GOLD2023

Gay Elders of Metro Detroit

We believe that authenticity is ageless

aka MiGen   |   Ferndale, MI   |  https://migenconnect.org/

Mission

Formerly SAGE Metro Detroit, MiGEN provides services, advocacy, fun and connection to LGBTQ+ folks ages 45+. At MiGEN, we believe in vibrant, authentic lives at any age, safe spaces and connected communities.

Ruling year info

2015

Principal Officer

Angela Gabridge

Main address

290 W Nine Mile Rd

Ferndale, MI 48220 USA

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Formerly known as

SAGE Metro Detroit

EIN

47-3464425

NTEE code info

Lesbian/Gay Rights (R26)

IRS filing requirement

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

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Communication

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?

The Transgender Aging and Health Project

The Transgender Aging and Health Project creates a network of volunteer health advocates and health and wellness workshops to improve both health literacy, knowledge and the health and well-being of transgender older adults in Southeast Michigan.

Population(s) Served
LGBTQ people
Seniors
Older adults

The Rainbow Resource Guide is a source of information and referrals featuring organizations and local businesses that have committed to serving LGBTQ older adults in metro Detroit without discrimination. All businesses and organizations in the Guide are required to sign a written statement of commitment not to discriminate against LGBTQ clients or customers.

Population(s) Served
LGBTQ people

LIT Collaborative

Population(s) Served
LGBTQ people
Older adults
Seniors

SAGE Metro Detroit offers free intensive LGBT cultural competency training for aging service providers, as well as LGBT organizations and their staff. Our trainer is certified by the National Resource Center on LGBT Aging.

Population(s) Served
LGBTQ people

The program has been made possible by a major grant from the Michigan Department of Health and Human Services (MDHHS) and aims to train 100 nursing facilities in 3 years. It offers direct care workers, nurses, social workers, and administrators CEU credits, as well as the opportunity for all staff to earn a certification in LGBTQ+ Aging.

Population(s) Served
LGBTQ people

The Friendly Caller Program connects LGBTQ older adults with other members of the LGBTQ communities and allies to maintain connection. During the current pandemic, the program has been expanded to provide resources and information as well as help the community stay connected.

Population(s) Served
LGBTQ people
Older adults
Seniors

Food Program/MiCAFE

Population(s) Served
Older adults
Seniors
LGBTQ people

Technical and Computer Support

Population(s) Served
LGBTQ people
Older adults
Seniors

MiSocials(virtual and in person), Support Groups(virtual and in person), 2nd Sunday Arts Program, Events, Volunteering

Population(s) Served
Older adults
Seniors
LGBTQ people

Adult vaccination, Behavorial Health Referrals, Cancer Awareness & Prevention for LGBTQ+ Communities

Population(s) Served
Older adults
Seniors
LGBTQ people

Where we work

Videos

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
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 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 demographics (e.g., race, age, gender, etc.), 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 act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, As a rule, many people get tired of surveys, so sometimes there are challenges.

Financials

Gay Elders of Metro Detroit
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Operations

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

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lock

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 Elders of Metro Detroit

Board of directors
as of 10/17/2023
SOURCE: Self-reported by organization
Board chair

Angela Lippard

Pat Baldwin

Roger Bushnell

Jay Kaplan

Kathryn Bartz

Michelle Fox-Phillips

Janet Hunko

Kathleen Latosch

Soumya Rangaranjan

Tom Wilczak

Angela Lippard

Richard Ginnetti

Courtney Mucklin

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.

  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 2/6/2023
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
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 11/29/2022

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 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.
Policies and processes
  • 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.