IMPACT Finalists

For more than 40 years, the law firm of Gammage & Burnham (G&B) has been a significant economic driver for the state with its world-class counsel and Arizona roots. G&B was the primary private sector representative working on the Urban Lands Act, making state trust land available and paving the way for significant state-wide development. The firm currently works with TSMC’s suppliers building facilities to grow Arizona’s semiconductor industry and remains on the cutting edge with new water and cannabis laws. G&B’s Water Law Group is one of the most respected in Arizona and shaped water policy for decades, with significant contributions to the Central Arizona Project (CAP) and Central Arizona Water Conservation District. Such policies and participation on water rights have resulted in urban growth, economic development, and quality of life. G&B’s Healthcare Group has generated millions of dollars for hospitals, attracting the most prominent national facilities to Arizona. G&B attorneys lobbied for the creation of the AHCCCS program and have continued to be on the cutting edge of the issues affecting Arizona healthcare group providers. G&B represents essentially every hospital facility in Arizona, and handles complex reimbursement disputes with the AHCCCS program, contractors, governmental entities, and private health insurers. Gammage & Burnham is dedicated to the future of Phoenix with its proven track record of exceptional legal services contributing to the City’s growth and continued success.

Phoenix Center for the Arts serves as a significant economic driver in the Greater Phoenix community through its multifaceted contributions. With a dedicated team of over 15 full-time and part-time staff, along with 38 contracted teachers, PCA not only provides employment opportunities but also fosters artistic growth and education within the community. Their venue, rented out for over 150 events annually, actively contributes to the economic development of those who utilize the space, further enriching the cultural landscape. The creation of their BIPOC Arts program stands as a testament to their commitment to economic empowerment. Having trained 24 artists who can teach and create goods for sale, the program establishes a new economic stream for these individuals, bolstering their financial independence. Additionally, PCA’s collaboration with six nonprofit organizations amplifies their impact by serving the community and generating income through events. Anchored by their annual Arts Festival, attracting over 12,000 attendees and featuring more than 140 vendors, PCA continually invigorates the local economy. This festival not only showcases artistic excellence but also stimulates commerce and cultural engagement. In essence, Phoenix Center for the Arts plays a pivotal role in advancing economic vitality, revitalizing sectors, and fostering a thriving arts and culture ecosystem in Greater Phoenix.

For more than 40 years, REDW has been a committed advocate for tribal self-determination and a valuable consultant for tribal economic expansion. These efforts include advisory roles within federally recognized Arizona tribes — sovereign nations that contribute more than $150 million in tribal revenue each year to Arizona and the economic development of cities like Phoenix. By way of example, REDW’s recent work on behalf of Arizona tribes includes:

• Assisting tribal entities through FEMA’s Tribal Cybersecurity Grant Program application process. These FEMA funds can be used by tribal leaders to protect healthcare systems, casinos, and other community infrastructure from cyber-attacks.
• Supporting a major Arizona tribal healthcare facility prepare to open its enhanced medical center. The center is set to serve surrounding tribal communities and REDW services included analyses for annual budgets, financial forecasts, and IHS funding.
• Ensuring tribal leaders have a voice within GASB guidance via the Governmental Accounting Standards Advisory Council. Council member and REDW team member Hattie Mitchell regularly seeks comments from Tribes as she prepares for council sessions.
• Continuing REDW’s tradition of serving Native youth by teaching financial literacy via organizations like the Phoenix Indian Center and supporting academic institutions like the Girls Leadership Academy of Arizona, which provides culturally relevant learning.

In April 2023, the ADG announced Tribal casinos have contributed approximately $2 billion to the Arizona economy since 2004. With tribal gaming touting record figures in 2023, it’s more important than ever that tribes have partners who understand their unique financial issues and opportunities.

CVS invests in programs that drive the Arizona economy, but their Workforce Initiatives help to cultivate a skilled workforce through partnerships with community-based organizations that are aligned with their mission and are positioned to make a difference in their communities. Programs span from faith-based initiatives, to the military community, from people entering the workforce or seasoned workforce learning new skills, or our second chance initiatives. In Arizona, CVS Health Workforce Initiatives have developed over 28 partnerships focused on helping individuals gain meaningful employment opportunities. Some examples are below:

• Programs include allied health career training that provide students with training relevant to their filed of study;
• Patient care training, record keeping, medical terminology;
• Medical coding or an accredited Pharmacy Technician Training program – where students to acquire the knowledge, skills, and attitudes for employment within a pharmacy.
• As part of their degree program, students complete a work experience in a local CVS Pharmacy.

Partners include Arizona College, Carrington College and Maricopa Community College District. CVS partners with programs such as Fresh Start Women’s Foundation, Phoenix Job Corps, Phoenix Indian Center, Televerde Foundation and UMOM New Day Centers – each of these programs offer resources to help people achieve self-sufficiency by offering wrap-around services, some offer housing, teaching skills in specific training areas for in-demand, growth-oriented education & career opportunities. In the last few years, CVS Health has contributed over $53M toward building and opening affordable housing for Seniors, Domestic Violence victims and others and will continue to do so.

Grand Canyon University (GCU) is an anchor institution in west Phoenix that employs, along with its partners, 16,000+ people while creating an annual economic impact of $2.1 billion. The university has launched eight additional business enterprises that provide employment opportunities for nearly 500 graduates, students and local residents. Additionally, the university offers free rent at its business incubator space, Canyon Ventures, that houses nearly 30 start-up businesses, three of which have already opened storefronts/headquarters in Phoenix.

GCU produces 30,000 graduates annually in bachelors, masters and doctoral degree programs. GCU recently created the Center for Workforce Development that develops pathways to fill labor gaps in trades industries. So far, two pathways have been created: a Pre-Apprenticeship for Electricians in partnership with Rosendin Electric and Maricopa County and a Computer Numerical Control (CNC) Machinist Pathway in partnership with Benchmark Electronics, Modern Industries and Lux Precision Manufacturing. Both pathways consist of 4 courses that can be completed in one semester on GCU’s Phoenix campus.

The electricians’ pathway prepares students to go directly into an Employer Apprenticeship Program in Arizona. So far over 270 students have completed/are currently in the program. The CNC pathway is in its first year and prepares students to work with CNC machines that use computers to precision manufacture parts. While taking their courses, participants work as paid interns at Lux Precision Manufacturing, based at Canyon Ventures. The trade industry is crucial to the local economy and by offering students creative pathways like this, GCU is meeting the critical need of industry demands.

J.P. Morgan Chase (JPMC) has long believed in the communities they serve, and that more people can and should have access to greater economic opportunities, which is one of the many reasons it has been a proud member of the Greater Phoenix Chamber for 87 years. They are particularly proud of their support in bringing Skills for America’s Future to Phoenix to power the Chamber’s signature workforce development program, Connect to Work AZ, and participating as a hiring employer. In addition, JPMC brings the full strength of its firm to give people a “fair chance.” In Arizona, they launched support of a community-based fair chance hiring program in collaboration with numerous nonprofits, including the Arouet Foundation. They support programs and community legal services to help remove barriers for qualified people with criminal backgrounds. This helps them to secure employment and attain access to the resources that they need to advance their professional lives and personal financial goals. Arouet and J.P. Morgan Chase also hold “Re-entry Simulations,” for employees. It’s an educational outreach event which highlights the struggles and challenges faced by individuals who are transitioning from incarceration back into their communities. Employees simulate scenarios as citizens returning to society with realistic challenges of what individuals face when coming home. Through the simulation, participants gain visibility into these individuals’ challenges and may discover innovative ways to help them succeed.

Blue Signal Search’s workplace culture is defined by their core values of helping others, doing the right thing, and excellence. They prioritize diversity, equity, and inclusion (DEI) through ongoing training and certification required for100% of our employees, ensuring a hiring process free from bias. This commitment not only reflects a dedication to providing exceptional recruiting services but also fosters a culture of belonging and respect. Blue Signal Search prioritizes workplace wellness and employee engagement through comprehensive programs, including mental health resources, flexible work arrangements, unlimited PTO, fitness incentives, team-building activities, volunteer opportunities, and recognition programs. These efforts have earned us employee survey-based awards, boasting an average 90% employee satisfaction rate and a 4.5-star rating on Glassdoor. Their culture encourages collaboration, creativity, and individual growth. By fostering an environment where employees feel valued and supported, Blue Signal Search empowers them to excel in their roles and contribute to the company’s collective success. Their unwavering commitment to diversity, equity, inclusion, workplace wellness, and employee engagement sets them apart as an exceptional workplace for 2024.

Cambridge Investment Research always looking for ways they can build their culture and better serve associates, and are proud to be named a regional Top Workplace 13 times and a national Top Workplace four times. Ways they work toward our purpose of making a difference in the lives of our advisors and associates include:

• Workplace Wellness — We support associates in a variety of ways, including incentives for annual physicals, gym membership credits, as well as competitive 401(k), HSA, and profit-sharing programs.
• Trainings — Associates have complete access to Cambridge’s Knowledge Center University (KCU) and can enroll in a variety of trainings focused on personal and career development. We also offer an Aspiring Leaders Program (ALP), a 20-week course focused on helping associates hone their leadership skills.
• Community Involvement — We encourage associates to make a difference in their communities with paid volunteer time. Many of our Phoenix associates have used the opportunity to spend a day packing meals for families with Feed My Starving Children. Associates in Phoenix also regularly volunteer throughout the year with other organizations in the area, including Make-A-Wish Arizona, St. Mary’s Food Bank, and the Boys and Girls Club of the Valley.
• The Next Step® Internship — Launched in 2012, Cambridge’s The Next Step summer internship program was created to introduce younger generations to our industry and support their overall college experience. A record 34 interns joined Cambridge in 2023 — nine of which worked in our Phoenix office. Historically, around 30% of interns have been hired in full-time or part-time roles.

At Reimagine Roofing, their company culture is rooted in inclusivity, employee empowerment, and holistic well-being. They believe that fostering a diverse and inclusive workplace isn’t just a goal; it’s a fundamental aspect of who they are. Dedication to employee development is at the core of their ethos. They provide ongoing training and mentorship opportunities to ensure that every team member has the tools and resources they need to thrive both personally and professionally.

Employee health is a priority for Reimagine Roofing, and they’ve taken concrete steps to support it. Their onsite private gym offers convenience and accessibility for employees to prioritize their physical health. Additionally, they provide reimbursement for gym memberships, recognizing that fitness looks different for everyone, and want to support individual preferences and needs. To promote camaraderie and motivation, they organize fitness challenges throughout the year. These challenges not only encourage physical activity but also foster teamwork and a sense of community among employees.

In addition to physical wellness, Reimagine Roofing values intellectual growth and engagement. Their monthly book discussions provide an opportunity for employees to come together, share ideas, and broaden their perspectives. These discussions contribute to a culture of learning and continuous improvement within the organization. At Reimagine Roofing, diversity, equity, and inclusion are not just buzzwords; they are ingrained in the culture and drive their actions every day. They are committed to creating a workplace where every individual feels valued, respected, and empowered to reach their full potential.

Atwell is a business of passionate people. To Atwell, the right cultural fit is just as important as the right technical fit. They encourage their people to be bold and solve the problems they care most about without being constrained by profit centers.

Atwell’s diverse workforce is what makes them successful, and their culture is a large driver of their low turnover rate. They offer competitive health, retirement, disability, lifestyle, and workplace resource benefits and were recognized by more than 15 organizations for oworkplace successes in 2023.

Top Workplace Awards:

• #74 ENR’s Top 500 Design Firms (2023)
• Zweig Group
  • Best Firms to Work For – 10 years in a row
  • Hot Firms – 10 years in a row

Their DEI+B Program includes internal training, supporting local charities, and working with historically underutilized and disadvantaged businesses. They host six Employee Resources Groups focused on supporting mental health and wellness and diversity in race, age, and sexual orientation.

Some of their most well-received benefits include fertility and dependent care matches, student tuition funding, $5k/year student loan repayments, $5k referral bonuses ($700k paid to employees for referrals in 2023), and perks such as an active lifestyle reimbursement, phone payments, and Awardco employee recognition. Atwell’s workforce is comprised of 33% fully remote positions, with the other 66% a mixture of hybrid and in-office positions. They encourage team members to vocalize their needs and continually evaluate new benefits and other offerings to create a workplace culture tailored to their employees’ needs.

Northern Trust’s workplace culture is consistently recognized as a best place to work on a local, national, and global level. Following are just a few of the most recent workplace awards which are driven by employee survey scores:

• Arizona Most Admired Companies, 2023
• World’s Most Admired Companies, Fortune Magazine, 2023
• BuiltIn US Best Large Places to Work, BuiltIn, 2023
• Gender Equality Index Member, Bloomberg, 2023
• Top ranking of 100% on the Human Rights Campaign Foundation’s, Corporate Equality Index, 2022
• LGBT Great Financial Services Standards, Silver Standard, 2022

Northern Trust is home to many Business Resource Councils (BRCs), that celebrate many different heritages, ethnicities, and ways of life. Being able to host different types of events such as Bring Your Child To Work Day (Working Families), Pride Month (NT Pride), Black History Month (Black Business) and Hispanic Heritage (Latin Heritage), and many more provide thier Partners with opportunities to connect to their roots and passions as well as provide great ways to educate those who may not have the same backgrounds. In addition to Business Resource Councils, Northern Trust has a large and dedicated employee engagement team. They work hard to ensure that they have monthly events dedicated to seasonal occurrences such as a Super Bowl tailgate, Summer Camp style Office Olympics, and a Gratitude Tree to celebrate Thanksgiving. With these two passionate groups often working in tandem, Northern Trust has created a great atmosphere to make employees excited about coming to the office.

SRP’s strong workplace culture is a rarity. The ROI is clear with a turnover of just 3.4%! SRP’s benefits contribute to this culture, helping employees focus on their careers by providing a wide swath of incentives (i.e., pension, tuition assistance, adoption/fertility treatment support, electronic vehicle charging). They believe employees should feel respected and valued for their unique background and experiences. That’s why SRP has embedded core diversity, equity and inclusion (DEI) principles into their processes, practices and policies and encourage participation in 10 Employee Resource Groups.

ERGs celebrate networking, professional development, relationship cultivation, and community contributions among under-represented groups. “ERGs are a place to build inclusion and belonging,” explains SRP DEI Senior Analyst Matt Knotts. For example, the ERG ‘SRP Proud’ offers a judgement-free space for education and discussion about allyship. The takeaways are actionable tools that help employees better show up for each other in positive, supportive ways—in the workplace and beyond.

SRP encourages long-term health and wellness by offering mentorship programs, financial consulting, health screenings, and special programs such as LIVEwell, which rewards employees for maintaining a healthy lifestyle. To achieve inspired company results, an engaged and informed workforce is critical. They rely on the ‘One SRP’ corporate platform to enable their 5,800 employees across different locations, business units and backgrounds, to move forward together toward common goals. The combination of these elements creates a culture—and career—that is special. This is evident in that many employees decide to spend their entire careers at SRP.

Innovation at the Arizona Indian Gaming Association (AIGA) is driven by a commitment to progress and adaptability, ensuring the prosperity and self-reliance of Tribal Nations. Embracing new technologies, AIGA has pioneered digital expansions in gaming, introducing online platforms that respect regulatory frameworks while offering new entertainment avenues for customers. They have ventured into new markets by creating cultural tourism experiences, intertwining gaming with the rich tapestry of Native American heritage, attracting international audiences and educating them on tribal cultures. This move has not only opened new revenue streams but also strengthened the cultural bonds and awareness. Organizational innovation has been another frontier. AIGA has restructured its internal processes to foster a more dynamic decision-making environment, encouraging leadership at all levels and embracing a model that promotes agile responses to industry shifts. Their leadership in responsible gaming initiatives illustrates their risk-taking ability. By implementing cutting-edge technology for player protection and promoting ethical gaming, AIGA has set new industry standards, balancing economic objectives with social responsibility. Investing in renewable energy projects on tribal lands has also showcased our adaptability and foresight, reducing operational costs and contributing to environmental sustainability. Each step forward reflects AIGA’s leadership in redefining the gaming industry’s future, ensuring it remains a robust pillar for tribal economies while actively shaping the community’s socio-economic landscape. AIGA’s journey is marked by continuous learning, calculated risks, and an unwavering vision for a future where innovation drives growth and community well-being.

The Milwaukee Brewers have innovated the local educational landscape through a partnership with Grand Canyon University Learning Lounge. This space creates a place for children throughout the area and provides free homework assistance and additional help with all school subject matters. Students Inspiring Students scholarship recipients are the tutors and mentors who are giving back to their local communities as a form of tuition payment after being awarded scholarships to earn a private education as an inner-city student. The duality of this program is what makes it particularly unique, as GCU students are the tutors who are gaining lifelong skills that will apply to their future careers. Their involvement in the community through the Learning Lounge serves as an inspiration to the students who are there seeking assistance at any step of their academic journey. The Learning Lounge reaches its full potential by calling the Milwaukee Brewers Spring Training Facility home as it serves as an extended form of inspiration paired with incredible incentives. The incentive program rewards students for coming to the Learning Lounge through receiving a variety of Brewers related gifts and experiences including a full tour of our ballpark and training facilities for the students who complete the most time in the Learning Lounge. The combination of the relationship with GCU families in the community shows that Milwaukee Brewers Baseball Club capitalizes on new opportunities to benefit and bring together a wide range of community members.

In December 2023, Rasa launched a web app to make criminal record clearance more accessible to Arizonans. In 3 minutes, this application allows anyone in the state of Arizona to determine whether their records are eligible for clearance. This app is powered by sophisticated computer software, created by Rasa, that analyzes criminal record databases and streamlines many of the complex and time-consuming steps associated with determining eligibility. This technology makes second chances possible for those who can’t otherwise afford record clearance services. People without records (or with expunged records) are 63% more likely to get a job interview, and average wages go up by over 20% just one year after record clearance. Not only is the technology innovative, but the partnerships with stakeholders are forward-thinking. To launch the company’s Arizona branch, Rasa was joined by representatives from the Arizona Department of Corrections, the Arizona Supreme Court, the Phoenix City Council, Arouet Foundation, and Right on Crime, to host a panel event to talk about the public benefits of record clearance. Rasa also works with businesses, non-profits, and government partners to help fund low-cost legal services as part of employer-led recruitment and retention initiatives. This can help employers access an untapped pool of talent and help job seekers get back into the workforce. Due to systemic issues of racial and ethnic bias, BIPOC communities, LGBT people, and people with histories of abuse or mental illness are disproportionately impacted by criminal records. Rasa sees record clearance as a pathway to social justice.

Copa Health continues to lead an Accountable Care Organization (ACO) and Intensive Case Management (ICM) offering a level of care filling a gap between normal clinical operations and Assertive Care Treatment (ACT). Copa added two additional Mobile Gyms, allowing members to receive fitness coaching and dietary advice. A van with exercise equipment staffed by wellness coaches provides community-based and individualized coaching. Copa finished expansion of a day program reducing waiting lists and serving more individuals with intellectual and developmental disabilities, including autism, cerebral palsy, and epilepsy. In addition, the organization more than doubled the number of units managed from 124 to 256 and won an RFP to operate a transitional housing program for 50 individuals with serious mental illness on the property of the Arizona State Hospital.

To adapt to the ever-changing needs of those experiencing homelessness and mental health conditions, Copa led the effort to bring housing to the forefront of healthcare, convincing partners that stable housing must be a first step in treatment and integration into the community. As such, Copa provides residential care, both permanent and transitional, for hundreds of individuals across the state of Arizona. CEO Dr. Shar Najafi-Piper works tirelessly with other healthcare agencies to encourage partnerships and collaboration noting it is the outcome and not the credit that houses the homeless. Her transparency and openness have earned her awards and recognition as well as a reputation for finding innovative whole-person solutions for youth and adults facing intellectual, developmental and behavioural health conditions.

Intel is an industry leader and a catalyst for technology innovation and products that revolutionize the way we live. One example is that Intel was one of the first to embrace artificial intelligence (AI) and harness the technology for good. Intel understands that implementing artificial intelligence is crucial for improving customer service and unlocking business value, but deploying scalable AI infrastructure poses challenges for many enterprises. Intel now offers an end-to-end AI portfolio to make AI work for any organization, helping to accelerate innovation, maximize infrastructure, and reduce security risks.

One concern with AI, though, is the massive amounts of computing power needed to run complex algorithms. To address this, Intel is working towards innovative new features and technologies to put into their processors to make them more energy efficient. Intel is also working on the development of more probabilistic-based AI models that would allow for much more flexibility in an AI’s ability to adopt abstract reasoning. This would allow for the expression of substantial amounts of logical processing without the need for brute-forced inference that relies on thousands or millions of data points. Intel also created the world’s first real-time deepfake detection platform with Fake Catcher technology. The system is built on the 3rd generation Intel Xeon Scalable server, which enables up to 72 concurrent detection streams thanks to Intel AI optimizations, such as OpenVINO AI models, Intel Deep Learning Boost, and Intel AVX-512, accelerating the artificial intelligence and media processing capabilities in the system.

Even before the pandemic, America’s mental health was in crisis. In a survey reflecting 2019, 21% of U.S. adults reported having depression, anxiety, schizophrenia or another mental health disorder, and 17% of respondents under 18 reported having a major depressive episode. Yet, less than half of all respondents received treatment.

One of the reasons for this is a provider shortage. It’s estimated the U.S. needs another 7,400 mental health providers to meet demand and that patients may spend days in the emergency room awaiting mental health care. MIND 24-7 has been able to tackle this problem by setting a standard within MIND 24-7 of hiring not only the best in their field but also people who see the value in a new way of doing things. In its first 18 months, MIND 24-7 grew its staff from a team of eight to more than 600 across three clinics.

Another problem in mental health care is reimbursement. Private health plans don’t pay for mental health services the same way they do physical health services, so many mental health providers don’t accept insurance. For its Arizona clinics, MIND 24-7 negotiated a contract with the state’s behavioral health authority to cover the costs of mental health services for anyone who doesn’t have insurance. And MIND 24-7 cares for every single patient who walks in, regardless of their ability to pay. By innovating within the strict confines of the health care system, MIND 24-7 is successfully disrupting mental health care delivery.

This year is a big milestone – Girls on the Run (GOTR) serving Maricopa Pinal Counties’ 20th Anniversary. Since their founding, GOTR has served more than 17,000 local girls and families at hundreds of sites across the Valley. Through collaboration with these sites which include Phoenix area schools, Parks & Recreation departments, social service agencies and other youth-serving organizations, and with the help of more than 600 volunteers each year, GOTR has been able to forever impact these girls and families— transforming the way they see themselves and their opportunities. The result of program participation does not stop there however. Instead, there is a systems effect where volunteers, family members, school/site staff and peers of GOTR girls also become educated, empowered and inspired to make changes in their own attitudes, relationships, physical activity, care for themselves and others and goal-setting. Thus, this unique GOTR ripple effect brings significant value – not just to the girls and families we serve directly – but also to many more members of the Greater Phoenix community. GOTR has continued to pivot to meet girls where they are and focus on access and inclusion. This has meant refreshing their curriculum and trainings, providing scholarships and items such as running shoes and sports bras to all girls in need and collaborating with the National Center on Health, Physical Activity and Disability to develop lesson adaptations and best practices for including participants with disabilities – all in an effort to ensure all girls feel a sense of belonging and are able to experience the transformational impact of GOTR.

Ronald McDonald House of Central and Northern Arizona plays a crucial role in enhancing the Greater Phoenix community by supporting families with children who require hospital services. The organization’s mission centers around providing a “home away from home” for these families, ensuring they can stay together and focus on their child’s healing process. By providing a home, meals, and other essential items, RMH directly contributes to the health and well-being of families facing challenging circumstances. Throughout the year 2022, RMHCCNAZ welcomed a total of 1,003 families, all grappling with the profound challenges posed by having critically ill children. 88% of these families came from across Arizona, spanning 15 counties, emphasizing the widespread impact of our services within the local community.

Over the year, RMHCCNAZ facilitated a remarkable 1,502 family visits, providing not only a temporary residence but also a supportive environment to ease the burdens carried by these families. During these stays, they offered a total of 15,539 nights of essential rest, with families averaging a stay of 10 nights. This substantial duration underscores the critical role that RMHCCNAZ plays in ensuring families have a stable and comforting place to call home during the challenging period of their child’s medical treatment. As an indispensable extension of healthcare services, their organization collaborates closely with many hospitals in the valley to evaluate their community support initiatives. Furthermore, strategic collaborations with various nonprofits enable us to pool resources, expanding outreach and services to a broader spectrum of those in need.

Valley of the Sun United Way (VSUW) has made a huge impact over the past year in four key areas of need: housing and homelessness, health, education and workforce development. Through $9.3 million in strategic investments for 101 nonprofit organizations and schools throughout Maricopa County, access to quality healthcare improved as did access to healthy food. Training for job seekers was enhanced to enable those looking for work to secure a living wage. Schools also received support to address chronic absenteeism and improve the reading competency of students. Youth ages 16-24 were also the recipients of educational support to ensure they had the tools to be successful in their academic pursuits and be prepared for employment after graduation. VSUW also worked closely with various nonprofits to provide a rapid housing response plan and reduce homelessness. Placing a focus on reducing the number of homeless individuals but also seeking to determine how to stop individuals from becoming homeless to begin with was key to understanding the drivers of homelessness. Through VSUW’s competitive grant process, 43 organizations also received increased or new funding. VSUW also managed a robust gift-in-kind program that distributed more than $350,000 worth of supplies to dozens of nonprofits. Building and convening coalitions and action teams to provide additional support in each of the four key areas of need also helped make great strides in creating mighty change in Maricopa County.

Arizona Science Center ignites imaginations and inspires generations with the wonders of science. They are change-makers and thought leaders in science education and engagement, and are ready to respond to the urgent need to increase the number of young people pursuing STEM-related careers, improving their futures and ours. Arizona Science Center’s guiding principle has and will always be a commitment to working with school and community partners, especially those in low-income and underserved areas, to provide students and families with the highest quality STEM education opportunities and experiences. Every day they meet the need for STEM education support in the classroom.

Their programs continually evolve to support Arizona students, parents and educators. Their Science on Wheels program, bringing hands-on interactive science activities into the classroom, has impacted more than one million students and educators throughout the state. Their teacher professional development initiatives such as Code.org computer science training, the Science Teacher Residency (STaR) program, and educator workshops provide curriculum-aligned lesson plans and activity guides to Arizona educators. Girls in STEM programs influence more than 2,500 girls each year and provide exposure to STEM fields for girls. CREATE at Arizona Science Center® prepares the community for the workforce of tomorrow through immersive hands-on skill training and education. Whether it is 3D printing, coding, woodworking, electronics, or any other field, CREATE provides a space for exploration and experimentation.

When Dawn Trapp became CEO of Civitan in 2001, their only service was Camp Civitan in Williams, AZ: a 15-acre, wheelchair accessible camp facility, founded in 1968. The volunteer-led organization served up to 25 campers for one month every summer. In its 55th season, camp offers monthly weekend adventures and week-long summertime sessions for hundreds of people with IDD of all ages. In response to caregiver demand for additional services beyond camp, today Civitan Village and Commons (Paradise Valley & Chandler) offer multi-disciplinary Life Learning Day Programs (DTA).

Programs focus on digital multimedia productions, visual and performing arts, a culinary institute, music lab, and movement and nutrition courses. Members also volunteer and participate in community-based activities. Serving as a visionary Vocational Training Center (GSE), Civitan operates five successful businesses that it founded to support fundraising, paid employment opportunities, and job training for members. Businesses include retail stores Flerish Thrift + Gift and Civitan on 66; gallery Art on the Edge; catering company, The Cook-er-y, which also feeds underserved children free summer lunches; and for-hire rock band, Skyskraper.

Civitan’s Respite Ranch & Recreation Program (RSP) is a B&B-like product that provides short-term relief for primary caregivers while simulating an engaging, independent, and supervised ‘vacation’ for the Member. The nonprofit also offers families Home and Community Based Services (HCBS) for individualized respite, habilitation, and attendant care. Many take for granted transportation, but it’s the lifeline to community engagement. Civitan’s Transportation Program provides members with daily transport to programs, employment, camp, and volunteer opportunities.

When girls are given the opportunity to discover their strengths and talents in a supportive, safe, all-girl environment, they become a positive force in their families and communities. Each year, Girl Scouts in grades K-12 spend an average of 29 hours participating in service projects that address issues like hunger, poverty, animal welfare, and homelessness, funded mainly through the troop cookie sale proceeds, which stay 100 percent local.

Sharing their time and resources helps girls learn teamwork and increase their self-esteem and sense of civic responsibility. And later in life, Girl Scout alums are more likely to volunteer and be civically engaged than non-Girl Scouts. Additionally, every spring, dozens of older girls earn the highest honor in Girl Scouting – the Girl Scout Gold Award. Gold Award honorees spend more than 80 hours on sustainable projects tackling prominent issues their communities face today like raising awareness on life-threatening food allergies, educating the public on saguaro cactus health, hosting self-defense classes for all ages, collecting thousands of dollars in unused medical equipment for underprivileged groups, bringing awareness to opioid addiction, teaching proper etiquette for service animals, giving communities access to the clothing to be their authentic selves and much more.

They believe all girls deserve to experience the power of Girl Scouting so their council also leads programming for girls in foster care, girls whose parents are incarcerated, girls who have been trafficked, are undocumented or newly immigrated, those facing economic or social poverty, as well as girls with caregivers as volunteers.