International Association for the Study of Lung Cancer
Conquering Lung and Other Thoracic Cancers Worldwide in the 21st Century
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International Association for the Study of Lung Cancer
EIN: 20-0499338
as of November 2024
as of November 11, 2024
Programs and results
Reports and documents
Download other documentsWhat we aim to solve
Unequal global access to education, research and treatment of lung/thoracic cancer.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Research Grants Program
The IASLC Research Grants Program is a global education initiative funding the training of early-career research scientists who wish to further develop their careers in the study of lung cancer and other thoracic malignancies. The IASLC strives to advance scientific knowledge of lung and other thoracic cancers to improve all aspects of patient care. Keeping the clinical research hub moving forward is the key to unlocking scientific advances in lung and other thoracic cancers.
Where we work
Photos
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of research studies conducted
This metric is no longer tracked.Totals By Year
Population(s) Served
Researchers
Related Program
Research Grants Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Context Notes
Young Inverstigators and Fellowship Grant Awards
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
Expand our multidisciplinary approach to thoracic cancer prevention, diagnosis, treatment and care across geographies and health care systems.
IASLC will have a robust multi-faceted, multi-disciplinary and global education offering delivering
valuable information, creating community connections, and meeting country-specific professional credentialing
needs through an online Knowledge Hub, in-person events and partner activities.
We will have expanded into the newer territories of global standards and global policy
and will unite the global thoracic cancer community through enhanced strategic partnerships
and improved understanding of local and regional challenges.
What are the organization's key strategies for making this happen?
3 Pillars: Collaborative Science, Global Education, Promote Accessible Multidisciplinary Care
4 Enablers: Global Inclusion, Member Support, Commitment to Patients, Multidisciplinary Collaboration
Updated Mission and Vision statements
Extended focus on DEI, inclusion, broader geographical and disciplinary subsets
Continued emphasis on our global, multidisciplinary membership and on member networking and support
New committees and volunteer opportunities
What are the organization's capabilities for doing this?
The International Association for the Study of Lung Cancer (IASLC) is the only global organization dedicated solely to the study of lung cancer and other thoracic malignancies. Founded in 1974, the association's membership includes more than 10,000 lung cancer specialists across all disciplines in over 100 countries, forming a global network working together to conquer lung and thoracic cancers worldwide. The association also publishes the Journal of Thoracic Oncology, the primary educational and informational publication for topics relevant to the prevention, detection, diagnosis, and treatment of all thoracic malignancies. IASLC also publishes JTO Clinical Research Reports, an open access publication.
What have they accomplished so far and what's next?
By the end of 2024, We will have built a research infrastructure that empowers our committee members to explore global scientific questions in thoracic malignancies, while nurturing their career trajectories.
PILLAR 1: Collaborative Science
3 new committees, call for new members.
Funding and call for mid-level career grants.
Continued expansion of IASLC academy awardees
PILLAR 2: Global Education
Activation of the new Learning Management System (LMS), housing diverse and innovative content.
PILLAR 3: Promote Accessible Multidisciplinary Care
2 new committees, call for new members.
New collaborative projects addressing multidisciplinary care.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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How is your organization using feedback from the people you serve?
To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection
Financials
Financial documents
Download audited financialsRevenue vs. expenses: breakdown
Liquidity in 2022 info
1.30
Months of cash in 2022 info
7.1
Fringe rate in 2022 info
0%
Funding sources info
Assets & liabilities info
Financial data
International Association for the Study of Lung Cancer
Revenue & expensesFiscal Year: Jan 01 - Dec 31
International Association for the Study of Lung Cancer
Balance sheetFiscal Year: Jan 01 - Dec 31
The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.
International Association for the Study of Lung Cancer
Financial trends analysis Glossary & formula definitionsFiscal Year: Jan 01 - Dec 31
This snapshot of International Association for the Study of Lung Cancer’s financial trends applies Nonprofit Finance Fund® analysis to data hosted by GuideStar. While it highlights the data that matter most, remember that context is key – numbers only tell part of any story.
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Business model indicators
Profitability info | 2018 | 2019 | 2020 | 2021 | 2022 |
---|---|---|---|---|---|
Unrestricted surplus (deficit) before depreciation | $23,438 | $1,264,286 | -$2,021,250 | $4,777,613 | -$1,667,135 |
As % of expenses | 0.2% | 7.1% | -20.6% | 41.8% | -11.7% |
Unrestricted surplus (deficit) after depreciation | -$81,352 | $1,117,235 | -$2,287,367 | $4,447,686 | -$2,023,040 |
As % of expenses | -0.6% | 6.3% | -22.7% | 37.8% | -13.8% |
Revenue composition info | |||||
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Total revenue (unrestricted & restricted) | $14,022,444 | $18,805,451 | $6,883,020 | $13,685,313 | $11,551,380 |
Total revenue, % change over prior year | -4.5% | 34.1% | -63.4% | 98.8% | -15.6% |
Program services revenue | 96.6% | 89.9% | 89.6% | 92.3% | 144.5% |
Membership dues | 5.4% | 4.4% | 9.2% | 4.6% | 5.8% |
Investment income | 1.4% | 1.0% | 3.5% | 1.2% | 1.8% |
Government grants | 0.0% | 0.0% | 0.0% | 12.7% | 0.0% |
All other grants and contributions | 0.0% | 0.0% | 0.0% | 0.0% | 1.1% |
Other revenue | -3.5% | 4.6% | -2.3% | -10.8% | -53.2% |
Expense composition info | |||||
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Total expenses before depreciation | $14,387,555 | $17,683,642 | $9,821,894 | $11,424,115 | $14,271,924 |
Total expenses, % change over prior year | -2.1% | 22.9% | -44.5% | 16.3% | 24.9% |
Personnel | 18.5% | 17.3% | 35.8% | 33.9% | 24.5% |
Professional fees | 2.5% | 2.6% | 2.4% | 2.6% | 3.8% |
Occupancy | 1.4% | 1.2% | 1.8% | 3.1% | 1.4% |
Interest | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
Pass-through | 0.9% | 3.6% | 0.0% | 0.0% | 0.0% |
All other expenses | 76.7% | 75.4% | 60.0% | 60.4% | 70.3% |
Full cost components (estimated) info | 2018 | 2019 | 2020 | 2021 | 2022 |
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Total expenses (after depreciation) | $14,492,345 | $17,830,693 | $10,088,011 | $11,754,042 | $14,627,829 |
One month of savings | $1,198,963 | $1,473,637 | $818,491 | $952,010 | $1,189,327 |
Debt principal payment | $0 | $361,998 | $0 | $0 | $0 |
Fixed asset additions | $210,701 | $374,046 | $1,061,464 | $0 | $0 |
Total full costs (estimated) | $15,902,009 | $20,040,374 | $11,967,966 | $12,706,052 | $15,817,156 |
Capital structure indicators
Liquidity info | 2018 | 2019 | 2020 | 2021 | 2022 |
---|---|---|---|---|---|
Months of cash | 6.6 | 6.1 | 8.7 | 6.3 | 7.1 |
Months of cash and investments | 11.5 | 11.5 | 19.5 | 16.9 | 14.0 |
Months of estimated liquid unrestricted net assets | 11.7 | 9.6 | 13.5 | 16.4 | 12.0 |
Balance sheet composition info | 2018 | 2019 | 2020 | 2021 | 2022 |
---|---|---|---|---|---|
Cash | $7,926,549 | $8,922,373 | $7,142,965 | $6,038,922 | $8,465,695 |
Investments | $5,808,163 | $7,968,233 | $8,815,584 | $10,007,570 | $8,178,483 |
Receivables | $3,183,809 | $3,320,275 | $2,927,997 | $4,175,676 | $4,783,308 |
Gross land, buildings, equipment (LBE) | $1,253,525 | $1,599,465 | $2,034,059 | $2,240,187 | $1,942,455 |
Accumulated depreciation (as a % of LBE) | 47.0% | 44.3% | 17.1% | 30.2% | 51.2% |
Liabilities (as a % of assets) | 23.0% | 29.7% | 41.7% | 26.1% | 40.2% |
Unrestricted net assets | $14,317,953 | $15,046,639 | $12,759,272 | $17,206,958 | $15,183,918 |
Temporarily restricted net assets | $0 | N/A | N/A | N/A | N/A |
Permanently restricted net assets | $0 | N/A | N/A | N/A | N/A |
Total restricted net assets | $0 | $0 | $0 | $0 | $0 |
Total net assets | $14,317,953 | $15,046,639 | $12,759,272 | $17,206,958 | $15,183,918 |
Key data checks
Key data checks info | 2018 | 2019 | 2020 | 2021 | 2022 |
---|---|---|---|---|---|
Material data errors | No | No | No | No | No |
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Chief Executive Officer
Karen Kelly MD
Dr. Kelly is an internationally recognized lung cancer expert dedicated to providing enhanced cancer care through cutting-edge clinical trials. Her research spans the spectrum of this disease from prevention to treatment. Dr. Kelly is widely published, and she frequently lectures on lung cancer topics, nationally and internationally. Dr. Kelly is a long-standing active member of IASLC, ASCO, and SWOG. She served as the SWOG Lung Committee Chair from 2016 until 2022.
Dr. Kelly earned her medical degree from the University of Kansas School of Medicine. She completed her internal medicine residency and oncology fellowship at the University of Colorado Health Sciences Center in Denver, Colorado. Dr. Kelly was appointed faculty at the University of Colorado where she spent many years building her academic career in thoracic oncology prior to accepting a faculty appointment at the University of California, Davis.
Number of employees
Source: IRS Form 990
International Association for the Study of Lung Cancer
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
International Association for the Study of Lung Cancer
Highest paid employeesSOURCE: IRS Form 990
Compensation data
International Association for the Study of Lung Cancer
Board of directorsas of 11/18/2024
Board of directors data
Dr. Paul Van Schill
Faculty of Medicine, member of the Antwerp Surgical Training and Research Center (ASTARC)
Term: 2023 - 2025
Caicun Zhou
Tongji University in Shanghai Pulmonary Hospital
Heather Wakelee
Stanford University
Ming-Sound Tsao
Princess Margaret Cancer Centre
Joachim Aerts
rasmus University Medical Centre
Joe Chang
MD Anderson Cancer Center
Carlos Gil Ferreira
Oncoclinicas Institute
Jhanelle Gray
Moffitt Cancer Center
Young Tae Kim
Seoul National University Hospital
Natasha Leighl
Princess Margaret Cancer Centre
Morten Quist
University Hospital of Copenhagen
Antoni Rosell
Universitat Autònoma de Barcelona
Lecia Sequist
Harvard Medical School
Benjamin Solomon
Peter MacCallum Cancer Centre
Paula Ugalde
Laval University Quebec,
Ignacio Wistuba
MD Anderson Cancer Center
Wen-Zhao Zhong
Sun Yat-Sen University
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
No data
Disability
No data
Equity strategies
Last updated: 10/24/2023GuideStar 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.