PLATINUM2023

Stonewall National Museum, Archives & Library

HISTORY=PRIDE

aka Stonewall National Museum, Archives & Library   |   Fort Lauderdale, FL   |  https://www.stonewall-museum.org

Mission

Stonewall National Museum & Archives is a safe, welcoming place that inspires and promotes understanding through collecting, preserving and sharing the proud culture of lesbian, gay, bisexual, transgender and queer people of all stories, and their significant role in American society.

Ruling year info

1990

Executive Director

Mr. Robert Kesten

Main address

1300 East Sunrise Boulevard N/A

Fort Lauderdale, FL 33304 USA

Show more contact info

EIN

65-0139829

NTEE code info

History Museums (A54)

Libraries, Library Science (B70)

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

SOURCE: Self-reported by organization

Members of the LGBTQ community have for centuries been marginalized. Though the collection, preservation, and exhibition of items in our archives and library, we seek to ensure that LGBTQ history is never forgotten and is available for discovery and research.

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?

Stonewall National Museum & Archives

Stonewall’s exhibitions and programming present diverse voices and points of view from well-known LGBTQIA+ authors, artists, community leaders, curators, and noteworthy individuals. Our exhibition series includes exhibits that showcase the most marginalized groups as well as exhibits that delve into LGBTQIA+ history promoting conversation about social justice issues framed by the LGBTQIA+ community.
The Stonewall Library remains the largest LGBTQIA+ collection in the world with over 29,000 LGBTQIA+ books of fiction, non-fiction, biography, and art.
Our Archive contains 2,700+ linear feet of documents, totaling more than 6 million individual pages. Additionally, Stonewall has more than 2,000 objects of critical importance to gay history.
The Stonewall National Education Program (SNEP), supports LGBTQIA+ youth, convening an annual symposium, and training program for teachers and school administrators, ensuring emotional and educational success of LGBTQIA+ students.

Population(s) Served
LGBTQ people
Adults

Where we work

Our results

SOURCE: Self-reported by organization

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

Total number of exhibitions

This metric is no longer tracked.
Totals By Year
Related Program

Stonewall National Museum & Archives

Type of Metric

Output - describing our activities and reach

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.

1. Continue strengthening programmatic, operational, leadership, and advisory functions.
2. Increase revenue and build cash reserves.
3. Increase inclusion, equity, and diversity and belonging regarding people, holdings, and programs.
4. Increase outreach to local and national audiences.

1. As SNMA matures as an organization, it seeks to professionalize it policies to practices regarding the operation of a library, archive, and museum. For too many years, SNMA has relied upon the input of well-meaning volunteers but to be viable we need to meet industry standards in our areas of practice.

2. To remain financially sound, continue to operate without a deficit, and build on cash reserves.

3. SNMA’s roots has been primarily in the gay white, male population. There has never been any intentionality in diversity. We seek to diversify our people, holdings, and programs. Specific recommendations on this topic have come from our Task Force on Anti-Racism.

4. Given the vastness of SNMA’s holdings, we seek to make them available to a larger local and national

1. Continue strengthening programmatic, operational, leadership, and advisory functions.
a. Programmatic
i. Increase programming budget.
ii. Build more archival infrastructure and finding aids.
iii. Begin archival digitization.
iv. Activate collections committee – set priorities for new acquisitions (BIPOC, politics, youth, etc.
v. Maintain professional affiliations and continue MAP type assessment.
vi. Create collaborative program plan (i.e., local outreach initiatives, youth, BIPOC, artists, organizations, remote educational opportunities, teacher training programs in other cities, graduate student fellowships, etc.)
vii. Create and implement program assessment tools.
b. Operational
i. Build and strengthen internal infrastructure and programs.
ii. Increase and supervise additional staff.
iii. Improve/expand space – dependent on availability and funding.
c. Leadership – Board of Directors
i. Quarterly training on roles, responsibilities, fundraising, etc.
ii. Increase size of board by 5 new members.
iii. Increase size of Finance Committee to 4 members.
iv. Increase size of Development Committee to 10 members
v. Increase size of Audit Committee to 3 members.
vi. Recruit and train future board leadership.
d. Advisory – National Advisory Council
i. Rewrite/refocus mission, purpose, and role.
ii. Create guidelines and regular meeting schedule.
2. Increase revenue and build cash reserves.
a. Increase fundraising budget.
b. Increase annual revenue by 6%.
c. Continue to operate without deficits.
d. Devise and implement plan for investing EIDL.
e. Develop cash reserve equal to 25% of annual expenses within three years.
f. Explore and reach out to new institutional funders.
g. Increase membership base annually 30/20/10% over next three years.
h. Increase corporate sponsorship annually 30/20/10% over next three years. .
i. Increase outreach for testamentary giving.
j. Build young donor base.
k. Increase donor base by 25%
l. Identify and secure 5 new high net worth donors per year.
3. Increase inclusion, equity, and diversity and belonging regarding people, holdings, and programs.
a. Adopt a new policy of inclusion, equality, diversity, and belonging.
b. Create a budget allocation.

Stonewall National Museum & Archives is a safe, welcoming place that inspires and promotes understanding through collecting, preserving, and sharing the proud culture of lesbian, gay, bisexual, transgender, and queer people of all stories, and their significant role in American society.

SNMA is one of the leading gay archives in America. In our Archive, we have more than 2,700 linear feet of documents, totaling more than 6 million individual pages. There are more than 500 periodical titles and national LGBTQ publications as well as regional serials from more than 75 cities nationwide. Additionally, SNMA has more than 2,000 objects of critical importance to gay history—mostly from the last 50 years.

The Stonewall Archives serves as a critical source of information, aiding historians, scholars, and students in their research and study of LGBTQ history and culture. Since its inception, hundreds have benefited from the papers, serials, objects, and ephemera housed in this important collection. Items from SNMA regularly form an integral part of Stonewall’s exhibitions as well as other exhibitions nationally.

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

  • 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?

    We don't have any major challenges to collecting feedback

Financials

Stonewall National Museum, Archives & Library
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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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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.

Stonewall National Museum, Archives & Library

Board of directors
as of 04/14/2023
SOURCE: Self-reported by organization
Board chair

Ms. Karen Kelley

Stonewall National Museum, Archives & Library

Term: 2023 - 2025

Alan Beck

Fun Maps / Multimedia Platforms (retired)

Maria Lescano

Attorney - Lescano Law PA

Alan Uphold

Comm. Consultant & Public Speaking Coach

Donald Oravec

Writer’s Trust of Canada (retired)

Ronald Herron

Southern Connecticut State University (Emeritus)

Julio Capo, Jr.

Associate Professor of History - Florida International University

Ruperto Arvelo

Arvelo Architecture

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 ? 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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 4/14/2023

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, Not transgender
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 08/16/2021

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 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.