Jazz Outreach Initiative
"Let's Make A Difference!"
Jazz Outreach Initiative
The people, governance practices, and partners that make the organization tick.
Executive Director / Corp Secretary
Mr Donny Thompson
Donny Thompson has been a musician since age 4. After graduating with a Bachelor's in Music degree from UNLV in 1990, Donny owned and operated successful tuxedo stores for many years. After selling the business, he joined U.S. Bank where he's been in numerous leadership roles most recently the gaming and commercial merchant payments business. Donny was invited to join Jazz Outreach Initiative and supported efforts to create the 501(c)(3) in 2017. He currently serves as Executive Director and Secretary as a volunteer role while continuing in his career with U.S. Bank.
Born in Birmingham, Alabama, trumpet player Gary Cordell has been on the Las Vegas music scene for over 30 years. Arriving in Las Vegas in 1985, he received his education at the University of Nevada, Las Vegas. While at UNLV, he studied trumpet with Walter Blanton and Tom Gause. He is a former member of The Nevada Symphony, The Nevada Chamber Orchestra, The Nevada Opera Theater, The New World Brass Quintet and the Las Vegas Brass Quintet. He is a current member of the Boulevard Brass and the Desert Arts Brass Quintet.
Gary has taught trumpet as adjunct faculty at University of Nevada, Las Vegas and the College of Southern Nevada as well as having his own private teaching studio in Las Vegas. He is a founding member of T.A.P.P.S. (Trumpeters Allied to Perform Patriotic Services) and J.O.I. (Jazz Outreach Initiative) and is the Program Director and Music Supervisor for the Music Is Love Concert Series at Opportunity Village in Las Vegas. He is the founding Program Director at JAZZ@NSA.
Number of employees
Source: IRS Form 990
Jazz Outreach InitiativeOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Jazz Outreach InitiativeBoard of directors
as of 03/29/2023
Board of directors data
Mr. Kenny Rampton
Member, Jazz @ Lincoln Center Orchestra with Wynton Marsalis
Term: 2017 -
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
Equity strategiesLast updated: 06/26/2021
- 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.