Down Syndrome Association of Delaware
Down Syndrome Association of Delaware
as of March 2023
as of March 13, 2023
The people, governance practices, and partners that make the organization tick.
Ms Lauren Camp Gates
Lauren began working for the Down Syndrome Association of Delaware in March of 2014 as Program Director. She became Executive Director as of June 1st.
Lauren first became involved with the DSA of DE when she started volunteering in 2010 for numerous yearly events. She continued her volunteer efforts in 2012 when she started the Days of Summer Camp Program. This is a yearly summer program supported by the DSA of DE. Lauren created the program and has been running it as a volunteer since its start. The summer program is expected to have over 75 children in its fifth year and is provided at no cost to families. Lauren was presented with The Down Syndrome Advocacy Award from the DSA of DE in March of 2013 for her outstanding volunteering efforts.
Lauren graduated from the University of Delaware with a Bachelor’s degree in Public Policy with a minor in Disabilities Studies. Her Master’s degree is in Public Administration with a specialization in Nonprofit Management.
Number of employees
Source: IRS Form 990
Down Syndrome Association of DelawareOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Down Syndrome Association of DelawareBoard of directors
as of 01/25/2023
Board of directors data
Mr Dave Gazzillo
Bank of America
Term: 2017 - 2023
Ms Shelvia Neely
Board leadership practices
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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:
Race & ethnicity
We do not display disability information for organizations with fewer than 15 staff.
Equity strategiesLast updated: 10/19/2021
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
- 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 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.