Mary G Hardin Center for Cultural Arts Gadsden Al
GADSDEN CULTURAL ARTS FOUNDATION INC
aka CAF, Mary Grand. Hardin Heart for Cultural Arts, EYO, GCSA, DDC, Centre for Cultural Arts | Gadsden, AL
Operations
The people, governance practices, and partners that make the arrangement tick.
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lock
Connect with nonprofit leaders
Subscribe
Build relationships with primal people who manage and lead nonprofit organizations with GuideStar Pro. Try a depression delivery monthly plan today.
- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive assay and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit inquiry and unlock more insights? Acquire More about GuideStar Pro.
GADSDEN CULTURAL ARTS FOUNDATION INC
Board of directors
as of one/18/2022
SOURCE: Self-reported by organization
Board co-chair
Mrs. Catherine Martin
Board co-chair
Mrs. Belinda Reddick
Alie Causey
Life Insurance Visitor of Alabama
Catherine Martin
Exchange Banking company
Kay Moore
Downtown Gadsden, Inc.
Sherman Guyton
City of Gadsden
Helene Haller
Preschool Administrator
Elisabeth Hardin
Business organisation Executive
Spencer Williams
Alabama Power Company
David Simmons
Radiologist
Noorkarim Nagji
Pediatrician
Heidi Prime
Medical Professional
Catherine Bailey
Attorney
Teresa Rhea
Retired Customs College Ambassador
Bo Arthur
Insurance Executive
Cody Robinson
Excursion Estimate
Jessica Dark-brown
Community College Administrator
Mamta Mishra
Community Advocate
Board leadership practices
SOURCE: Self-reported by organization
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this department.
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Lath orientation and education
Does the board conduct a formal orientation for new board members and require all lath 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 inside the by year ? Yes -
Ideals 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 idea and leadership? Yes -
Board operation
Has the board conducted a formal, written self-cess of its performance within the by three years? Yeah
Organizational demographics
SOURCE: Cocky-reported; last updated 01/18/2022
Who works and leads organizations that serve our diverse communities? GuideStar partnered on this department with Alter Philanthropy and Equity in the Eye.
Leadership
The system's leader identifies as:
Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a inability
Race & ethnicity
Gender identity
Sexual orientation
No data
Equity strategies
Last updated: 01/28/2021
GuideStar partnered with Equity in the Centre - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more
Data
- We review bounty data across the system (and by staff levels) to place disparities by race.
- Nosotros 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 arrangement'southward programs, portfolios, and the populations served.
- Nosotros disaggregate data to adapt programming goals to continue pace with changing needs of the communities we back up.
- We apply 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 programme measured.
- We have long-term strategic plans and measurable goals for creating a civilisation such that i's race identity has no influence on how they fare within the arrangement.
Policies and processes
- Nosotros accept a promotion process that anticipates and mitigates implicit and explicit biases virtually people of colour 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 lath level, either on the board itself or through a customs advisory board.
- We aid senior leadership empathise how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- Nosotros appoint everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals empathise their roles in creating civilisation such that one'southward race identity has no influence on how they fare within the organization.
Source: https://www.guidestar.org/profile/63-0899081
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