GOLD2023

GBA Equality Foundation

Elevate Equality. Empower Q+ Talent.

aka Q+ Equality Foundation   |   Lewes, DE   |  www.qplusequality.org

Mission

Our mission is to empower and support the next generation of Q+ students and professionals by providing resources, education, and opportunities for personal and professional growth. Over the next decade, at least 12 million queer youth in the US will earn degrees and enter the workforce. As things stand, the deck is stacked against them. Given the mental, social, and logistical challenges Q+ youth face, the majority will not achieve their true potential. We strive to find organizations that have made DEI a core value and are willing to hire new LGBTQ+ graduates. Each day, opportunities for the coming generation of LGBTQ+ youth grow as more companies become designated as a Q+ Workplace.

Ruling year info

2022

Executive Director

Thomas Ryan-Lawrence

Main address

16192 Coastal Highway

Lewes, DE 19958 USA

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Formerly known as

GBA Equality Foundation

EIN

88-3416748

NTEE code info

Employment Procurement Assistance and Job Training (J20)

IRS filing requirement

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

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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?

Q+ Workplace

A Q+ Workplace is an organization that has created authentically inclusive environments that provide equitable opportunities and create fulfilling careers for LGBTQ+ youth.

A Q+ Workplace must be willing to:
+ Hire LGBTQ+ talent, especially Gen Z;
+ Give them a voice at the table (put people over policy); and
+ Show support for LGBTQ+ people all year long.

A Q+ Workplace may be an organization of any size and from any industry, especially those where LGBTQ+ people are historically or currently underrepresented.

Population(s) Served
LGBTQ people
Unemployed people
Artists and performers
Activists
Academics

We partner with Offices of Student Engagement and various student-led organizations that promote queer youth welfare to spread the word that we are here to help. Through these channels, we are able to make referrals to existing Q+ Workplaces that have open career opportunities. Additionally, we partner with Alumni associations to foster the same connections for those that have graduated in the past 24-months.

Population(s) Served
LGBTQ people

Where we work

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 collect feedback from the people we serve at least annually, 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 get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time, It is hard to come up with good questions to ask people

Financials

GBA Equality Foundation
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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.

GBA Equality Foundation

Board of directors
as of 06/16/2023
SOURCE: Self-reported by organization
Board chair

Mr. Chirag Chaman

Thomas Ryan-Lawrence

Marci Alt

Lisa Price

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 6/16/2023
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, Not transgender (cisgender)
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

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

Equity strategies

Last updated: 06/16/2023

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 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 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 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.