Strategic Plan
About NLGJA > 2005–2007 Strategic Plan

Membership

A diverse membership makes NLGJA what it is. The association will continue to focus on diversity not only when it comes to people, but also career status. This will be reflected in its leadership as well as its programming and visibility. We will surpass industry levels of participation of currently underrepresented segments. NLGJA also will recognize our non-LGBT and non-journalist members and their important contribution to the organization. Focusing on this empowers NLGJA’s membership and their visibility, ensuring no LGBT journalist is left behind.

Overall membership growth: (1,300 in 2004) 1,400 in 2005, 1,500 in 2006, 1,600 in 2007.

• Increase the number of Supporting members and also acknowledge the contributions and participation of our non-LGBT members. (ongoing)
• Increase and maintain the diversity levels in every aspect of the organization, especially in leadership positions. (ongoing)
• Increase by 2007 the percentage of women in the membership to surpass the industry standard and better reflect the population of women.
• Increase by 2007 the percentage of journalists of color in the membership to surpass the industry standard and better reflect the population of people of color.
• Establish chapters in Tennessee and Tampa/St. Petersburg in 2005 and investigate a system of satellite chapters that are extensions of the nearest chapter.
• Reaffirm commitment to training and support of the existing 24 certified NLGJA chapters.
• Triple student membership from 94 in 2004 to 282 by the end of 2007.
  Increase broadcast (television, radio & online) membership 35% from 227 in 2004 to 306 by the end of 2007.
• Survey entire membership annually with the goal of reducing by 50% the segments of members who report feeling underserved by 2007. The 12 segments reported in 2004 are listed in alphabetical order:

• Freelance Journalists
• Geographically Smaller Markets
• Heterosexual Allies
• Journalists not in the majority field of daily mainstream newspapers
• Journalists of Color
• LGBT Media Journalists
• Members with Children
• Public Relations Professionals and other Associate Members
• Senior managers and those who have served the industry for a long time
• Students
• Transgender Journalists
• Women

Programming

NLGJA programming is created to further professional standards, workplace equity and diversity in the news industry.

NLGJA will increase the visibility of students in the organization, invigorating their work and giving them an important role in sustaining and growing our organization.

NLGJA will provide resources to better cultivate interactions between members working in smaller communities or in smaller workplaces where the issues are similar. More regional activities will focus on areas outside of the core geographic vicinity of existing chapters.

All programming will be inclusive of NLGJA’s membership, with particular attention to journalists of color, women, bisexual and transgender journalists, and diversity regarding age and career status. Programming will reflect the needs of journalists employed by news organizations and those working as freelancers.

Objectives

• Establish the Leroy F. Aarons Journalism Education Program in 2005.
• Host professional development workshops through the NLGJA Institutes program: 4 regions in 2005, 5 regions in 2006 and 6 regions in 2007.
• Upgrade and redesign national Web site in 2005.
• Publish a Spanish language version of the Stylebook Supplement on Lesbian, Gay, Bisexual & Transgender Terminology by 2005.
• Update and re-launch the Stylebook Supplement on Lesbian, Gay, Bisexual & Transgender Terminology by 2007.
• Launch "A Newsroom for Everyone Campaign" to add gender identity or expression to non-discrimination policies in newsroom in 2005.
• Expand Newsroom Outreach Project (NOP) to double to 30 in 2005; increase to 40 in 2006 and 50 in 2007.
• National Convention programming must be 50% skills-building topics reflecting all career levels beginning with the 2005 convention.
• Host LGBT Media Summit in each year 2005, 2006, 2007.
• Launch campaign for equivalent workplace benefits including health care, bereavement, maternity/paternity, pension beneficiaries and other identified issues by September 2006.

Governance

NLGJA will continue to maintain an efficient organizational structure of volunteer leaders empowered with advancing the association’s mission. NLGJA will further cultivate diverse leadership through the Nominations Task Force and other methods to ensure inclusive representation reflective of the membership. NLGJA will continue to develop standard procedures in all aspects of governance to maintain proper communication and oversight through vetting of the leadership and committees.

Objectives

• Investigate establishing a dedicated National Board seat in 2005 for a college or university student pursuing a career in journalism.
• Establish written criteria in 2005 for all contested opportunities in NLGJA including the Student Project selection process, the Excellence in Journalism Awards judging process, proposed academic scholarship selection process and any future contested opportunities.
• Clarify the roles and responsibilities of Caucuses and Caucus Chairs, and establish Board oversight of the Caucuses by 2005.
• Expand meetings of the National Board by adding January and June telephone conference calls by 2005.
• Expand meetings of the Chapter Presidents Council by adding January and June telephone conference calls by 2005.

Visibility

NLGJA will increase its visibility during the next three years to become the definitive presence on journalism issues regarding the lesbian, gay, bisexual and transgender (LGBT) community. This includes, but is not limited to, raising the association’s profile and respect among the general public, newsroom leaders, human resources professionals, its own members and students.

NLGJA will continue to leverage its brand via aggressive marketing, especially through its Web site, www.nlgja.org. NLGJA will pay particular attention to First Amendment issues and outreach to our Spanish-speaking colleagues.

NLGJA’s visibility will reflect its diverse membership regardless of career status, with particular attention to journalists of color, women, and bisexual and transgender journalists. Raising NLGJA’s visibility empowers its members, ensuring no LGBT journalist is left behind.

Objectives

• Rapid Response Task Force will expand its mission by 2006 to not only monitor and react to problematic coverage of LGBT issues, but also to commend and highlight fair and accurate coverage.
• Increase visibility of NLGJA to all levels of management of news media companies, including Newsroom Managers, Human Resources, Corporate Managers and Diversity Managers. (ongoing)
• Dedicate server space to chapter Web sites and create templates that achieve branding consistency in 2006.
• Create more opportunities for approved NLGJA spokespeople to take part in national discussions on journalism issues in the media and other venues. (ongoing)
• Increase visibility at the 40+ national journalism association conventions through panel coordination on LGBT issues and other events. 12 in 2005, 20 in 2006, 25 in 2007.

Administration

A good board of directors is only as strong as the staff that surrounds it. NLGJA will make a commitment to provide that staff with the tools it needs to make NLGJA even more of a success than it is. The association will not only focus on its long-term future, but also remember where it came from.

Objectives

• Examine the financial and administrative criteria of individual Lifetime Membership category in 2005 with intent of implementing in 2006.
• Hire a Communications Coordinator in the next staff expansion to serve as Web master, writer, monitor of coverage and researcher by 2006.
• Arrange the archiving of NLGJA historical materials by an appropriate educational intuition by 2006.
• Plan National Conventions two years in advance with the goal of planning three years in advance by 2007.