GLMA: Health Professionals Advancing LGBTQ Equality
Join the movement for LGBTQ+ health equity!
GLMA: Health Professionals Advancing LGBTQ Equality
EIN: 94-2901694
as of October 2024
as of October 15, 2024
Programs and results
Reports and documents
Download annual reportsWhat we aim to solve
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
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.
Lesbian Health Fund
LHF is a grantmaking program to support medical research. Over the years, LHF has given over $1,000,000 to promote lesbian health.
Online Provider Directory
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.
Where we work
Awards
Frank Kameny Award 2020
The LGBTQ+ Bar Association
Videos
Goals & Strategy
Learn 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?
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.
What are the organization's key strategies for making this happen?
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.
What are the organization's capabilities for doing this?
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.
What have they accomplished so far and what's next?
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
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 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, 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
Financial documents
Download audited financialsRevenue vs. expenses: breakdown
Liquidity in 2022 info
2.08
Months of cash in 2022 info
3.2
Fringe rate in 2022 info
13%
Funding sources info
Assets & liabilities info
Financial data
GLMA: Health Professionals Advancing LGBTQ Equality
Revenue & expensesFiscal Year: Jan 01 - Dec 31
GLMA: Health Professionals Advancing LGBTQ Equality
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.
GLMA: Health Professionals Advancing LGBTQ Equality
Financial trends analysis Glossary & formula definitionsFiscal Year: Jan 01 - Dec 31
This snapshot of GLMA: Health Professionals Advancing LGBTQ Equality’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 | -$20,636 | $106,335 | -$22,845 | $67,948 | -$98,143 |
As % of expenses | -3.3% | 16.9% | -4.8% | 16.0% | -14.1% |
Unrestricted surplus (deficit) after depreciation | -$21,450 | $106,335 | -$22,845 | $67,948 | -$98,143 |
As % of expenses | -3.4% | 16.9% | -4.8% | 16.0% | -14.1% |
Revenue composition info | |||||
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Total revenue (unrestricted & restricted) | $597,171 | $735,071 | $449,534 | $449,695 | $600,010 |
Total revenue, % change over prior year | 10.3% | 23.1% | -38.8% | 0.0% | 33.4% |
Program services revenue | 50.3% | 51.7% | 27.8% | 51.4% | 37.6% |
Membership dues | 0.1% | 1.5% | 12.7% | 12.5% | 13.6% |
Investment income | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
Government grants | 0.0% | 0.0% | 9.3% | 0.0% | 6.7% |
All other grants and contributions | 49.3% | 46.1% | 49.4% | 36.1% | 41.8% |
Other revenue | 0.4% | 0.6% | 0.7% | 0.0% | 0.3% |
Expense composition info | |||||
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Total expenses before depreciation | $626,807 | $628,811 | $472,637 | $424,076 | $698,153 |
Total expenses, % change over prior year | 3.1% | 0.3% | -24.8% | -10.3% | 64.6% |
Personnel | 40.9% | 38.7% | 45.7% | 55.2% | 28.1% |
Professional fees | 6.4% | 6.6% | 29.4% | 13.5% | 15.7% |
Occupancy | 3.8% | 3.8% | 5.2% | 1.9% | 1.1% |
Interest | 0.8% | 0.8% | 0.3% | 0.4% | 0.2% |
Pass-through | 5.6% | 6.2% | 0.0% | 6.6% | 5.8% |
All other expenses | 42.6% | 43.9% | 19.4% | 22.4% | 49.1% |
Full cost components (estimated) info | 2018 | 2019 | 2020 | 2021 | 2022 |
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Total expenses (after depreciation) | $627,621 | $628,811 | $472,637 | $424,076 | $698,153 |
One month of savings | $52,234 | $52,401 | $39,386 | $35,340 | $58,179 |
Debt principal payment | $0 | $42,473 | $0 | $1,819 | $40,010 |
Fixed asset additions | $0 | $0 | $0 | $0 | $0 |
Total full costs (estimated) | $679,855 | $723,685 | $512,023 | $461,235 | $796,342 |
Capital structure indicators
Liquidity info | 2018 | 2019 | 2020 | 2021 | 2022 |
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Months of cash | 2.5 | 3.6 | 5.3 | 7.8 | 3.2 |
Months of cash and investments | 2.5 | 3.6 | 5.3 | 7.8 | 3.2 |
Months of estimated liquid unrestricted net assets | 1.4 | 3.4 | 4.0 | 6.3 | 2.2 |
Balance sheet composition info | 2018 | 2019 | 2020 | 2021 | 2022 |
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Cash | $128,798 | $190,610 | $207,567 | $275,964 | $188,128 |
Investments | $0 | $0 | $0 | $0 | $0 |
Receivables | $52,923 | $58,936 | $1,676 | $1,025 | $0 |
Gross land, buildings, equipment (LBE) | $125,953 | $125,953 | $125,953 | $125,953 | $125,953 |
Accumulated depreciation (as a % of LBE) | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% |
Liabilities (as a % of assets) | 60.8% | 29.4% | 26.7% | 29.6% | 41.8% |
Unrestricted net assets | $72,847 | $179,182 | $156,337 | $224,285 | $126,142 |
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 | $72,847 | $179,182 | $156,337 | $224,285 | $126,142 |
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
Executive Director
Alex Sheldon MA
Number of employees
Source: IRS Form 990
GLMA: Health Professionals Advancing LGBTQ Equality
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
GLMA: Health Professionals Advancing LGBTQ Equality
Board of directorsas of 07/28/2023
Board of directors data
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
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 ? 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
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
Disability
No data
Equity strategies
Last updated: 01/29/2023GuideStar 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 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 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.