PLATINUM2023

InterPride - the International Association of Pride Organizers

Empowering Pride Organizations Worldwide

aka InterPride   |   Detroit, MI   |  www.interpride.org

Mission

InterPride is the international organization that advances the Pride movement by coordinating with global partners that share our values. Mission: - To contribute to the visibility and inclusion of diverse sexual orientations, gender identities and expressions, and sex characteristics (SOGIESC) communities. - To connect, grow, and support Pride Platforms and networks globally - To assist the Pride movement to design and conduct human rights events that deconstruct myths, lies, and prejudices surrounding SOGIESC realities. - To maximize networking and communication across the global Pride movement, offer resources, grow, and leverage partnerships. Vision: InterPride’s mission is to achieve legal, social, and cultural equity for SOGIESC communities through the Pride movement.

Ruling year info

1997

Co-President

Natalie Thompson

Co-President

Hadi Damien

Main address

InterPride C/O Dave Wait 440 Burroughs Street, Suite 523

Detroit, MI 48202 USA

Show more contact info

EIN

51-0353166

NTEE code info

Lesbian/Gay Rights (R26)

Community Improvement, Capacity Building N.E.C. (S99)

International Human Rights (Q70)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2022, 2021 and 2020.
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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?

Annual General Meeting & World Conference

InterPride’s Annual General Meeting & World Conference is hosted annually in a different city.

Population(s) Served
LGBTQ people
Ethnic and racial groups

WorldPride, licensed by InterPride and organized by one of its members, is an event that promotes visibility and awareness of lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) issues on an international level. WorldPride includes parades/marches, festivals and other cultural activities such as a human right conference.

At the 1997 world conference and general meeting, InterPride members voted to award the inaugural WorldPride to be held in Rome in 2000. The host cities continue to be selected by the members of InterPride with WorldPrides usually held every two years

Population(s) Served
Adults
Ethnic and racial groups
Women and girls
LGBTQ people

Human Rights are one of the key areas InterPride focuses on.

InterPride makes annual scholarships available to Member Prides to participate in our World Conference. Remote participation is also available. During the conference, Pride organizers from around the world share their knowledge and experiences and build networks that strengthen local Prides.

In addition to scholarships, InterPride has a Solidarity Fund that provides financial assistance to LGBTI organizations which are trying to positively influence the situation of the LGBTI community in their respective local communities, organizers of Prides in hostile environments without government back-up and Pride organizers in economically weak countries. More specifically InterPride focuses on ideas and proposals that contribute to the increased visibility of the LGBTI community or are related to the Pride movement.

Population(s) Served
Ethnic and racial groups
LGBTQ people

As Pride organizers, racism and oppression is an issue we have to deal with regularly. The question is, how do we identify this, and what are the potential solutions?

Additionally, many may still be unclear about what constitutes racism, unconscious bias, prejudice, micro-aggression, oppression, colorism, colonialism, and how these are all interconnected. The ability to understand and learn about these will help us become inclusive leaders while creating a safer space for Black, Indigenous, and people of color (BIPOC) communities.

Racial justice issues are fundamental to InterPride, and we have been working very hard to ensure we are communicating this as a priority.

Population(s) Served
LGBTQ people

Inspired by the radical ambition of the Pride movements, we are building the largest self-sustaining fund for LGBTQIA+ equality in the world. With our Solidarity Fund, we combine equity-lens investing, bold grassroots funding, and powerful, multi-sector philanthropy to unlock new capital for Pride organizers globally.We're creating the world's largest self-sustaining fund for LGBTQIA+ equality, inspired by the audacious ambition of the Pride movements. We combine equity-lens investing, daring grassroots financing, and strong, multi-sector philanthropy to unleash fresh cash for Pride organizers throughout the world through our Solidarity Fund.

Population(s) Served
LGBTQ people

InterPod, The Global Voices of Pride Podcast, powered by InterPride, where the world comes together for the LGBTQIA+ community! InterPod, powered by InterPride is hosted by Michelle Meow, who brings on guests from all over the world to broaden the audience’s understanding of queer, trans, and Pride culture and politics, to surprise and delight listeners with unexpected points of view, and to invite listeners into a vibrant conversation about the issues that are animating the global LGBTQIA+ communities.

Population(s) Served
Ethnic and racial groups
LGBTQ people

Where we work

Videos

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Define InterPride’s roles and responsibilities

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Support coordinated approaches to global issues and actions Reduce duplication of operations with Pride Platforms

Grow income through sponsorship and grants

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Increase financial sustainability Increase income through grants Improve access to fundraising and tax benefits

Expand grant funding programs to Pride and Pride like organizations

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Increase human rights impact Increase equity in accessing grants Ensure funding programs reflect changing needs

Enhance benefits for stakeholders

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Deliver practical tools and resources to build Pride Achieve shared goals through collaboration

Produce strategic plan and action steps to implement

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people, Multiracial people

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Total dollar amount of grants awarded

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people

Related Program

Solidarity Fund

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The overall goal of the Strategic Plan is to advance the global Pride movement.

The following strategic priorities aim to implement this goal:

1. Implement a new organizational model
2. Increase funding for grants and operations
3. Enhance and grow stakeholder operations
4. Improve organization’s operations
5. Increase organization capacity by transitioning the Board’s role from operations to governance

STRATEGIC PRIORITY 1 | IMPLEMENT A NEW ORGANIZATIONAL MODEL
Action 1.1 Define InterPride’s roles and responsibilities
Action 1.2 Incorporate Pride Platforms into the organization structure
Action 1.3 Redefine regions
Action 1.4 Review the role of the Global Advisory Council and Caucuses

STRATEGIC PRIORITY 2 | INCREASE FUNDING FOR GRANTS AND OPERATIONS
Action 2.1 Grow income through sponsorship and grants
Action 2.2 Expand grant funding programs to Pride and Pride like organizations

STRATEGIC PRIORITY 3 | ENHANCE AND GROW STAKEHOLDER RELATIONSHIPS
Action 3.1 Enhance benefits for stakeholders
Action 3.2 Reduce language barriers
Action 3.3 Restructure membership and partnership fees
Action 3.4 Strengthen our international profile
Action 3.5 Enhance recognition of volunteers

STRATEGIC PRIORITY 4 | IMPROVE ORGANIZATION’S OPERATIONS
4.1 Grow Operations team
4.2 Grow Pride development
4.3 Enhance operations through training and performance management

STRATEGIC PRIORITY 5 | TRANSITION THE ROLE OF THE BOARD FROM OPERATIONS TO GOVERNANCE
Action 5.1 Enhance the capacity of the Board to implement best practice governance
Action 5.2 Review the role of Committees
Action 5.3 Implement best practice financial management
Action 5.4 Align Board structure and roles with strategic directions

BENEFITS OF INTERPRIDE'S STRATEGIC PLAN

In general, an organization’s strategic planning efforts have many benefits:

Organization and people are set up to succeed
Increased likelihood of staying on track
Decreased likelihood of being distracted or derailed
Progress through the plan is communicated throughout the organization
Budgets organization-wide are based on strategy
Cross-organization alignment
Commitment to learning and training
Everyone involved and invested in the organization
Employees inform leadership about what’s working or not working at the operational level
Innovation is encouraged and rewarded
Increased productivity

More specifically, we want to ensure InterPride evolves with the ever-growing Pride movement. We want to efficiently manage operational demands, reducing administrative duplication between InterPride and regional Pride Platforms. We want to transfer operational and administrative functions to staff/contractors to allow the Board to govern more effectively and reduce the workload on volunteers.

To give effect to the aims of this Strategic Plan, a detailed Implementation Strategy will be developed.

This will set out the steps, outcomes, and timing of implementation. The Board and hired leadership will monitor implementation regularly, assigning tasks and identifying milestones.

Ongoing reflection and learning throughout the implementation period aim to assist InterPride in continuously improving our organization and adding value to the global Pride movement.

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 share the feedback we received with the people we serve, 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 find the ongoing funding to support feedback collection, It is hard to come up with good questions to ask people

Financials

InterPride - the International Association of Pride Organizers
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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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  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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lock

Connect with nonprofit leaders

Subscribe

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.

InterPride - the International Association of Pride Organizers

Board of directors
as of 10/06/2023
SOURCE: Self-reported by organization
Board co-chair

Natalie Thompson

InterPride

Term: 2026 - 2023


Board co-chair

Hadi Damien

InterPride

Term: 2019 - 2022

Hadi Damien

InterPride

Debbie Brixey

InterPride

Marsha H. Levine

InterPride

Natalie Thompson

InterPride

Dave Wait

InterPride

Alan Reiff

InterPride

Nicholas Rodriguez

InterPride

Jordan Braxton

InterPride

Uwe Horner

InterPride

Rahul Upadhyay

InterPride

Richard Brethour-Bell

InterPride

Jen LeBarbera

InterPride

Welton Trindade

InterPride

Darien Chen

InterPride

Linda DeMarco

InterPride

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 ? Not applicable
  • 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 10/3/2023
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
Black/African American
Gender identity
Female, Not transgender
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Decline to state

The organization's co-leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Male, Not transgender
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 09/26/2023

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 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 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.