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OUR STORY

Biotoxin Foundation was established in 2020, thanks to Jefferson Nunn’s genuine desire to help all people who were exposed to poisonous and toxic molds. Through his own, devastating experience, he quickly discovered that there were not many options for people to cover their medical expenses or improve their home and work conditions affected by mold. Jefferson never imagined then that his personal experience and the Biotoxin Foundation initiative, generosity, and commitment to help people would eventually benefit thousands more. Since 2020, we continue to be a source of support for local organizations beginning in Texas and all of the regions around the country that do their part in securing wellness and health.

OUR DIRECTORS

  • Carla L. Dasenbrock earned her B.S. in teaching from Eastern Illinois University in Charleston, IL in 2002. She works as a teacher aide in Dieterich, IL and has also been a Sylvan teacher as well as a substitute teacher. Carla’s experience with mold was that she became very ill after working just 36 hours over 2 weeks in a moldy environment at a part-time job. She knows the difficulty, lengthy recovery, and expense of dealing with mold illness as well as how fortunate she was to have the right natural doctors, financial resources, and shorter exposure time than many exposed to mold. She feels compelled to take a stand on these issues: primary care doctors not being educated in or helpful for those with mold illness, tenants being stuck in leases where mold is making them sick, and workplaces where indoor mold is not dealt with.

  • Nenita Sarmiento is a graduate of De La Salle Araneta University, with a Bachelor in Commerce with Accountancy. She worked as an internal auditor in the Philippines for eight years before moving to California to work as a Clinical Naturopathy assistant at Grand Medicine. She also works as an Instructor in Eyology with Grand Medicine. For a few years, between 2009 to 2012, she was an administrator at Integrative Medicine and Pain Center in San Diego. She is currently President of GrandMed Enterprises, Inc. She attended a number of medical lectures and courses provided through the offices of Dr. David Barold.

  • Kaitlyn M. Turner obtained her undergraduate degree at Webster University in Saint Louis, MO. She spent seven years as an elementary school teacher in her home state, Ohio. Kaitlyn holds a Masters in Educational Administration from Ashland University and has served as a building administrator in first ring suburbs of Cleveland since 2015. Her interest in healthcare and mold related illness was the result of a decline in her own personal health. She is committed to supporting others experiencing mold related illness and other chronic health conditions.

  • Leonard Mehlmauer, of San Marcos, California, is a retired Traditional Naturopath with degrees in Music and Anthropology. He began clinical work in 1972 and has encountered many disease processes, including patients with mold and yeast infections and other fungal forms. He continues to write and research in the health sciences and in cooperative community. He has taught classes in many countries and has written several acclaimed books on science and health.

  • Jefferson Nunn has been a consultant to high-net-worth individuals since 1999. An innovator, his ideas have generated millions for clients, including Ronco and GoWireless. He has been involved in the cryptocurrency industry since mining his first Bitcoin in 2010. Since then, he met with many early pioneers in the cryptocurrency space including the founders of Ethereum and the founders of Crypto Capital in Panama, SALT, EasyBit and more. Currently, he resides in Dallas, Texas with his wife and two kids. He enjoys Sci Fi movies in his spare time.

OUR MISSION

Jefferson Nunn founded Biotoxin Foundation in early 2020. His purpose and cause were driven by his personal experience with toxic and poisonous molds. After suffering from symptoms caused by his personal exposure to mold, he discovered there were very few options for people enduring toxic mold. Doctors lacked sufficient education, medical science had little upon it, and there were very few ways to detect mold toxin inside a person.

Through his personal experience, Jefferson decided to gather a group of like-minded individuals to found the Biotoxin Foundation. Biotoxin Foundation’s purpose is:

  • To provide education and to raise awareness about biotoxins to the general public. We will disseminate information by electronic means via the website, social media, and other methods. The foundation will create and manage a bureau of trained experts to discuss biotoxins with members of the media, law enforcement, the medical community, government agencies, and at various venues.

  • To support research and development of biotoxin detection, treatments, and remedies. All information obtained about detection, treatment, and remedy options, as well as their effectiveness will be prominently featured on the Biotoxin Foundation website. Once it is practical, the Biotoxin Foundation will sponsor “X-Prizes” to support the creation of low cost and effective methods of detection, treatment, and remedies.

  • To support the creation of strong laws to protect society from biotoxin harm. At every level of government globally, the foundation will support the creation of laws to detect and eliminate biotoxins safely from our environment. The foundation will support laws to reimburse members of our communities that have been harmed by biotoxins through no fault of their own. The Biotoxin Foundation will support laws that ensure businesses and communities maintain a safe environment free from biotoxins for everyone.

  • To aid its members with legal and financial support where possible. The Biotoxin Foundation will provide legal and financial aid for our most vulnerable members. No child deserves to be hurt or killed by preventable biotoxin exposure. The foundation will make available resources to the maximum extent possible for each member harmed by biotoxins.

  • Lastly, and not least, to collectively pray to the Divine (non-denominationally) for protection and relief from the harm caused by biotoxins.

CODES OF CONDUCT

DOES THE BIOTOXIN FOUNDATION HAVE A CODE OF CONDUCT?
Yes, when we established the Biotoxin Foundation in 2020, one of our focal points was to publish our first Code of Conduct. Our Code of Conduct was approved by the Biotoxin Foundation Principals and implemented throughout the company both internally and externally. Read more on ethics.

Yes. We are currently working on our case study portfolio and 5-year business plan regarding sustainability for 2020-2025.

We encourage and empower our employees, volunteers, and independent contractors as well as suppliers and partners to make a positive contribution to society and the communities where we work and live. Through normal management approval systems, these contributions are determined according to non-profit community needs, as follows:

  • Education: focusing on Safety, Value and Technical.
  • Company Core Values: Internal and External.
  • Efficiency: Adopting Processes.
  • Standards: Possessing the highest services standards for a Non-Profit
  • Organization.

Increasing diversity and inclusion is a change journey and for any change journey to be successful a clear goal is needed. Although many of the challenges we face in different markets are unique, quite a few challenges are similar across countries, regions, locally and in business streams.
We are a people-focused non-profit: our competitive advantage lies in attracting, developing and retaining the best people who care and offer an abundance of loyalty to the cause. A key component for success is our ability to offer an inclusive work culture that allows everyone to contribute to their full potential regardless of the location.

Diversity is who we are in terms of representation; inclusion is how we interact with each other. Research and experience show that it is the combination of diversity and inclusion that brings benefits to a non-profit organization such as:
  • Ability to attract, retain and develop the best people from a large pool of talent.
  • Ability to fully understand future and present circumstances.
  • Credibility as a non-profit partner, supplier, and employer.
  • Ability to be innovative and creative.
Diversity without inclusion results in problems such as conflicts, harassment, volunteer turnover, and a reduction in partnerships. Inclusion without diversity results in low capacity for change, low creativity and increased risk of making major mistakes because of “group think.” Therefore, we are both diverse and inclusive which continues to assist the Biotoxin Foundation with exponential growth.

CODE OF ETHICS


Our Code of Ethics at the Biotoxin Foundation is the set of behavioral rules that our principles, volunteers, employees, and partners should follow to ensure the organization’s values are reflected in all business dealings. Regardless of the size or scope of our programs, we have clearly defined codes and closely monitored transactions by our Biotoxin Foundation Executive Team, at all times.
Our company rigidly provides non-profit services and support that are consistent with North American business standards at the highest of levels. Our company Code of Ethics ensures a work environment where people feel comfortable doing the right thing.

Values
The Biotoxin Foundation business values typically are expressed in terms of how the organization performs day-to-day. We assess everything from interactions with suppliers, employees, victims, and our preferred partners. A primary objective for our Code of Ethics is by a clear sense of honesty and fairness. Another defined value is respect in all interactions, regardless of the circumstances.

Principles
Our company, both internally and externally, adheres to a strict core of company principles. The Biotoxin Foundation prides itself on key factors such as satisfaction, business profitability, and continuous improvement. When and where it is possible, our corporate responsibility to the environmentally-friendly use of natural resources is another business principle that can be found in our code of ethics.

Biotoxin Foundation Executive Team and Management Support
Our Biotoxin Foundation Executive Team and managerial support of the core company values and principles are documented in our code of ethics. We encourage open door policies for reporting ethics violations which are included in the code, along with a process to anonymously report any code of ethics issues.

To reflect how seriously our Biotoxin Foundation Executive Team and Management considers our code, we reflect our principles throughout visible areas of the organization as constant reminders with the highest of professional standards.

Personal Responsibility
Another organizational component is our statement internally regarding the importance of each employee’s, volunteer’s, and partner’s personal responsibility to uphold the Biotoxin Foundation code of ethics. We consider it imperative that both the legal and moral consequences are adhered to. If an employee, independent contractor or even a supplier is in violation of our code of ethics set forth by the Biotoxin Foundation Executive Team, the consequences and ramifications of which will be enforced without exceptions. We require any violators to be reported.

Compliance
Any laws or regulations within the organization or externally, must be upheld at all times. No executive, manager, employee, independent contractor or supplier is above the Biotoxin Foundation code of ethics rules. Compliance to all financial reporting and any licensing requirements are documented, along with the expectation that all of the aforementioned code of ethics will be maintained and legal regulations met, at all times.

DIVERSITY & INCLUSION

The vision comes with a strategy. Starting in 2020, the Biotoxin Foundation Executive Team took on the role as an “Inclusion Advocates.” The Inclusion Advocates together with our human resources agenda have developed a specific analysis followed by targets and actions in line with group strategy and integrated in the “people strategy”.
The foundation for our strategy is our Code of Conduct and a sustainable business plan. A fundamental component is our commitment, awareness and skills in diversity and inclusion. In order for the Biotoxin Foundation non-profit organization to reach our vision this can never be compromised. The strategy focuses on four main areas that are critical for our business success. These are:
  • Attract and recruit from a large and diverse pool of talent.
  • Develop a diverse pool of talent.
  • Securing an inclusive work culture.
  • Using diversity and inclusion as a competitive advantage in the marketplace.
With the Biotoxin Foundation strategy comes a suggested measurement focusing on important stakeholder groups’ experiences of today as well as desired experiences in 2020 and beyond, within each strategic area. Departing from the strategy defines actions and targets that will help the organization move forward with partnership growth as well as sustainability.
Diversity says something very fundamental about us as individuals as well as the societies we live in. The Biotoxin Foundation is a national and international endeavor working in and with businesses and individuals around the globe. Diversity as a concept refers to variation. In other words, diversity by default means you have more than one (of something) otherwise you are not able to detect any potential variations. In the case of diversity and work inclusion, diversity means human variations and differences between people culturally or otherwise. From a broad perspective diversity is about everything that makes us unique as individuals – anything that makes me different from you. From a slightly narrower perspective diversity refers to common social categories in societies such as gender, ethnicity, age, sexual orientation etc. These social categories typically come with historical, societal status hierarchies that result in inequalities. Thus, in a given society at a given time we not only find specific shared perceptions on for example what women and men are like, there is also an evaluation of women and men as social categories. Equally, as in the U.S.A., many countries have similar status hierarchies at play in relation to other social categories such as ethnicity, age, and sexual orientation. As countries become more and more equal, less of these unfair evaluations are taking place. In many countries there is legislation in place that supports companies in preventing and abolishing these kinds of inequalities, for instance discrimination due to gender and race.

Inclusion is how to deal with diversity. Inclusion is the concept used to describe a desired culture/mindset/approach to diversity. In other words, a prescription on how we as individuals and members of an organization should deal with diversity. Some people might find it difficult to understand what inclusion is, as it typically not is something we think of when we experience it. One way of understanding what inclusion is to think of its’ opposite: exclusion.

An excluding culture is a culture in which some people are marginalized, not listen to, made fun of, bullied and harassed. This could be an openly sexist, racist, homophobic culture. Such a culture could still be inclusive to the majority, but not to others. An excluding culture/mindset/approach is not in line with the Biotoxin Foundation values and Code of Conduct.

An inclusive culture is a culture where also minority groups or acutely ill individuals feel welcomed, acknowledged and comfortable in showing who they are and enables everyone to contribute. It is a culture where everyone treats each other with respect and care. An inclusive culture does not mean that “anything goes” rather the opposite: often it is characterized by strong values but those values focus on everyone’s equal worth as human beings and how we treat each other (with respect and care).

Full inclusion means scrutinizing the way we are organized, how we cooperate, how we incentivize, how we acknowledge and promote in order to find more inclusive ways of working.

Our research has pinpointed a number of aspects in work culture that could unintentionally exclude certain groups:

  • Background to Organization
  • Management Style
  • Informal Socializing
  • Diversity Awareness
  • Work Ideology and Time Management
  • Sexuality
  • Language and Communication
  • Sensitivity to Disabilities

At the Biotoxin Foundation, both in the United States of America and as a global partner in the health community, we aim high and are always defined by our diversity and inclusivity regardless of which country we provide products. Our people are at the core value and principles of our company and its’ services.