Islamic Development Center, Inc.
With the Name of G-d, the Merciful Benefactor, the Merciful Redeemer
Learn how to support this organization
Islamic Development Center, Inc.
The people, governance practices, and partners that make the organization tick.
Imam Ronald El-Amin
Imam Ron El-Amin has been a member of the Muslim American Community associated with the Leadership of Imam W. Deen Mohammed since 1975. In 1980 he was elected the Resident Imam of Muhammad’s Mosque in Riverside, CA. During this period, Imam El-Amin served on the Riverside Inter-Faith Fellowship Committee, wrote weekly articles on Al-Islam and social issues in three area newspapers, ‘The Voice News’ of Riverside, ‘The American’ of San Bernardino, and ‘The Precinct Reporter’ of San Bernardino. In 1987, he traveled Saudi Arabia to study Arabic at The Institute of Arabic Language of Imam Muhammad Ibn Saud University in the capitol city of Riyadh. While in Arabia, he performed Hajj (Pilgrimage) to the Sacred Mosque in Mecca and later visited many of the religious and historical sites in the sacred city of Madina, as well as other areas. In 1991, upon his return to the United States, Imam El-Amin served as the first Muslim Chaplain hired by the State Department of Mental Health.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
Islamic Development Center, Inc.Board of directors
as of 12/14/2023
Board of directors data
Imam Romald El-Amin
Islamic Development Center
Term: 2016 -
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? Not applicable
CEO oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Not applicable
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? Not applicable
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
Equity strategiesLast updated: 12/14/2023
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- 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 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 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.