Association for Intellectually Disabled Black and Indigenous People

Our People. Our Mission. Our Power.

aka AIDBIPOC   |   Chicago Ridge, IL   |

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Association for Intellectually Disabled Black and Indigenous People

EIN: 92-3751056


Our mission is to help intellectually disabled, indigenous, and persons of color overcome obstacles that contribute to their vulnerability as a result of racial disparity, inequity, discrimination, and lack of equal access to critical services.

Ruling year info


President & CEO

Theresa Norwood

Treasurer & CFO

Eddie Smith

Main address

10607 Mayfield Ave Lowr

Chicago Ridge, IL 60415 USA

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Subject area info

Cultural awareness

Missing persons

Domestic violence

Freedom from violence and torture

Cultural rights

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Population served info

Ethnic and racial groups

Immigrants and migrants

Economically disadvantaged people

Incarcerated people

At-risk youth

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NTEE code info

Human Service Organizations (P20)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

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



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?

Inclusive Search Initiative

The "Inclusive Search Initiative" is a program dedicated to locating missing individuals, with a focus on supporting indigenous, black, and persons of color, as well as those who are intellectually disabled. Our mission is to raise awareness and ensure a more inclusive approach to missing persons cases. By leveraging advanced technology, community engagement, and collaboration with law enforcement, our "Inclusive Search Initiative" program aims to bring comfort to families and communities while fostering a more equitable search process. Join us in uniting under the hashtag #InclusiveSearch to make a difference and bring our loved ones home.

Population(s) Served
Victims and oppressed people
Sex workers
Homeless people
Ethnic and racial groups
Foster and adoptive children

Where we work


Association for Intellectually Disabled Black and Indigenous People


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

President & CEO

Theresa Norwood

I have dedicated 25 years as a rising Leader within the HealthCare Revenue Cycle. During my career I developed a boundless strength of character, providing me with the ability to effectively communicate, meet aggressive performance metrics, and contribute to positive relationships in an empathetic and professional manner. My experience will show that my passion thrives on setting a high bar for outcomes, and exceeding expectations by helping others come together collectively for long term sustainability. My lifelong vision has always been to help people facing struggles and hardship overcome their struggles, as well as to guide and support them to rise up stronger. On April 27, 2023 we launched the Association for Intellectually Disabled Black, Indigenous and People Oppressed by Color (“AIDBIPOC”). Now leading this long-awaited endeavor as President & CEO, I am beyond excited to see where we can contribute to society together!

Treasurer & CFO

Eddie Smith

There are no officers, directors or key employees recorded for this organization

There are no highest paid employees recorded for this organization.

Association for Intellectually Disabled Black and Indigenous People

Board of directors
as of 12/18/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Theresa Norwood

Theresa Norwood


Eddie Smith


Omar Norwood


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? No

Organizational demographics

SOURCE: Self-reported; last updated 7/30/2023

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


The organization's leader identifies as:

Race & ethnicity
Native American/American Indian/Alaska Native/Indigenous
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

The organization's co-leader identifies as:

Race & ethnicity
Black/African American
Gender identity
Male, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation


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

Equity strategies

Last updated: 07/30/2023

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

  • 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.