GOLD2023

GAY-LESBIAN-BISEXUAL TRANSGENDER PRIDE-TWIN CITIES

Elevate and Amplify

aka Twin Cities Pride   |   MINNEAPOLIS, MN   |  www.tcpride.org

Mission

The mission of Twin Cities Pride is to empower every LGBTQ+ person to live as their true self. We envision a future where all LGBTQ+ people are valued and celebrated for who they are.

Ruling year info

1995

Executive Director

Andi Otto

Main address

Twin Cities Pride 1618 Harmon Place

MINNEAPOLIS, MN 55403 USA

Show more contact info

EIN

41-1808096

NTEE code info

Lesbian/Gay Rights (R26)

Civil Rights, Social Action, and Advocacy N.E.C. (R99)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Blog

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Pride Festival & March

Starting in 1972 as a small picnic in Loring Park, this program has become the premiere celebration of the Gay-Lesbian-Bisexual-Transgender community in the Twin Cities and one of the largest in the country, attracting over 400,000 visitors annually. Wide-ranging attractions attest to the diversity of the festival. Highlights include four stages of live entertainment, Living Well Park, Jean Tretter GLBT History Pavilion, Children & Families Area, Teen Scene, Pet Central, Beer and Wine Dabblers, and over 400 vendors and exhibitors.
2023’s theme for the Pride Festival and March is Elevate and Amplify. It is more important than ever to act with intentionality, purpose and to highlight different voices while bringing other marginalized communities with us. Queer People of Color, especially Trans People of Color, often struggle just to survive every day.
Pride is meant to be a safe space for everyone to come together and celebrate who they are and who they love. #tcpride.

Population(s) Served
LGBTQ people
Activists
Artists and performers
Families
Children of LGBTQ parents

The Pride March on Sunday morning of Pride weekend attracts well over 150,000 people, making it the largest parade of any kind in the five-state area and our second largest program activity. Beginning in 1972 as a small march, the Parade grew under the leadership of transgender activist Ashley Rukes in the 1990s. The parade was named in her honor after her untimely passing. Over 125 units of floats and marchers, representing every color and stripe of the GLBT rainbow family, parade down Hennepin Avenue into Loring Park. While not as racy as Pride Parades in some cities, viewers are entertained by floats, marching bands, Drag Queens and many others along the route.

Population(s) Served
LGBTQ people
Activists
Artists and performers
Age groups
Families

Where we work

Affiliations & memberships

Hands On Network 2009

InterPride 1983

USA Pride 2018

Videos

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.

  • 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 identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals

  • Which of the following feedback practices does your organization routinely carry out?

    We take steps to get feedback from marginalized or under-represented people, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We share the feedback we received with the people we serve

  • What challenges does the organization face when collecting feedback?

    We don’t have the right technology to collect and aggregate feedback efficiently, It is difficult to find the ongoing funding to support feedback collection

Financials

GAY-LESBIAN-BISEXUAL TRANSGENDER PRIDE-TWIN CITIES
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

GAY-LESBIAN-BISEXUAL TRANSGENDER PRIDE-TWIN CITIES

Board of directors
as of 11/17/2023
SOURCE: Self-reported by organization
Board chair

Felix Foster

Michael Kroeger

Prime Therapeutics

Dennis Anderson

POC Pride

Nomi Badboy

MCTC

J'Kalain Madison

Guthrie Theatre

Katie Schoenberger

Ellie Mental Health

Jesse Goodrich

Medtronic

Kaylee Pohlmeyer

General Mills

Ned Butler

Consultant

Matthew V Shaw

Hotwired Consultants

Bridget Roche

OutFront MN

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 11/17/2023
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Transgender
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 11/17/2023

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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 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.