Health and Medicine Policy Research Group
Health and Medicine Policy Research Group
as of May 2023
as of May 08, 2023
The people, governance practices, and partners that make the organization tick.
Ms. Margie Schaps
Margie Schaps, MPH, Executive Director
Margie has been Health & Medicine’s Executive Director since 1993. Prior to taking the position, she was a Health & Medicine board member and served as the organization’s vice president. While maintaining overall responsibility of all of Health & Medicine’s activities, her specific policy expertise is in public health systems development, public health workforce, women’s health, and health care safety net. Prior to joining Health & Medicine, Margie, who holds a Master's Degree in Public Health from the University of Illinois and a Bachelor's Degree from Washington University in St. Louis, served for eight years as the Director of the Women’s Health Resource Center at Illinois Masonic Medical Center, the nation’s first hospital-based comprehensive primary care center for women. She is passionate about creating a just and equitable health system that will improve the health of the public.
Gita Krishnaswamy, Deputy Director
Gita joined Health & Medicine in January 2022 as Deputy Director. She is responsible for the oversight of day-to-day operations, working with program directors and staff to ensure alignment with our mission and vision. In addition, she will manage implementation of a new strategic plan and closely support the Executive Director. Gita began her professional career as a K-12 classroom teacher and later as a public health professional, she continued to work with school districts and nonprofit organizations interested in policy changes to support health equity and lifelong health for students. Just before joining Health & Medicine, Gita was the Acting Director of the Community-Oriented Public Health Practice program at the University of Washington in Seattle where she also taught courses on the social determinants of health, community health assessment, and participatory evaluation. She is passionate about building equitable community partnerships.
Number of employees
Source: IRS Form 990
Health and Medicine Policy Research GroupOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Health and Medicine Policy Research GroupBoard of directors
as of 12/21/2022
Board of directors data
Dr. Steven Rothschild
Rush University Medical Center
Linda Rae Murray
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Yes
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:
The organization's co-leader identifies as:
Race & ethnicity
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Equity strategiesLast updated: 12/21/2022
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
- 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.
- 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 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.