U N I T E D S TAT E S

C O N F E R E N C E O N A I D S

R E C A P

Derrick Gibbs Prevention Quality Assurance Manager Hyacinth AIDS Foundation

• R A C E • H E A LT H E Q U I T Y • S O C I A L J U S T I C E • L E A D E R S H I P

D E V E L O P M E N T F O R G AY M E N O F C O L O R

• P r E P • H I V A N D A G I N G • T R A N S H E A LT H

C O N F E R E N C E T H E M E S

LEADERSHIP• Succession Planning: Organizational Stability and Leadership Development

• Protecting Our Future: Leadership Skills-Building for Black Gay Men

• The Indirect Approach: Access to Gay Men Through Engagement and Empowerment

• Staying in It: Building Frontline Staff Resilience & Preventing Burnout

• Coming of Age: Preparing the Next Generation of API HIV Leadership

• “A Seat at the Table” - Public Health Leaders Managing Transition!

• When They Go Low We Go High: Courageous Leadership

• Youth Leadership Matters

• Centering Transgender Leadership in the HIV Field

C U LT I VAT I N G F U R T U R E K I N G S

D E V E L O P I N G B L A C K M A L E L E A D E R S H I P :

“RACE TO LEAD: CONFRONTING THE RACIAL LEADERSHIP GAP”

Key Findings:

1. It’s NOT about Differences in Background or Qualifications

2. It’s NOT about a Lack of Aspirations 3. It’s NOT about Skills and Preparation 4. It IS an Uneven Playing Field 5. It IS the Frustration of “Representing” 6. It’s NOT Personal, It IS the System

http://racetolead.org/assets/RacetoLeadNonprofitRacialLeadershipGap.pdf

● T h e p e rc e n t a g e o f p e o p l e o f c o l o r i n n o n p ro f i t e x e c u t i v e d i r e c t o r ro l e s h a s r e m a i n e d u n d e r 2 0 % f o r t h e p a s t d e c a d e .

● W h e t h e r d u e t o b i a s o r o t h e r f a c t o r s , r e s p o n d e n t s o f c o l o r w e re m o re l i k e l y t h a n w h i t e s t o a g re e i t i s h a rd e r f o r p e o p l e o f c o l o r t o f u n d r a i s e . T h e y a l s o w e re m o re l i k e l y t h a n w h i t e s t o s e e b a r r i e r s t o p e o p l e o f c o l o r a d v a n c i n g e i t h e r b e c a u s e o f s m a l l e r p ro f e s s i o n a l n e t w o r k s a n d / o r t h e n e e d f o r m o re t r a i n i n g .

● T h e re n e e d s t o b e a s w i f t a n d d e e p c o m m i t m e n t — f ro m f u n d e r s t o t r a d e a s s o c i a t i o n s , f ro m l a rg e o rg a n i z a t i o n s t o g r a s s ro o t s g ro u p s — t o a d d re s s a n d c o r re c t t h e r a c i a l i z e d o rg a n i z a t i o n a l a n d s y s t e m i c b a r r i e r s f a c i n g p e o p l e o f c o l o r a s l e a d e r s a n d i n t h e s e c t o r o v e r a l l .

“RACE TO LEAD: CONFRONTING THE RACIAL LEADERSHIP GAP”

Conclusion

“RACE TO LEAD: CONFRONTING THE RACIAL LEADERSHIP GAP”

The sector should focus on systems change work to ensure its policies, practices, and culture are aligned with the values of diversity, inclusion, and equity with measurable

results.Conclusion

O P P O RT U N I T I E S F O R N E W J E R S E Y

• Invest in sending more youth to conferences

• Establish a Youth Leadership Development Training/Institute

• Establish a mentor network of HIV Service Providers

• Create more opportunities for statewide mobilization and networking events for YMSM/GBM

• Address the many intersections that influence risk for gay and bisexual men of color

Q U E S T I O N S . . . . ?

D E R R I C K G I B B SP R E V E N T I O N Q U A L I T Y A S S U R A N C E M A N A G E RH YA C I N T H A I D S F O U N D AT I O N3 2 J O N E S S T, 1 S T F L O O RJ E R S E Y C I T Y, N J 0 7 3 0 6P : ( 2 0 1 ) 7 0 6 - 3 4 8 0F ; ( 2 0 1 ) 3 5 6 - 9 6 3 7D G I B B S @ H YA C I N T H . O R GW W W. H YA C I N T H . O R G