We strive to be good stewards of God’s resources: Efficient. Effective. Ethical.
All Donations Help the Persecuted Church
ICC is a 501c (3) tax-exempt organization. All donations to ICC are tax-deductible. ICC has developed an effective, efficient, and ethical system of bringing relief to persecuted Christians in need.
An Organization You Can Trust
Be Sure Your Gift Serves the Purpose You Intend
We offer many ways to direct your gifts to serve the persecuted. As a donor to ICC, you may rest assured that when you direct your gift for a specific purpose, it will go toward that purpose. In cases where a project is no longer viable or effective, ICC may need to redirect money to a different fund, but we make every effort to ensure that gifts given for a specific cause will get to that cause.
Check up on us:
- 2022 Annual Report
- 2021 Annual Report
- 2021 Independently Audited Financial Statement
- 2021 IRS Form 990
Charity Recognition and Approval
ICC has been awarded high marks by charity watchdog groups for the efficient and ethical use of our financial support:
- Charity Navigator, America’s premier independent charity evaluator, works to advance a more efficient and responsive philanthropic marketplace by evaluating the financial health of over 5,300 of America’s largest charities. Charity Navigator gave ICC their highest rating (4 stars) again in 2019 based on an evaluation of previous years’ financial data.
- ECFA is an accreditation agency dedicated to helping Christian ministries earn the public’s trust through adherence to the seven Standards of Responsible Stewardship. ECFA has again given its stamp of approval to ICC in its latest audit.
ICC Whistleblower Policy
ICC is committed to continuing its tax-exempt purposes and in remaining compliant with all applicable laws, rules, and regulations, including those concerning accounting and auditing, and prohibits fraudulent practices by any of its board members, officers, employees, or volunteers. This policy outlines a procedure for employees to report actions that an employee reasonably believes violate a law or regulation, or that constitutes fraudulent accounting or other practices. This policy applies to any matter which is related to ICC’s business and does not relate to private acts of an individual not connected to the business of ICC.
If an employee has a reasonable belief that ICC or any employee has engaged in any action that violates any applicable law, or regulation, including those concerning accounting and auditing, or constitutes a fraudulent practice, the employee is expected to immediately report such information to the Chief of Staff. If the employee does not feel comfortable reporting the information to the Chief of Staff, he or she is expected to report the information to the head of Human Resources.
All reports will be followed up promptly, and an investigation conducted. In conducting its investigations, ICC will strive to keep the identity of the complaining individual as confidential as possible while conducting an adequate review and investigation.
ICC will not retaliate against an employee in the terms and conditions of employment because that employee: (a) reports to a supervisor, to the Chief of Staff, the Board of Directors or to a federal, state or local agency what the employee believes in good faith to be a violation of the law; or (b) participates in good faith in any resulting investigation or proceeding, or (c) exercises his or her rights under any state or federal law(s) or regulation(s) to pursue a claim or take legal action to protect the employee’s rights.
ICC may take disciplinary action (up to and including termination) against an employee who in management’s assessment has engaged in retaliatory conduct in violation of this policy.
In addition, ICC will not, with the intent to retaliate, take any action harmful to any employee who has provided to law enforcement personnel or a court truthful information relating to the commission or possible commission by ICC or any of its employees of a violation of any applicable law or regulation.
Supervisors will be trained on this policy and ICC’S prohibition against retaliation in accordance with this policy.
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