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GLMA: Health Professionals Advancing LGBTQ Equality

Join the movement for LGBTQ+ health equity!

aka GLMA   |   Washington, DC   |  www.glma.org

Mission

GLMA is a national organization committed to ensuring health equity for lesbian, gay, bisexual, transgender, queer (LGBTQ) and all sexual and gender minority (SGM) individuals, and equality for LGBTQ/SGM health professionals in their work and learning environments. To achieve this mission, GLMA utilizes the scientific expertise of its diverse multidisciplinary membership to inform and drive advocacy, education, and research.

Ruling year info

1996

Interim Executive Director

Alex Sheldon MA

Main address

1629 K St. NW, Suite 300

Washington, DC 20006 USA

Show more contact info

EIN

94-2901694

NTEE code info

Lesbian/Gay Rights (R26)

Professional Societies & Associations (E03)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

Sign in or create an account to view Form(s) 990 for 2020, 2019 and 2018.
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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

GLMA: Health Professionals Advancing LGBTQ Equality (previously known as the Gay & Lesbian Medical Association) is the world's largest and oldest association of lesbian, gay, bisexual, transgender and queer (LGBTQ) healthcare professionals. GLMA was founded in 1981, as the American Association of Physicians for Human Rights, with the mission of ensuring equality in healthcare for LGBTQ individuals and healthcare professionals. Today, there is still considerable ignorance about LGBTQ health issues, with many assuming that LGBTQ health involves only HIV/AIDS. In fact, the full scope of the LGBTQ health agenda includes breast and cervical cancer, hepatitis, mental health, substance abuse, tobacco use, depression, access to care for transgender persons and other concerns.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Annual Conference on LGBTQ Health

Offered each fall to promote equality in healthcare from gay, lesbian, bisexual and transgendered patients.  GLMA is certified by the ACCME to provide continuing education credits, and our annual conference offers programs on a wide range of LGBT health issues.

Population(s) Served
LGBTQ people
Intersex people

LHF is a grantmaking program to support medical research.  Over the years, LHF has given over $1,000,000 to promote lesbian health.

Population(s) Served
Women and girls
LGBTQ people

In an effort to reduce disparities in healthcare, GLMA hosts an online provider directory to help gay, lesbian, bisexual and transgender patients seek culturally competent health care providers.

Population(s) Served
LGBTQ people
Intersex people

Where we work

Awards

Frank Kameny Award 2020

The LGBTQ+ Bar Association

Videos

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Over the past three decades, GLMA has tackled many initiatives and projects. Early on, GLMA focused on HIV/AIDS and the issues faced by physicians coming out at work. As the climate and culture have changed, GLMA has become a leader in public policy advocacy related to LGBTQ health.

Originally open only to physicians, residents and medical students, in 2002, GLMA expanded its mission and now represents the interests of tens of thousands of LGBTQ health professionals of all kinds, as well as millions of LGBTQ patients and families. GLMA's membership includes approximately 1,000 member physicians, nurses, advanced practice nurses, physician assistants, researchers and academics, behavioral health specialists, health profession students and other health professionals. Our members reside and work across the US and in several other countries.

In 2012, GLMA announced a new tag line and preference to be known as GLMA: Health Professionals Advancing LGBTQ Equality, or simply “GLMA". This shift recognizes that all health professionals and our supporters have a role in improving the health and well-being of LGBTQ people and that GLMA is an organization that welcomes and serves everyone who shares in that belief.

Through the expertise of our members and in collaboration with other lesbian, gay, bisexual, transgender and queer (LGBTQ) civil rights and health organizations as well as with health associations and policy-makers at all levels, GLMA is a major force in the effort to ensure the health and well-being of LGBTQ individuals and families.

We at GLMA take great pride in the impact we've made over our 30+ year history—with the support of our members, our supporters and the community at-large—toward greater equality in healthcare.

Below are just a few areas in which we have made a significant and sustainable impact:
- Healthcare Reform
- Hospital Discrimination
- Electronic Health Records
- Marriage Equality
- Patient Education & Referrals
- HIV Discrimination
- Cultural Competence
- Health Profession Advocacy
- Health Profession Education
- Continuing Education for Health Professionals
- Promoting Research

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.

  • Who are the people you serve with your mission?

    LGBTQ+ health professionals and LGBTQ+ communities more broadly.

  • 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

  • What significant change resulted from feedback?

    We recently expanded our membership benefits to better meet the needs of all members.

  • 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 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

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

GLMA: Health Professionals Advancing LGBTQ Equality
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Operations

The people, governance practices, and partners that make the organization tick.

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

GLMA: Health Professionals Advancing LGBTQ Equality

Board of directors
as of 01/29/2023
SOURCE: Self-reported by organization
Board chair

Dr. Nick Grant

Gal Mayer

Jesse Joad

University of California, Davis

Laura Hein

Scott Nass

Amir Ahuja

Richard Greene

Andrew Petroll

Kylie Blume

Mia McDonald

Nicholas Grant

Tonia Poteat

Bobbi Dalley

Sarah Fogel

Shail Maingi

José Parés-Avila

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • 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 ? Yes
  • 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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 1/29/2023
info Candid has made improvements to the race and ethnicity options.

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
White/Caucasian/European
Gender identity
Non-binary, Transgender
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Decline to state

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 01/29/2023

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

Data
  • 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 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.
Policies and processes
  • 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.