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.
    Equity Policies & Processes (5/7)

    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.

    © 2019 Equity In The Center Inc. All Rights Reserved. Use of the Equity Strategies without prior written approval directly from Equity in the Center is strictly prohibited.