CUSTOM CONTENT JUNE 21, 2021
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THE WOMEN’S LEADERSHIP AWARDS Wednesday, June 23 | 2PM
oin us on Wednesday, June 23rd as we honor and celebrate the terri c WALLIS ANNENBERG women business leaders in the Los Angeles community with our 2021 WOMEN’S LEADERSHIP LEGACY AWARD RECIPIENT J virtual awards ceremony, the 2021 Women’s Leadership Awards. The Annenberg Foundation is built on a 30-year family legacy that, at its core, is about innovation and impactful grantmaking. This spirit With 391 nominees (appearing in the pages of this issue), there are of innovation and impactful grantmaking of the Foundation has clearly many accomplished and impactful leaders to draw inspiration from. thrived – and been expanded – under the leadership of chairman, This year, we will name honorees in the following categories: president and CEO Wallis Annenberg for the past twelve years. She has made more than 2,800 grants to nonpro ts and community organizations (a total of more than $2 billion). • Women’s Leadership Legacy Award Annenberg’s innovation and dedication to her beloved community • CEO of the Year of Los Angeles can be seen on many fronts. Just a few impactful examples • Executive of the Year include her idea to save a historical landmark in Santa Monica and turn it into the area’s only free, open-to-the-public beach house, now • Innovator of the Year called the Annenberg Community Beach House. She also founded the • Emerging Woman-Owned Business Leader of the Year rst universally-accessible treehouse in a public space in California. The treehouse, a 2,500 square foot • Champion of Women Award wooden structure, was designed to give children and adults of all ages and physical abilities an awe-inspiring experience. The landmark post of ce building in Beverly Hills was on the verge of being torn down when • Mentor of the Year Annenberg stepped in to save the historic landmark and create The Wallis Annenberg Center for the • Community Impact Advocate of the Year Performing Arts. A life-long animal lover, Annenberg founded the Wallis Annenberg PetSpace in Playa • Woman to Watch of the Year Vista as well. • NextGen Woman of the Year These and many other resonant philanthropic activities – including her leadership in the very challenging years of 2020-21 to address gaps in health care, food insecurity, and racial equity in Los Angeles that were exacerbated by the COVID pandemic – are examples that truly sets her apart as a tremendous It’s an event you won’t want to miss! asset to the community here in Los Angeles and beyond. To register, please visit labusinessjournal.com/wsa2021
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Diverse perspectives power our unique solutions.
Our diverse, inclusive teams develop unique insights tailored to your growing business. The experiences that make each of us uncommon will set you apart, too.
Experience the power of being understood. Find out more at rsmus.com Stewardship, Teamwork,star Advancement and Retention of women leaders
RSM US LLP is the U.S. member firm of RSM International, a global network of independent audit, tax and consulting firms. Visit rsmus.com/aboutus for more information regarding RSM US LLP and RSM International.
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Jolene Abbott Lauren Acosta Sameen Ahmad Mitra Ahouraian Susie Albin-Najera Imee Albornoz Carolina Alvarez SVP, Head of Global Marketing Development Manager Vice President, Sales & Events Founder & Principal Attorney Manager Vice President Small President & CEO & E-commerce Skanska USA Commercial Development High Times Ahouraian Law Los Cabos Tourism Board Business Banker Manager J&S Building Maintenance, Inc. Ember Bank of America
Charisse Anderson Lori Anderson Natalie Anderson Kimberly Andrews Wallis Annenberg Bita Ardalan Rainy Hake Austin SVP, Consumer Banking President & CEO Designer Diversity Affairs Coordinator Chairman of the Board, Managing Director, Head President Operations Manager Momentum SAA interiors + architecture Austin Commercial President and CEO of Commercial Banking The Agency Bank of America The Annenberg Foundation Union Bank
Keri Curtis Axel Arminé Babayan Dominique E. Banos Sheeva Banton Lilian Barker Monica Baumann Burcin Becerik-Gerber Partner Financial Advisor Founder & Principle Attorney VP of Sales, West Vice President of Quality & Patient Safety Partner Dean’s Professor of Civil and Waymaker LLP UBS Wealth Dominique Banos Law Offices AdColony MemorialCare’s Long Beach Medical Center Scali Rasmussen PC Environmental Engineering Management, USA and Miller Children’s & Women’s Hospital University of Southern California Long Beach
Perica Bell Betsy Berkhemer-Credaire Robin Bertolucci Regina Birdsell Karen L. Bizzini Diana M. Black Jana Bobosikova Managing Director, Division Manager CEO Program Director of KFI-AM 640 President & CEO Partner Director of Marketing CEO for Community Development Finance - 5050 Women on Boards / Berkhemer and KEIB Los Angeles Center for Nonprofit Management Musick, Peeler & RCLCO Real Estate Consulting EPIC Brands Originations Clayton Retained Executive Search iHeartMedia LA Garrett LLP Union Bank
Kara Boccella Martha Bonner Ann Borusiewich-Woirhaye Karie Boyd Tonja Boykin Giovanna Brasfield Elizabeth M. Brockman Partner Senior Paralegal Vice President, Finance-LA Region Owner & CEO Chief Operating Officer Vice President Partner Camden Capital GEL, APC iHeartMedia LA Boyd Law APC Weingart Center Association Flatiron Construction Selman Breitman LLP
Julee Brooks Vanessa Brotherns Jenefer Brown Kimberly Brown Margaret Brown Megan Brown Kelly Bruno CEO Talent Acquisition Manager Executive Vice President & Head of Global Live, Managing Director, Asset CEO & Founder Director of Finance & Operations President & CEO Woodcraft Rangers PCL Construction Interactive & Location Based Entertainment Services SocializeLA.com Karlin, Hiura & LaSota National Health Foundation Lionsgate Cushman & Wakefield
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The legacy of leadership
Great leaders leave a mark on the communities they serve. They bring people together, create a consensus, and work hard to make positive change. What is accomplished today can last for generations.
Nominees, thank you for creating a lasting legacy of success.
wellsfargo.com © 2021 Wells Fargo Bank, N.A. All rights reserved. IHA-7000901
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Gina Butler Megan Byrne Shannon Cain Mary Craig Calkins Kathleen Campos Jennifer Caravello Jacqueline Carroll Executive Vice President of Senior Project Engineer Senior Design Professional Partner CFO Senior Operations Analyst/ General Manager - Human Resources Skanska USA Building Inc. HOK Blank Rome LLP Town and Gown of USC Intern Manager Studios Crews Halbert Hargrove Thunder Studios
Cedar Carter Diana R. Carter Natasha Case Laurel Casey Sarah Friedman Casparian Karinna Cassidy Ellen Cervantes CEO CEO Co-Founder & CEO Director, Investment, West Region Director, Project and Senior Managing Director, Vice President & Chief The Good Patch Arykas & Ybots PR Coolhaus Prologis, Inc. Development Services Asset Services Operating Officer Cushman & Wakefield Cushman & Wakefield Child Care Resource Center
Cheryl S. Chang Cyndie Chang Leslie H. Chang DeAnn Flores Chase Priscilla Chaves Eileen Szymanski Chen Hunvey Chen Partner and Co-Vice Chair, Financial Services Managing Partner, Los Angeles Executive Director, Branch Manager CEO & Founder Business Development Manager Co-Owner & President Regional Leader of Healthcare Litigation & Compliance Practice Duane Morris LLP UBS Wealth Management, USA Chase Law Group, P.C. PCL Construction Rastaclat HOK Blank Rome LLP
Karen Choi Yujin Chun Lynda Chung Nancy Sher Cohen Sheerly Cohen Keely Colcleugh Valerie Colin Project Manager Senior Associate Head of Litigation Grou Partner in Charge of Los Angeles Office, Human Resources Manager CEO & Founder Executive Vice President PCL Construction Meyers Nave Valensi Rose, PLC a leader of the Insurance Recovery & Peak Corporate Network Kilograph Gumbiner Savett Inc. Counseling Practice Team Lathrop GPM LLP
Claire Collins Kathryne Cooper Megan Creecy-Herman Gabriela Cuero Jesse-Justin Cuevas Shawna Cullinan Mary Cummins Partner, Government Practice Co-Director SVP, Head of Operations – West Region Senior Design Professional Associate VP, Product Delivery President Hanson Bridgett LLP The West Coast Consortium for Prologis, Inc. HOK Susman Godfrey LLP GoodRx Cummins Real Estate Technology & Innovation in Pediatrics (CTIP)
Ashley Dai Lilit Davtyan Vanessa De La Torre Kristi Dean Gina DeGaetano Penelope Deihl Maria del Pilar De La Cadena Interior Designer CFO & Executive Vice President HSE Supervisor Partner HR Business Partner Member Head of Investments, ZGF Phonexa PCL Construction Stone|Dean Law llp Shawmut Design and Construction Clark Hill PLC Western Region Citi Private Bank
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At UCLA Anderson, we encourage tomorrow’s leaders to look beyond the horizon and create a better future.
ANDERSON.UCLA.EDU
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Alejandra Delgado Amanda Delzer Christine Deschaine Lauren DeVillier Natalie Do Stacey Dolden Anna Donlon VP of Operations Director of Finance Senior Vice President CEO & Co-Founder Senior Vice President, Vice President, Human Resources Executive Producer of Mr. Tortilla PaymentCloud Kennedy Wilson Brokerage Struum Commercial Banking SCS Engineers VALORANT Torrey Pines Bank, a division Riot Games of Western Alliance Bank
Candice Driscoll Nancy Duitch Erin Edwards Dara Eliacin Katherine Ellena Christine E. Ellice Frances Ellington Chief People Officer Founder & CEO; Chief Manager, Operations & Marketing Vice President of Operations Associate Special Counsel Principal & State and AUDIENCEX Strategic Officer Los Angeles Dodgers Foundation Impact Reed Smith Stroock & Stroock & Lavan LLP Local Tax Practice Leader Sera Labs; CURE Pharmaceutical GHJ
Amanda Fain Laura Farber Rachel Feinberg Erica Finck Anne Fletcher Lyndee Fletcher Ayjia Flowers People Operations Director Managing Partner Company Founder/Owner Director, Capital Markets Managing Principal Chief Operating Officer Business Inclusion Coordinator Hylink Digital Solutions Hahn & Hahn LLP Ateyo Cushman & Wakefield HOK Vcheck Global PCL Construction
Allyson Forster Sherri Francois Renee Fraser, Ph.D. Jean Freeman Elaine Fresch Susan Fries Ariane Fund Field Engineer Chief Impact Officer Founder & CEO Principal & CEO Partner CEO Creative Lead PCL Construction SoLa Impact Fraser Communications Zambezi Selman Breitman LLP Ecola Termite & Pest Control West Monroe Services, Inc.
Cassia Furman Haley Fuselier, LCSW Christina Gagnier Luana Galbeno Samantha Garcia Eden Garcia-Balis Julie Gerchik Partner Senior Director of Greater Los Angeles Shareholder Senior Project Engineer Wealth Advisor CEO Litigation Partner Vicente Sederberg LLP PATH Carlton Fields Webcor Halbert Hargrove Airport Marina Counseling Glaser Weil LLP Service
Sarah Geske Joanne Giang Jessica Ginther Gwendolyn Givens-Jones Ellen Goldsmith-Vein Christine J. Gonong Christina N. Goodrich Interior Design Professional Founder & CEO Project Manager Senior Vice President, Business Banking Founder & CEO Director of Law and Motion Partner HOK Braindom LLC HOK Bank of America The Gotham Group Nguyen Lawyers, ALC K&L Gates LLP
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Blank Rome LLP congratulates the outstanding nominees for the Los Angeles Business Journal Women’s Leadership Awards 2021
Blank Rome is an Am Law 100 firm with 14 offices and more than 600 attorneys and principals who provide a full range of legal and advocacy services to clients operating in the United States and around the world.
Chicago • Cincinna • Fort Lauderdale • Houston • Los Angeles • New York • Philadelphia • Pisburgh • Princeton • San Francisco • Shanghai • Tampa • Washington • Wilmington
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Courtney Nichols Gould Tatondra Grant Quanda Graves Demetria L. Graves Natalie Greenberg Sapana S. Grossi Jamie Grossman Co-Founder/ Former-CEO Director of Human Resources Founder & Author Owner and Founder, Certified Chief Operating Officer Partner and Founder Founder & CEO SmartyPants Vitamins High Times QS Simple Treasures & Family Law Specialist MJW Investments Shah Grossi Law & Counsel PRTNR Recruiting Greetings LLC. The Graves Law Firm
Dianne Gubin Emiliana Guereca Monique Barraza Gutierrez Terri A. Haack Heather Habes Jaroenporn Hacker Glory Dolphin Hammes Co-CEO Founder Director President Associate Esthetician & Owner CEO C-Sweet Women’s March Foundation; Abigail Barraza Foundation Terranea Resort Covington & Burling Thai Body Relax and Skin Care, LLC IQAir Cali Event Production
Jeri Harman Cooper Harris Genie Harrison Michele Havens Trina Hazzah Erin Heiden Beth Hilbing Founder & Chairman Founder & CEO President and Lead Trial Lawyer President, West Region Veterinary Integrative Oncologist Interior Designer Co-CEO Avante Capital Partners Klickly Genie Harrison Law Firm, APC Northern Trust and Cannabis Expert HOK C-Sweet Green Nile, Inc
Bonnie Hill Krystle Hogan Stacy Horth-Neubert Kristen Hoskins Teena Hostovich Stacy Hubbard Erica Huggins Director Vice President, Sales and Service Counsel Director, Global Talent and Learning Vice Chair Principal, Associate Managing President Banc of California LA Clippers Sidley Austin LLP Cushman & Wakefield Lockton Insurance Director LA Fuzzy Door Brokers, LLC Marsh & McLennan Insurance Agency LLC
Teresa Huggins Sonnet Hui Kaitlyn Hull Ashley Hutchens Sidney Ingelson Robbin Itkin La Tanya Jackson Partner Vice President and General Commercial Relationship Manager Vice President Second Vice President Partner Vice President of Finance Waymaker LLP Manager, Los Angeles Wells Fargo SCS Engineers Northern Trust Sklar Kirsh LLP Crews Project Management Advisors, Inc.
Kiaundra Jackson, LMFT Ruby Jadwet Monica Jaramillo Leanne Jenkins Shannon Jenkins Christine Jerian Bing Jiang Licensed Therapist CEO Co-Founder PR & Publications Manager Managing Partner Chief of Staff CEO KW Couples Therapy Tgs and TGS Sports LABEL The Agency Matthews Real Estate TLD Law Los Angeles City Councilwoman Rolling Robots, Inc. Investment Services Monica Rodriguez
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Lynn Jochim Ashley Jordan Mary Jreisat Jaelyn Edwards Judelson Nicole Kamish Karine Karadjian Christi Karandikar Chief Operating Officer Partner Project Manager Partner Associate Attorney Executive Vice President, FivePoint Holdings, LLC Reed Smith LLP Shawmut Design and Construction Akin Gump Strauss Munck Wilson Mandala, LLP karine karadjian, a Human Resources Hauer & Feld LLP professional law corporation Unibail Rodamco Westfield
Anna Karapetyan Cam Kashani Michelle Katzen Sibyl Kavak T. Katuri Kaye Mari-Anne Kehler Jackie Keller Associate Sacred Queen Embodiment Guide, Managing Director Vice President Director Partner and Chief Founding Director; Reed Smith Awakened Leadership Expert, HCR Wealth Advisors St. Cloud Capital, LLC Trucker Huss, APC Strategy Officer Board of Directors Inspirational Speaker GHJ NutriFit LLC, SimpliHealth LLC, Cam Kashani Inc. TxokoUSA; Foundation of Women Presidents Organization
Skye Kelly Sarah Kelly-Kilgore Adrienne Tymon Kentor Christianne Kerns Erin Khan Madeeha Khursheed Kelli Kiemle Executive Director Partner College Mentor Managing Partner Construction Solutions Director Senior Financial Analyst Director of Marketing/ Heal One World Greenberg Gross LLP Boys & Girls Club of the Hahn & Hahn LLP Suffolk Shawmut Design and Construction Client Experience West Valley Halbert Hargrove
Ahyoung Kim Carey D. Kim Helen B. Kim Linda D. Kim Natalie Kitchen Julianne Knox Vera Koch CEO Managing Director Partner Vice President Wealth Manager Marketing Principal VP of Global Marketing ARQ Tex Cherng Family Trust/ K&L Gates LLP Bank of America BNY Mellon Wealth HOK eSalon Panda Restaurant Group Manager
Tessa Kohl Lori S. Kozak Janet Kwuon Deborah J. La Franchi Anne L. Laguzza Jasmin Larian Regina F. Lark, Ph.D. Product Manager Partner, Co-Chair of Partner President & CEO CEO Founder and Creative Director Owner Laserfiche Trademarks Practice Reed Smith SDS Capital Group The Works Consulting Cult Gaia A Clear Path, LLC Fox Rothschild LLP
Wendy M. Lau Dr. Bernice Ledbetter Dianne Lee Jennifer J. Lee Danielle R. Leneck Marissa Lepor Lola Levoy Risk Management Lead Dean of Students and Executive Director, Business Director; Consumer Banking & Associate Vice President Owner & President; - U.S. West Region Alumni Affairs Development and Stratagy Investments Jones Day The Sage Group Founder & President AECOM Pepperdine Graziadio Kitchell Bank of America Beverly Hills Escrow; Business School Working Dreams nonprofit
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PROUDLY CONGRATULATES Los Angeles Business Journal’s Women’s Leadership Nominees
Julie Gerchik Elisa Paster Litigation Partner & Chair Partner & Co-Chair of the of the Diversity & Inclusion Government & Regulatory Committee Department
www.GlaserWeil.com
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Kelsey Lew Jamie Lewin Sarah Lewis Jennifer Lieser Karin Liljegren Christina Lincoln Wendy Liu Project Engineer Director of Client Relations Managing Director Attorney Founder + Principal Insurance Associate Partner PCL Construction Services, Inc. Art Lewin Bespoke Miracle Mile Advisors Kaplan Marino, PC Omgivning Robins Kaplan LLP Vaco
Omoné O. Livingston Miriam Long Emma Loos Dana Lowy Sarah Lucenti Nicole Dania Lueddeke Karla Chavez Luna President & CEO Director, Strategic Outreach Services Development Associate Founding Partner Senior Associate Associate Tax Shareholder O2EPCM, Inc. dba O2 Engineering, Diversity & Economic Opportunity Skanska USA Commercial Meyer Olson Lowy Meyers Cushman & Wakefield Paul Hastings LLP Gumbiner Savett Inc. Projects & Construction Management LA Metro Development Inc.
Karla MacCary Helen Macfie Rochelle Atlas Maize Lana J. Manganiello Nina Marino Amber Martinez Maja J. Mataric Partner and Co-Chair Chief Transformation Officer; Executive Director of the Director Partner Vice President of Development Chan Soon-Shiong Distinguished Professor of Computer Science, Neuroscience and Nossaman’s Real Estate Group Executive Administrator, Clinically Luxury Estates Division Equinox Strategy Partners Kaplan Marino, PC LA’s BEST Afterschool Pediatrics, Interim Vice President of Research, Integrated Network (C.I.N.) Nourmand & Associates Enrichment Program Founding Director, USC Robotics and MemorialCare Autonomous Systems Center University of Southern California
Precious Mayes Janet Maza Joanna McFarland Suellen McFarling Denise McGee Carly McGinnis Laura McHolm CEO & President Senior Project Manager Co-founder & CEO Chief Operating Officer Chairperson, Board of Directors Head of Production, Co-Founder & Pacifica Hospital Austin Commercial HopSkipDrive Leonardo247 Los Angeles Federal Sales, and Logistics Marketing Director Credit Union Exploding Kittens NorthStar Moving Company
Audrey McLoghlin Mauria McPoland Trina McWilliams Jodi V. Meade Damaris Medina Tanya Menton Mary Meusborn Founder & CEO Chief Strategist Vice President, Principal & Director, Shareholder Vice President, Litigation Controller Frank & Eileen; Grayson Music Mends Minds, Inc. Business Process Management Automotive Properties Group Buchalter The Walt Disney Company Peak Corporate Network Northern Trust Avison Young
Leighann Miko Janice L. Miller Christina Miller, Ph.D. Anne Miskey Kayla Montgomery Alina Moran Ann Marie Mortimer Financial Advisor Managing Partner President & CEO CEO Diversity and Inclusion Specialist President Managing Partner, Los Equalis Financial Miller Haga Law Group, LLP Mental Health America Union Station Homeless Services PCL Construction Dignity Health - California Angeles; Co-Head, Commercial of Los Angeles Hospital Medical Center Litigation Practice Hunton Andrews Kurth
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EMPOWER &DEVELOP TO LEAD The Center for Women in Leadership at the Pepperdine Graziadio Business School is dedicated to empowering every woman to have the confidence to be a leading business authority. bschool.pepperdine.edu/cwl
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Laurie Murphy Natalie Mussi Sabrina C. Narain Dr. Sharona R. Nazarian Michele Nealon, Psy.D. Lizbeth Nevarez Shandreka Niblett Managing Partner CEO Partner President President Managing Director and Chief Operating Officer Valensi Rose, PLC Los Robles Health System Sanders Roberts LLP Rotary Club of Beverly Hills The Chicago School of Nonprofit Tax Practice Leader Spectrum Commercial Professional Psychology GHJ Real Estate, Inc.
Heather Nielsen Kimani Norrington-Sands, Ph.D. Dr. Jessica Nouhavandi Myra Nourmand Heba Nowyhed, Ph.D. Pamela Jane Nye Tunisia Offray Project Manager, Concrete Licensed Clinical Psychologist Co-Founder, Co-CEO, & Principal and Luxury Scientific Advisor; Vice President; CEO of Neuroscience Founder Webcor Lifting As We Climb Consulting Lead Pharmacist Real Estate Agent Board Member Nursing, Ltd. Women Wealth Warriors Honeybee Health Nourmand & Associates Vida Ventures; Translational Research, Operation Scrubs, Inc. IconOVir Bio; Kyverna Therapeutics
Doreen Olson Mirna Orihuela Oriana Ortega Alicia Loh Ortiz Anita Ortiz Lavinia Osilesi Anoosheh Oskouian Partner Manager, Post-Acute Benefits Administrative Assistant Project Manager, Sr. President & Founder Associate President & CEO Meyer Olson Lowy Meyers and Transitional Care The Liberty Company DPR Construction Lainclusionista Reed Smith Ship & Shore Environmental MLK Community Healthcare Insurance Brokers Inc.
Pandora Ovanessian Shideh Ovaysikia Yanghee Paik Sharon Pak Tara Pak Annette Palazuelos Pamela S. Palmer CIO/IT Consulting Senior Manger CEO & Co-Founder Co-Founder Senior Director of President & CEO Partner CMTC CohnReznick LLP Rael INH Hair Strategic Partnerships Tridant Solutions, Inc. Troutman Pepper PATH
Elisa Paster Robin Kandell Paulino Alix Peabody Julie Peck Jeicel Perez Erin Perez-Coleman Audrey Peterson Partner and Co-Chair, Government Partner Founder & CEO CEO Operations Manager Partner Director of Housing Development and Regulatory Department Tafapolsky & Smith, LLP Bev Vcheck Global Supply Solutions Zweiback, Fiset & Coleman LLP Clifford Beers Housing Glaser Weil LLP
Javette Adams Pettaway Denise Pines Jodie Poirier Breanne Harrison Pollock Jill Potts Naama O. Pozniak Starlett Quarles Manager of Sources CEO & Founder Executive Managing Director, Company Founder/Owner Account Executive, Los Angeles President & CEO President Career Development Tea Botanics, Wisepause Greater Los Angeles Ateyo Interface, Inc. Paz Holding Inc. Dialogue Studio; Union Station Homeless Services Colliers dba A+ Insurance Service urban X marketing
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CONGRATULATIONS TO OUR 2021 WOMEN’S LEADERSHIP AWARDS NOMINEES
We are grateful for their impressive work and honor the accomplishments of all the nominees. We look forward to seeing all women at HOK continue to lead, succeed, design, create, share, mentor, grow and change at all levels. EMPOWERED WOMEN, EMPOWER WOMEN.
Hunvey Chen Gabriela Cuero Regional Leader of Healthcare Senior Design Professional WOMEN TO WATCH OVER 30 COMMUNITY IMPACT ADVOCATE
Julianne Knox Marketing Principal MENTOR OF THE YEAR
Anne Fletcher Shannon Cain Managing Principal Interior Design Professional EXECUTIVE OF THE YEAR WOMEN TO WATCH OVER 30
Jessica Ginther, Project Manager WOMEN TO WATCH OVER 30
Erin Heiden Avivah Rapoport Interior Designer Director of Architecture WOMEN TO WATCH UNDER 30 CHAMPION OF WOMEN
Sarah Geske Interior Design Professional COMMUNITY IMPACT ADVOCATE
hok.com
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Fawn Radmanich Christa Haggai Ramey Elsa Ramo Avivah Rapoport September Rea Angela Reddock-Wright Lisa Reddy Marketing & Communications Attorney at Law Managing Partner Director of Architecture Shareholder Employment Mediator & VP, Leasing officer, Manager Ramey Law, P.C. Ramo Law PC HOK Polsinelli Arbitrator West Region PCL Construction Reddock Law / Judicate West Prologis, Inc.
Saman Rejali Toni Ricci Ashley Richardson Karina Rico Kim Rocco-Shields Joni Rogers-Kante Vanessa Roman Partner Owner & Studio Director Principal Vice President, Marketing CEO Founder, CEO, & Partner K&L Gates LLP Elite Dance and Ehrlich Yanai Rhee Chaney Director, West Region Genius Produced Chairwoman Akin Gump Strauss Performing Arts Center Architects Avison Young SeneGence Hauer & Feld LLP
Leslie Rosado Carol Rosenstein Whitney Jones Roy Melissa Russo Monica Safapour Juana San Martin Carol Schary Director of Operations, Executive Director Chair; Partner Remote Monitoring Control (RMC) SVP, West Region Practice Lead - Associate President/Owner Los Angeles Region Music Mends Minds, Inc. Los Angeles Regional Food Project Coordinator/Drone Specialist Estate Settlement Services Jones Day Nathan Kimmel Newmark Bank; Sheppard Mullin SCS Engineers Northern Trust Company, LLC Richter & Hampton LLP
Reena Scoblionko Kathy Scott Brianna L. Seabron Andrea Servadio Dana Settle Sapana Shah Rasha Gerges Shields VP, People Division Sales Director, LA Community Impact & Race, CEO & Co-Founder Co-Founder & Partner Attorney Partner GoodRx California & Nevada Diversity & Inclusion Leader Fitdog Greycroft Shah Grossi Law & Counsel Jones Day Citi Gensler
Stacey Shin Miwa Shoda Mercedes Sierra Tina Simmons Ashley Simonsen Danone Simpson Renata Simril Partner Partner CEO Human Resource Generalist Partner CEO President & CEO; President Kaufman Legal Group Jenner & Block Sener Engineering and PCL Construction Covington & Burling Montage Insurance Solutions LA84 Foundation; Systems, Inc. Play Equity Fund
Laura Small Dayle M. Smith, Ph.D. Lynsi Snyder-Ellingson Margaret Sohagi Julie Song Ana Soulriver Kirsten Spira Senior Vice President, Dean, College of President Managing Partner President Associate Partner People Director Business Administration In-N-Out Burgers, Inc. The Sohagi Legal Group, PLC Advanced RF NAI Capital Jenner & Block RPA Loyola Marymount University Technologies, Inc. (ADRF)
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Nicole Stan Jessica Starman Jennifer Levin Stearns Mercy Tolentino Steenwyk Melanie Stricklan Wylie Strout Danielle Takata-Herring Rayni Romito Williams Audit Director CEO & Co-Founder Vice President of Operations CEO & President Co-Founder & CEO General Counsel Co-Founder, Creative Founder CohnReznick Elev8 New Media & General Counsel ForensisGroup Inc. Slingshot Aerospace Laserfiche Director The Beverly Hills Estates Goldco Direct LLC Dreambox Creations
Tina Tayag Dynasty Taylor Dr. Sara L. Terheggen Ruta K. Thomas Tunua Thrash-Ntuk Leanne Tomar Frances Townsend CFO & Principal Founder & CEO Founder & CEO Senior Vice President Executive Director Managing Partner Executive Vice President, Corporate Nadel Architecture + Dynasty’s United Youth The NBD Group, Inc. Environmental Science Associates Local Initiatives Support LT Executive Search Affairs, Corporate Secretary and Planning Association Corporation Los Angeles Chief Compliance Officer Activision Blizzard
Tiffany Travillion Natalie Tronkina Heather Turner Kim Turner Jade Turner-Bond Minoti Vaishnav Angelica Vale Attorney/Owner Partner CEO Director Partner Television Writer On-Air Radio Personality Travillion Law Firm, APC CohnReznick Tamarack Capital Partners Torrance Transit System Nixon Peabody Prophecy Girl Films CALI 93.9 (Meruelo Media)
Lori Valencia AnnaMarie Van Hoesen Nancy Hoffman Vanyek Heidy Vaquerano Joan Velazquez Emily Burkhardt Vicente Saytina Vielot Director of Marketing Partner CEO Partner Partner Partner & Co-Chair Labor & Senior Management Consultant Matthews Real Estate Jenner & Block LLP Greater San Fernando Valley Fox Rothschild LLP Ervin Cohen & Jessup LLP Employment Group ADAPTOVATE Investment Services Chamber of Commerce Hunton Andrews Kurth LLP
Srividhya Viswanathan Clare Vivier Bianca Vobecky Monique Vobecky Jenny Walker Kitty Wallace Val Watkins Vice President, Southwest Founder & CEO President & CEO Founder & President Project Executive Senior Executive Vice President CFO Director of Engineering Clare V. Vobecky Enterprises, Inc. Little Sunshine Foundation Skanska USA Building Inc. Colliers Vcheck Global SCS Engineers
Ellen Way Pamela Kohlman Webster Alysen Weiland Alyssa Weinberger Tiffany Whipple Jennifer White Christina Wickers Director of Field Operations Shareholder Principal/Vice President Senior Managing Director Project Manager Chief Operating Officer Attorney Shangri-La Construction Buchalter Psomas Lido Advisors, LLC PCL Construction H Code Media Law Office of Rodney W. Wickers
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Rayni Romito Williams Shelley Williams Tara Wilson Marla Wooton Lisa Worden Jordynn Wynn Liat Yamini Founder Studio Owner Tax Principal Chief Compliance Officer & Program Director for ALT 98.7 Co-Founder Partner The Beverly Hills Estates Craft and Light Creative Gumbiner Savett Inc. Director of Operations FM and Vice President of Rock INH Hair Jones Day Arts Studio Miracle Mile Advisors and Alternative iHeartMedia
Lidia Yan Rebecca Louve Yao Lara Yeretsian Phoebe Yu Caitlin Zirpolo Rachel Zoe Executive Vice President, Corporate Co-Founder & CEO Executive Director Criminal Defense Attorney CEO & Founder Associate Vice President Co-CEO & Founder Affairs, Corporate Secretary and NEXT Trucking National Foster Youth Yeretsian Law ettitude Colliers Rachel Zoe, Inc.; Rachel Zoe Chief Compliance Officer Institute Collection; CURATEUR; The Zoe Report
REGISTER FOR THE FREE LIVE VIRTUAL AWARDS EVENT labusinessjournal.com/wls2021
We are delighted and proud to congratulate Marissa Lepor on being named a NextGen Woman of the Year Senior Management Consultant ADAPTOVATE o for the Women’s Leadership Awards 2021.
Vcheck Global MARISSA LEPOR Los Angeles New York Email/Website 11111 Santa Monica Blvd 152 West 57th Street [email protected] Suite 2200 54th Floor www.sagellc.com Los Angeles, CA 90025 New York, NY 10019 310 478 7899 212 706 2065 MEMBER: FINRA / SIPC
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Pro le of an Agent for Change
By AJA GOARE solutions for children and families experienc- ing homelessness by designing a program that hen her alarm sounds at 5 a.m. on any offers child care where families are located given Monday, the mind of Ellen Cer- while parents seek stable housing and employ- For the past three decades of her professional and personal life, Wvantes immediately picks back up the ment. In presenting this creative approach work she set aside not long before bed. As she at a competition against other notable Los Ellen has committed herself to helping others. She serves as a mentor to feeds her cats and kisses her husband on the way Angeles County nonprofits, Ellen won the out the door, the Child Care Resource Center Audience’s Favorite award which resulted in others in her professional circle and affects positive change in the workplace Vice President and Chief Operating Officer is additional funding for the agency. Her ability already thinking about the families her agency to think beyond traditional solutions inspires to better support CCRC staff. serves, how to better meet their needs, and others to get involved. extend the agency’s reach. For Ellen, her com- Over the years, Ellen has been instrumen- munity is her purpose. tal in identifying and crafting successful grant In nominating her for Executive of the applications for new and expanded agency and oversight. She leads CCRC’s critically For the past three decades of her profes- Year, Ellen’s colleagues described her as an programs such as School Readiness, which important comprehensive support services to sional and personal life, Ellen has committed “agent of change.” That characterization served thousands of families throughout its young children and families, including parents herself to helping others. She serves as a could be measured in a number of ways; seven years, far exceeding its initial grant seeking child care and early childhood edu- mentor to others in her professional circle Ellen’s work growing CCRC’s budget by over period of two years. Ellen spearheaded the cator professional development. She is driven and affects positive change in the workplace four times, her success expanding the agency’s creation of the Family Well-Being Division to by a holistic approach, focusing on what’s best to better support CCRC staff. Through the service area by 20,000 square miles into San support the agency’s mission of strengthening for the child and family as a whole currently pandemic, Ellen led the agency’s COVID-19 Bernardino County, or her service on various healthy child-adult relationships and foster- serving on First 5’s Best Start L.A. Workforce task force, where she ensured staff remained boards dedicated to family and child well-be- ing early childhood development. Services Development Project, an initiative focused safe while services to families and child care ing. But perhaps most indicative of her role as expanded to offer a Home Visiting Program on creating a workforce that can best support providers continued uninterrupted. a change maker is Ellen’s ability to creatively that allows in-depth, one-on-one services and the county’s 0-3 population. One of her main Ellen’s heart for helping is evidenced in reach and support families who would have family support to pregnant women and new goals has been to raise the quality of child her belief that strong families make up strong otherwise fallen through the cracks. As one mothers. care, which she’s achieved through programs communities, and a better world for us all. of her colleagues noted, “Ellen thinks big Ellen has extensive experience in commu- like Gateways for Early Educators, Early Head and focuses on the ideas first and the barriers nity education, family services and non-profit Start-Child Care Partnership, Reducing Obe- For more information, visit ccrcca.org or find the second.” management, with an emphasis on large scale sity in Child Care Settings, and immunization organization on social media via CCRC4KIDS Ellen has diversified CCRC’s effort to find community change design, implementation and dental programs. across Instagram, Facebook and Twitter.
LEADERSHIP THAT MAKES A DIFFERENCE Dr. Michele Nealon is President of The Chicago School of Professional Psychology (TCSPP) and a visionary thought leader in the areas of mental health, education, women’s leadership, and diversity.
During her 11 years at the helm, TCSPP became a national leader in educating mental health and health professionals at seven campuses and 35+ programs across the U.S. and online.
Under Dr. Nealon’s leadership, the University is at the vanguard of integrated medicine, leading with the mantra:
“There is no health without mental health.”
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Stewardship and Allyship: Cornerstones to Better Companies and Communities
By KATE SEITZ that each individual brings, and customizing feedback is the key to changing your behavior. approaches to help them succeed. This includes Starting with confidence creates the foundation EI. CSR. ESG. These are so much more a specific focus on women in the workplace. Building tomorrow’s leaders in today’s for your leadership style. than three-letter acronyms. Diversity, equi- Study after study shows that companies To be connected with others you must lis- Dty and inclusion, corporate social responsi- with gender diversity in their leadership ranks increasingly diverse workforce is not a ten with a willingness to learn something new, bility and environmental, social and corporate achieve higher revenue as compared to their less which is the basis of connection. Following governance are woven into the very fabric of diverse peers. So having women in leadership “one-size-fits-all” approach that might through on a commitment builds trust for last- businesses today. This movement is driven in positions is a competitive differentiator. Anoth- have worked decades ago. ing, honest relationships. True success depends part by demand from clients and customers who er advantage women bring to the workplace is on connecting with others. are more aware than ever before of social issues that they tend to demonstrate high degrees of To be committed to a purpose you have to and the importance of protecting our environ- social sensitivity. This trait fosters psychological create a clear, powerful, compelling focus toward ment. Businesses have come to understand the safety among teams, leading to members who sented individuals or groups in the workplace. a larger purpose in order to channel your energy intrinsic benefits of these efforts. And most have are less likely to leave, and more likely to har- To build an effective network of allies, an and the energy of those around you toward a grasped the opportunity to share details about ness the power of diversity in general. Ultimate- organization must engage individuals who are common goal. On a macro level, we are focused what they have been already doing in these ly, this social sensitivity results in higher team interested in relearning the way they see the on creating an inclusive environment for every- areas to inspire others or are now more focused success and even community engagement— world. Allyship requires viewing situations not one at RSM, but at the micro level – we are ask- than ever before on enhancing their efforts to another differentiator in the marketplace. from the lens of your own experience or perspec- ing ourselves to be focused on a specific person create a better world. By sharing successes and From September 2020 through this past Feb- tive, but based on the realities and experiences who need us to be their allies. by continuously improving, businesses, their ruary, however, women were leaving the labor of others. And since men hold 62% of manag- To act with emotional courage we have to people and the communities where we live and force at a faster rate than men, according to er-level positions, their involvement is critical. pause and understand when we do not want work benefit. RSM Chief Economist Joe Brusuelas in RSM’s It’s a lifelong process of building meaningful to feel something. Then, instead of avoiding At RSM US LLP (“RSM”), we define stew- The Real Economy blog. While some of this is relationships based on trust and accountability it, head straight for it. Act boldly. Emotional ardship as leaving things better than we found attributable to the unique circumstances related with underrepresented individuals or groups. courage feeds on confidence, connections and them. Our firm has a long history of such stew- to the pandemic, it serves as a timely reminder To be an ally means to align yourself with commitment. ardship—both in our firm as well as the com- of the importance of gender diversity in the someone else in their struggle. To be an effective As we all challenge ourselves to be vulnera- munities where our people live and work. The workplace for the long term. How do we get our ally, best-selling author Peter Bregman (Leading ble, to build trust and demonstrate courage, we RSM US Foundation, established in 2014, is women to stay in the workplace? with Emotional Courage: How to Have Hard become allies to the women and other under- focused on building tomorrow’s leaders, and our Enter “allyship.” Conversations, Create Accountability, and represented groups who will make our organi- firm is humbled to be able to donate millions of Harvard Business Review views allyship as Inspire Action on Your Most Important Work; zations succeed. As we practice these skills and dollars each year to deserving nonprofits aligned a strategic mechanism used by individuals to Wiley, 2018) says you must do four things: role model them for others, our organizations with that vision. But it doesn’t stop there. We become collaborators and accomplices who • Be confident in yourself. will evolve to be more inclusive for women and also have an unrelenting focus on leaving our promote equity in the workplace through sup- • Be connected with others. all colleagues without a conscious effort to do firm better for those who will come behind portive personal relationships and public acts of • Be committed to a purpose. so. This benefits our organizations, our people us, and that includes building leadership skills sponsorship and advocacy. Allies work to drive • Act with emotional courage. and our communities. among our people. systemic improvements to workplace policies, Building tomorrow’s leaders in today’s practices and culture. In a society where custom- To be confident in yourself, you need to increasingly diverse workforce is not a “one- ers/clients, employees and investors see equity understand who you are as a leader and then Kate Seitz is an assurance partner size-fits-all” approach that might have worked and inclusion as a business imperative, allyship determine who you want to become. Asking and National Women’s Employee decades ago. It requires understanding and by an organization’s senior leaders is essential, for feedback is a powerful way to uncover blind Network group leader for RSM appreciating the differences and perspectives particularly for women and other underrepre- spots, while listening to and accepting that US LLP.
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Are We Seeing a Bullwhip Effect on Consumer Goods?
By JODI FLICKER ed but most of all, pricing. Pricing, because all clients. spans from healthcare to home decor,” added resources along the chain become scarce and “In the development of our supply chains, Katherine Zabloudil, co-founder of The Verti- s the Port of Los Angeles announces (on that demand drives the price. Pricing, because and the industry as a whole, relationships are cal Collective, LTD and CEO of The Vertical June 10, 2021) that it is now the first port the overseas and domestic transportation meth- key. My team and I spend countless hours on Collective, LLC. Ain the western hemisphere to process over ods become overwhelmed by demand and that calls, text and video conferences checking in It’s easy to draw the parallels between the 10 million containers over a one year peri- taxes the system then driving the demand and with our Factory owners, both from a business front of the chain to the end - what is para- od, one can’t help but wonder why so many pricing. standpoint and personally, it is those relation- mount throughout are the relationships. It containers are being processed in such a short “During the pandemic many industries ships that have helped us remain stable and is what drives both sides of the company and period of time. reduced their orders and suppliers reduced consistent in this marketplace,” said Morgaine what helps The Vertical Collective anticipate The port is processing so many containers their orders and capacity even further (because McGee, co-founder of The Vertical Collective, the needs of its partners’ business whether that because the demand from consumers for prod- they anticipated that future orders will also be LLC and CEO of The Vertical Collective, LTD. be in sourcing, production, freight forwarders uct is so much higher. Coffee, ketchup, gaso- reduced). When the economy came back, there But making sure that the supply chain and and specifically their direct to consumer cli- line, wood pulp and rubber – all are items that was no capacity to snap right back. On top of it, production can remain stable is just half of the ents. Those relationships are what keep the have been identified to become less available ports got congested and we have transportation equation. Additionally it is critical to have an open communication going throughout the due to a taxed supply chain in 2021. problems,” stated Yossi Sheffi in his book: The understanding of your customers’ (and in some process which in turn helps in preparing for and In manufacturing, everything is impacted New (Ab)Normal: Reshaping Business and cases their customers’) demand so that planning working through changes and fluctuations in by the supply chain. The glass for bar ware, the Supply Chain Strategy Beyond Covid-19. for product development can continue without the marketplace. It’s what keeps the customer wood for cutting boards, the cotton and wool At The Vertical Collective, the teams in interruption and unexpected hits to the budget service levels at The Vertical Collective at such for textiles, and then the work force needed to both the Hong Kong based office and the Cali- because of pricing fluctuations. a high standard and what keeps their pricing harvest, process, run machinery, it’s all part of fornia based office anticipated that the changes “I have a part time team dedicated to Trend competitive. the process. And when one or all of these are in 2020 would have an effect on the company research and the current state of the envi- The Bullwhip Effect is reactionary. The affected either directly or indirectly by a global and all client business. It started when the ronment, not just eco-environment but the Vertical Collective is facing that reaction head pandemic it becomes a domino effect. teams started seeing delays in shipping and socio-environment around purchasing. We on with proactivity. And the Los Angeles port, What we are witnessing is something called delivery which impacted the price of freight. feed this information to our clients consistent- well, with one million containers processed “the bullwhip effect.” This moved the teams to action in shoring up ly to help them in planning. And then with in 12 months – they now are ready to take on The bullwhip effect often occurs when factory relationships, increasing efficiency by Morgaine’s team we are just constantly hedging anything! retailers become highly reactive to demand, and auditing all freight contracts and identifying our bets on these trends to secure positions in turn, amplify expectations around it, which best routes for sourcing resources and materi- with the raw materials and supply chains. This Jodi Flicker is executive business development causes a domino effect along the supply chain. als. This reset would then help secure pricing goes from things like wool and glass to metals operations lead and consultant for The Vertical Timing, design, functionality are all impact- and resources, a benefit that could be passed to and materials needed for producing PPE – its Collective, LLC.
Dream beyond
Congratulations to our Chief Operating Of cer Lynn Jochim and all nominees of the Los Angeles Business Journal’s 2021 Women’s Leadership Series & Awards.
We appreciate the many ways you are improving our communities, inspiring future generations of female leaders, and creating a more equitable future within Los Angeles and beyond.
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She’s Just a Diversity Hire
By JODIE POIRIER happy hour. each other with new opportunities. This type Change needs to come from the top down of support can be especially impactful for the id that really just happen?” I thought and the bottom up. Those at every level of underrepresented groups who are less likely to myself as I left a lunch meeting. the corporate food chain have some power Those at every level of the corporate to receive career guidance from managers and “DI was surprised, and yet sadly, not to make an immediate difference and help senior leaders. There is great power in num- surprised. Though progress has been made, prevent death by one thousand paper-cutting food chain have some power to make bers and in building relationships with those gender bias still reverberates throughout the comments. who have a “seat at the table.” business world. Recent anecdotes from talking While we are all capable of affecting this an immediate difference and help Be fearless and take risks. Part of progress- with female friends across the Commercial change, standing up for what’s right and break- ing as a society means consciously accepting Real Estate industry include: a female was ing centuries’ worth of societal behavior takes prevent death by one thousand risk. While it might feel uncomfortable to asked to attend a pitch because “It would look guts. So how does one work to combat (often paper-cutting comments. speak up in the wake of a bias-fueled incident, good to have a woman there;” the viability of unconscious) bias in what can sometimes be addressing it appropriately and head on will a female interviewee for a leadership position an intimidating environment? Back in 2009, I help pave the way for a more inclusive culture. was challenged because “there was a percep- posed this question to some of the top female It is this wisdom and assumption of risk tion that women with young children will executives of the world’s leading commercial that has allowed me and my network of allies have less time to pay attention to company real estate firms. I was a graduate student at inspire the most qualified individuals. Addi- to confidently combat incidents such as those needs;” and a male leader concluded a meet- MIT, writing a thesis on how these women tionally, numerous studies have shown a direct mentioned earlier. Assert that you would be ing with “Thank you, gentlemen,” without were able to navigate barriers and advance correlation between diversity and a company’s thrilled to join a client pitch because of your acknowledging that two women contributed their careers. Twelve years later, their advice financial success. value. Question why having children would to the conversation. still applies to many underrepresented groups Educate yourself on how to recognize be a mark against a new-hire candidate of These types of incidents still occur across across all industries, not just women in Com- and prevent your own biases. People of all any gender. Pipe in “…and ladies too,” to a our industry despite efforts from the C-suite mercial Real Estate. Below, I’ve shared some of backgrounds have conscious and unconscious colleague who only gives thanks to the gentle- to make inclusion and equity a strategic area their timeless wisdom to provoke thought and biases. Understanding and recognizing bias men. And finally, hire her because she is the of focus. I am proud of the strides my compa- inspire progress toward equity and inclusion. is a critical component to addressing and strongest candidate for the role—and tell her ny and industry have made, but there is still Know why achieving a diverse and inclu- preventing it. There are countless education- that and anyone else who may an incredible amount of work to be done. sive workforce matters. Beyond fundamental al resources out there (among my favorites, claim otherwise. The responsibility does not rest solely on the legal and moral obligations, organizations have LeanIn.Org). C-suite’s shoulders. Sure, change starts at the much to gain from the addition of diverse Build a network of allies and mentors. We Jodie Poirier is executive manag- top, but it must permeate through every water talent. Those with diverse and inclusive envi- all benefit when colleagues connect to share ing director for Colliers (Greater cooler chat, cubicle interaction and office ronments are more likely to attract, retain and ideas, show each other the ropes or provide Los Angeles).
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Celebrating Women in the Construction Industry
hroughout her professional life, people have in construction went from a way to earn money consistently underestimated Ellen Way – at on the side to a career that continues to blossom Ttheir peril. While many women in the work- and serve as an example for women looking to place battle old, outdated stereotypes, this has break into the industry. been particularly true in the field of construction She has worked on some of the region’s most where Way has been a trailblazer throughout her iconic projects, including the construction of 35-plus year career. the Staples Center in Downtown LA, the Los It was a career that started on a Boston con- Angeles Central Library (as a carpenter), the struction site in 1979, when Way became one of light towers at LAX and the rehab of the Fabu- the first women to join the local laborer’s union, lous Forum in Inglewood. and quickly began shattering expectations of the Now at Shangri-La, she is helping the com- men she worked with. pany focus on affordable and environmentally “I am physically strong for my size,” Way friendly development throughout the region, said. “Consistently when I would hand someone covering everything from housing to hotels to something heavy … They would assume based high schools. on my size that it wouldn’t weigh as much. And As she does, Way is dedicated to paving the a couple of times they almost fell.” way for women in a male-dominated field. Today, more than 40 years later, Way is still “As a woman in construction, it’s important shattering stereotypes, though her success is to provide all women a seat at the table,” she less of a surprise to those she works with. She Way. The company tag line is: “Build a Different that is still struggling to find senior roles for said. “We need to validate each other’s ideas has served as senior superintendent and now Way.” As a female in such a male-dominated women. From those early days in Boston, Way and continue to shatter the glass ceiling in this director of field operations for Shangri-La Con- field, that has always been the mode of operation worked her way from being a laborer to Journey- male-dominated industry.” struction, one of the region’s leading construc- for Way. Having resisted being put into a box in man carpenter, all the while thinking this would tion firms focused on affordable and sustainable terms of career path, thinking outside the box is be nothing more than a side gig she could return Shangri-La Construction is proud to be at the development. Way’s LEED AP certification her natural way to approach building. Like Way, to throughout her life. forefront of change in the construction industry, distinguishes her as a green building expert who Shangri-La is changing expectations about what In those early years, she said yes to many and the advancement of women in the workforce. implements sustainable practices and helps is possible in the world of efficient and environ- gender defying opportunities, including a stint Shangri-La is continuing to expand what’s possible reduce environmental impact in construction of mentally-friendly construction and design. working on a fishing boat in Alaska, and even- for women and other underrepresented groups. new buildings. What started as a side gig for Way has turned tually to California where she continued to For more information, please visit The fit with Shangri-La is a natural one for into a boundary-shattering career in an industry pursue her passion for music. But her experience shangrilaconstruction.com.
When there are no ceilings, the sky’s the limit.
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Shattering the Glass Ceiling by Negotiating Your Worth
By ANGELA REDDOCK-WRIGHT to invest more time into doing research and competitive marketplace, they should find preparing their case. From Payscale to Salary ways to enhance their talents, strengthen their et’s face it: Women have come a long way in to Glassdoor, there is a slew of highly reliable technical skills and build their business acumen. the professional arena. But what about pay? resources that could point them in the right Those with in-demand skills and capabilities There is nothing more empowering LSadly, women earn 78 cents for every dollar direction and remind them about their market may be more empowered to enhance their than having the right tools at your earned by their male counterparts. That said, value. Armed with these insights, they will be careers and ask for more money. this disparity doesn’t seem to exasperate a lot better equipped to bolster their case and walk disposal and knowing what of professional women or urge them to act and away with a higher salary. After all, there is KNOW YOUR WORTH level up their negotiating skills. nothing more empowering than having the When it comes to assessing their value to the you are worth. Here is why. As stated on Payscale.com – a right tools at your disposal and knowing what organization, women should realize that working website sharing validated salary data – most you are worth. hard may not always be enough. It means they women are in the habit of comparing their sal- should carefully track their achievements and aries to other women’s incomes that tend to be BUILD YOUR NETWORK document their contributions, at all times. Each invariably position professional women as lower than men’s. To that end, they may have As the saying goes, there is strength in task, project, or accomplishment counts - no mat- potent negotiators and help them turn the odds a lower sense of entitlement to more money numbers. It means that it might be easier to get ter how trivial. All these milestones, big or small, in their favor. which perpetuates the vicious cycle of disparity. what you want when you have a solid network keep adding up which should help women build Evidence suggests that the gap is even wider for of other successful, supportive, and assertive their case and prove their value at work. After all, FINAL THOUGHTS Black women and Latinas, who are paid 38% women on your side. Women can exchange proof is in the pudding and women should bring Despite all the remarkable progress, we are and 45% less, respectively, than white men and valuable insights, ideas and suggestions and crucial evidence to the negotiating table. all aware that the gender gap still exists and 21% and 30 % less than white women as stated inspire each other to rise higher. It’s not only much more needs to be done to address the on LeanIn.org. women helping other women; it is essential that UNDERSTAND THE LEGAL LANDSCAPE disparity. The good news is the opportunity to So what should women do to raise their women deepen professional relationships with as Without a doubt, taking the time to under- make a change is there and women have the game and get the recognition, respect and com- many established business professionals as possi- stand legal issues pertaining to equal pay is power to break the cycle of undervaluing their pensation they deserve”? ble across their industry and compare notes. worth the effort. It may be time consuming work. I hope my insights below will help talented and a bit intimidating yet instrumental to win- women win at the negotiating table and take INVEST IN YOUR CAREER ning at the negotiating table. For example, in Angela Reddock-Wright is an employment attorney their careers to the next level. Sometimes, no matter how good some California we have the California Equal Pay and mediator with the Reddock Law Group and women are as negotiators, it may not be suffi- Act which requires equal pay among men and Judicate West. She is an expert in negotiations, DO YOUR HOMEWORK cient to shatter the glass ceiling and get ahead women and people of color. conflict resolution, DEI, and issues involving In order to demand higher pay, women have – professionally or financially. In today’s fiercely Being knowledgeable in legal issues may women and people of color in the workplace.
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Truth Seeking: Three Key Predictions for the Future of Work
By CHRISTI KARANDIKAR Most of us can intimately relate to the roller succeed! COVID rapidly accelerated our ability coaster of 2020/2021: the deep despair, the glim- to be agile and innovate. Our employees have itting in our boardroom on the 40th floor in mers of light, and moments of sheer persever- Employees want both flexibility learned to innovate continually and have craft- the Century Plaza Towers, one of the most ance that will mark our generation for decades. ed their work to meet the unique opportunities Siconic corporate real estate locations in Los I’ve spent my discretionary time during and collaboration along with and challenges of the pandemic. We are all now Angeles, I vividly remember staring out at the COVID voraciously reading articles/case stud- better equipped to contribute in radically dif- majestic skyline views mustering up the courage ies, dissecting sample workplace plans, avidly autonomy and direction. ferent ways, and know that meaningful change needed to push for the most unpopular solution talking to our employees, and connecting broad- can happen at lightning speed with the right imaginable, “Send all of our employees home to ly with a diverse spectrum of Chief Human mindset and conditions. It will be up to senior work remotely…. indefinitely.” Resources Officer (CHRO)communities. leadership teams, along with HR, to unlock and I could feel the weight of our senior leader- Insights gathered from this quest include 3 the path with each step. There was no guide, harness these newfound strengths. ship team’s concern for the well-being of our key predictions for the future of work: no way to revert back to prior success. URW’s people and the viability of our business as we 1. Flexibility is the ultimate employee US COO, Dominic Lowe, pushed us to be Today, as I sit with URW’s leadership team wondered how to navigate the enormity of chal- benefit and will drive the employee experi- authentic, ensure that we include by bringing in our Century City boardroom, the view over- lenges ahead. Different than any other “board- ence — Exceptional employee experiences will people along, and “listen to be wrong”. This looking the L.A. horizon is different. There room agenda,” there was palpable, personal be formed by a balance of highly personalized requires engagement with individuals with is renewed optimism as we start welcoming concern for the health and safety of our own and customized ‘moments that matter’ and a diverse backgrounds and perspectives. Organiza- employees back to the workplace. A sense that families and communities. consistent experience perceived as equitable tions with inclusive cultures are: 2X as likely to we have come so far on this journey. And My strength, in that moment, came from the and aligned to business needs. Employees want meet or exceed financial targets, 3X as likely to a realization that living into our company well-established bond we held as a leadership both flexibility and collaboration along with be high-performing, 6X more likely to be inno- vision—Reinvent Being Together—is what team. I knew I had the support needed to put autonomy and direction. At URW, this is at the vative and agile, and 8X more likely to achieve enabled us to succeed this past year, and it’s my credibility on the line to do what was right core of how we will Reinvent Being Together in better business outcomes. This will continue to what will continue to drive our for our people. Our executive team stood by me the workplace. How we blend these needs, find amplify and only organizations embracing diver- success in the future. 1000%. That moment said more about our Uni- “win-wins”, and ultimately maximize flexibility sity and inclusion will thrive. bail-Rodamco-Westfield (URW) culture, values, will be key to success. 3. Agility and innovation will materialize Christi Karandikar is executive and ability to succeed as a cohesive team than 2. Diversity will outperform all — As we as superpowers — The terrific news is that vice president of human resources any financial metric. embarked on an unprecedented journey, we laid we are better positioned than ever before to for Unibail-Rodamco-Westfield.
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Women in Finance: The Advisor Experience
orthwestern Mutual is more than 160 years educational mastery and career excellence.” are committed to investing in bringing out their old, but it’s on the cutting edge of the Company leaders also listened to their women extraordinary talent. We successfully attract Nfinancial services industry. Serving holistic advisors, many of whom stated they would and develop top talent and they are energized financial planning tailored to its clients’ needs, benefit from customized support and resources, to stay because of the depth of opportunity the firm is a leader in financial security, but also especially at the jumpstart of their careers, and we offer them,” says Matt Plocher, managing for its approach to the development and attrac- implemented the Big Sister program, connect- partner, who began his career at Northwestern tion of women financial advisors. ing each new woman advisor with another Mutual 30 years ago as a college intern. The company has a long and distinguished woman at the firm for support, camaraderie, This unique approach to advisor training reputation for developing talent, staying true to and questions. and development is based on Northwestern its value that advancing the skillset and careers Additionally, many experts believe women’s Mutual’s vision of the future. At Northwestern of its financial representatives is worth the time out of their careers to have children is a Mutual, you can find an advisor who under- investment. In addition to the sophisticated, significant contributor to the gender pay gap. stands you and meets you and your family on-the-job training that the company is known To improve equity in this area, Northwestern where you are. To find an advisor, visit losange- for, Northwestern Mutual Los Angeles is tai- Mutual Los Angeles continues to evolve its les.nm.com. loring the advisor experience to the increasing unique maternity plan, becoming one of the Northwestern Mutual Los Angeles provides number of women joining the firm. In a tradi- first firms in the company’s nationwide network lennials than their predecessors – and knowing an exciting opportunity to impact people’s tionally male dominated industry, the company to provide payments during leave, increased that an advisor will stick with them through lives through the power of financial security. is working to ensure its representatives reflect short-term disability coverage, and a return to retirement is appealing to younger generations The network offices, located in downtown the demographics of the individuals, families work allowance. (according to a Guardian study). Los Angeles, West Los Angeles, Manhattan and businesses it serves. By 2025, Northwestern Not only is Northwestern Mutual Los Ange- Northwestern Mutual offers the unique Beach, and Ontario, are growing. If you are an Mutual Los Angeles offices plan to grow their les challenging gender disparity in the financial opportunity for a career marked by indepen- entrepreneurial professional looking for a career presence of women advisors by 25%. services industry, but they’re combating agism, dence yet supported by the strength of a FOR- change and would like to learn more, please call Through an approach of active listening, as well. The average age of financial advisors TUNE 500 company. Advisors have flexibility (213) 634-2597 or scan the QR code accompa- top-down education, and structural support, across the financial services industry is 52-53, over their career trajectory as business owners, nying this article. Northwestern Mutual Los Angeles is creat- while the average age of financial advisors at not simply as corporate employees. The com- ing a thriving environment for professional Northwestern Mutual is 31. Northwestern pany has an understanding around what it Northwestern Mutual is the women. The firm has instituted a network-wide Mutual advisors can grow with their clients, means to be human and invests in extraordi- marketing name for The North- Women’s Council, whose mission is to “ele- and clients can see themselves reflected in their nary talent. western Mutual Life Insurance vate women by acknowledging their unique advisor. Studies have shown that thoughtful “We galvanize our team members by priori- Company, Milwaukee, WI, and strengths and challenges as they strive for financial planning is more important to mil- tizing every person’s unique contributions. We its subsidiaries.
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Research Finds Women in Corporate Leadership Can Signi cantly Increase Pro tability
hat effect does having women in execu- 2014 data, the study finds that nearly a third of leadership positions in the financial, healthcare, supported by EY, strongly suggest the positive tive roles have on the bottom line? companies globally have no women in either utility, and telecommunications sectors than impact of gender diversity on firm performance W A survey of 21,980 publicly traded board or C-suite positions, 60 percent have in sectors such as basic materials, technology, and identify in which sectors and countries the companies in 91 countries demonstrated that no female board members, 50 percent have no energy, and industry. This is consistent with the most progress on diversity needs to be made.” the presence of more female leaders in top female top executives, and fewer than 5 percent authors’ interpretation that what matters most “The impact of having more women in positions of corporate management correlates have a female CEO. for gender diversity is creating a pipeline of senior leadership on net margin, when a third with increased profitability of these companies, The PIIE report also found strong positive women into corporate management, from ele- of companies studies do not, begs the question according to a paper published by the Peterson correlations between gender diversity in com- mentary education through child-bearing years. of what the global economic impact would be Institute for International Economics. The pany size, the size of the company as well as “We have found that some policy initiatives if more women rose in the ranks,” said Stephen 35-page report, Is Gender Diversity Profitable? national policies for women’s education, family are more promising than others to deliver ben- R. Howe, Jr., EY’s US Chairman and Americas Evidence from a Global Survey, was written leave, and the absence of discriminatory atti- efits while promoting gender equality, and that Managing Partner. “The research demonstrates by Marcus Noland, Tyler Moran, and Barbara tudes toward female executives. The study found the emphasis should be on increasing diversity that while increasing the number of women Kotschwar and supported by a major research that national averages for women’s participation in corporate management broadly,” said Adam directors and CEOs is important, growing the grant from EY. The research is made up of rigor- on boards range across countries from 4 percent S. Posen, president of the Peterson Institute for percentage of female leaders in the C-suite ous data analysis of gender diversity and corpo- to roughly 40 percent, and that there is greater International Economics. “At a minimum, the would likely benefit the bottom line even rate profitability. female representation on board and corporate results from our unique global study, generously more.” The study shows that the extent of gender diversity and its relationship to profitability The Peterson Institute for International Econom- varies robustly by country, sector of the econ- ics is a private nonpartisan, nonprofit institution omy, and by policies towards female work for rigorous, intellectually open, and in-depth study opportunities. The research finds no evidence The study shows that the extent of gender diversity and its relationship to and discussion of international economic policy. Its that, by itself, having a female CEO is related purpose is to identify and analyze important issues to increased profitability, but there is some profitability varies robustly by country, sector of the economy, and by policies to make globalization beneficial and sustainable for evidence that having women on a board may the people of the United States and the world, and help—and robust evidence that women in the towards female work opportunities. then to develop and communicate practical new C-level (as in CEO, CFO and COO of manage- approaches for dealing with them. Learn more ment) is associated with higher profitability. In at piie.com.
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Study Sheds Light on Barriers to Opioid Treatment for Women
fter a 2020 Vanderbilt University Medical comments describing what happened during reducing overdose death and improving quality Center study showed women have a dif- calls, and pregnant callers and those with Med- of life. For pregnant women, MOUD improve Aficult time accessing treatment for opioid icaid documented the most barriers in obtain- According to the National Center for pregnancy outcomes, including preterm birth. use disorder (OUD), investigators analyzed ing an appointment. The qualitative study is “We’re setting record levels of overdose comments received from the study’s participants published in Women’s Health Issues. Health Statistics, from 1999-2016 the deaths in the U.S., very likely worsened by to further shed light on barriers to care, which “Even though these trained callers didn’t rate of drug-related deaths among the COVID-19 pandemic,” said Stephen included everything from long on-hold times to actually have opioid use disorder, and even Patrick, MD, director of the Center for Child difficult interactions with clinic receptionists though they weren’t desperately trying to get women jumped from 3.9 to 13.4 Health Policy at Vanderbilt University School during phone calls seeking appointments. help for themselves and their baby, they still felt of Medicine, associate professor of Pediatrics A “secret shopper” study published stigmatized during these calls,” said lead author per thousand. and Health Policy and Vanderbilt University in JAMA Network Open in 2020 used trained Julia Phillippi, PhD, CNM, assistant professor Medical Center neonatologist. “We know med- actors trying to get into treatment for opioid use and academic director of the Nurse-Midwifery ications to treat opioid use disorder reduce the disorder in 10 U.S. states. More than 10,000 program at Vanderbilt University School of tion treatment and four months pregnant; they risk of overdose deaths for mom and increase unique “patients” were randomly assigned to be Nursing. “They often felt overwhelmed by put me on the classic immediate hold.” the likelihood that the birth is going to go to pregnant or non-pregnant and have private or emotion because of how they were treated, both Not all interactions were negative. One term with a higher birth weight. We should Medicaid-based insurance to assess differences good and bad. That really says something.” caller reported, “I would like to note that every- make access to treatment easy, and certainly in the experiences of access. Many callers experienced less than wel- one I spoke with throughout the call, including not harder.” The results revealed many challenges in coming, and often stigmatizing, responses from the receptionist, was deeply empathetic, knowl- The authors recommend interventions to scheduling a first-time appointment to receive the person answering the phone. One secret edgeable and helpful.” improve access to OUD care for reproduc- medications for OUD, including finding a shopper reported the receptionist said, “People As the U.S. opioid crisis has grown, women tive-age women, including increasing the num- provider who takes insurance rather than cash. usually don’t show up to appointments because have been increasingly affected. According ber of clinics in the U.S. that provide MOUD Access to treatment was even more difficult they decide they want to have one last hoorah to the National Center for Health Statistics, regardless of pregnancy and insurance status; for women who are pregnant and have OUD, on dope before coming.” from 1999-2016 the rate of drug-related deaths more training for clinic call-takers; and address- with pregnant women about 20% less likely to Callers were often placed on hold or trans- among women jumped from 3.9 to 13.4 per ing the issue nationally through policy reform. be accepted for treatment than nonpregnant ferred repeatedly. One caller commented, “The thousand. The research was supported by the National women. wait time to speak with someone is crazy,” while Treatment involving medications for opioid Institute on Drug Abuse, part of the National The trained actors provided nearly 18,000 another said, “I told them I was seeking addic- use disorder (MOUD) is highly effective in Institutes of Health.
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Most Want Governments to Act to Accelerate Progress on Gender Equality
first-of-its-kind international survey finds civil society had a critical opportunity to com- mark World Conference on Women in Beijing, that the global public overwhelmingly mit to bold, specific actions on gender equality no country has fully met its commitments to Asupports gender equality, and a resounding issues. The forum galvanized political action gender equality. More than half of the world’s The vast majority of respondents majority is ready for their governments and and secured financial commitments for the girls and women—as many as 2.1 billion peo- business leaders to take action to bridge the period of 2021-2026 on measures to advance ple—live in countries that are not on track to said gender equality is a priority to gender divide. At the same time, women and women’s rights and opportunities around reach key gender equality-related targets by girls around the world are suffering the worst the world. Sixty-one percent of respondents 2030. them personally, and 65% said their impacts of the COVID-19 crisis, which has urged their governments to use this forum as “We’ve made a lot of progress on gender disproportionately affected their mental and an opportunity to increase funding for gender equality over the last 25 years, but there’s so government should do more to promote physical health, as well as their economic pros- equality initiatives. much work left to do. Now, with COVID-19, gender equality in their country. pects. The vast majority of respondents — 80% “2021 promises to be a milestone year for just as women are assuming an outsized role in on average across the 17 surveyed countries accelerating global progress on gender equality. responding to the pandemic in their commu- — said gender equality is a priority to them The Generation Equality Forum will call on nities and at home, they are also experiencing personally, and 65% said their government governments, corporation, civil society and enormous added burden, and we could see the on how the COVID-19 pandemic had affected should do more to promote gender equality in people of all ages and backgrounds around the consequences of that strain playing out for respondents’ lives, livelihoods, and emotional their country. world to step up with bold commitments to years to come,” said Divya Mathew, Senior health. It also asked participants about their The global public perception survey, make gender equality a reality,” said Phumzile Manager, Policy and Advocacy at Women personal experiences with gender discrimina- released in a recent report by Women Deliv- Mlambo-Ngcuka, United Nations Under-Sec- Deliver. tion, their attitudes about sexist practices, and er and Focus 2030, includes 17 countries across retary-General and Executive Director of UN “This survey shows us where the world has their beliefs about the causes of gender discrim- six continents whose inhabitants represent half Women. “At such a critical moment it is invig- fallen short, but it also delivers the encourag- ination. the world’s population. orating to see that global public opinion is not ing news that the vast majority of women and Key findings include: The results come right before the only behind us, but pushing us to do more. The men around the world expect their leaders to • The global public supports the need for recent Generation Equality Forum, a civil soci- world is affirming that gender equality cannot take action to advance gender equality.” women to play a role in all aspects of the pan- ety-centered, global gathering for gender equal- wait. We can and we must achieve it in our Fielded in July and August of 2020, the demic response, with 82% of survey respon- ity convened by UN Women and co-hosted by generation, and it must be intersectional and survey offers a comprehensive picture of public dents on average saying they believe women the governments of Mexico and France. There, intergenerational.” experience and perception across six major should be involved in the response at all levels. leaders in government, the private sector, and Despite 25 years of progress since the land- gender equality issues, in addition to insights However, facts bear witness to another situa-
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tion: although women make up 70% of front- • Women and climate change line workers, they currently make up only 24% • Technology for gender equality of COVID-19 response committees. To address these realities, a gender lens must be applied to Despite the widespread support for great- COVID-19 response and recovery plans. er gender equality, persistent discriminatory • COVID-19 has had a significant impact attitudes towards women continue to hinder on women (ages 18-44), who are more likely progress towards ending domestic violence to report both increased household burdens and closing the gender pay gap. At the current and greater emotional stress. In 13 of the 17 rate of progress, it will take another century to countries surveyed, women report experiencing achieve professional, political, and economic more emotional stress and mental health chal- equality between women and men worldwide.3 lenges compared to men during the pandemic. Against this backdrop, the survey offers a • Young people, especially young women, roadmap for actions that the public most wants have the highest expectations of their gov- to see, spotlighting where leaders’ and deci- ernments to advance gender equality. Three sion-makers’ focus and investments can have in four young women (aged 18 to 24), across the most striking impact. all 17 countries, call on their government to “Our survey shows the extent to which increase funding for equality in their country gender equality has become a universal aspira- on the occasion of the Gender Equality Forum, tion across all cultures. A majority of citizens compared to two in three respondents on support gender equality in the 17 countries average. surveyed and aspire to more commitments from • 57% of women on average reported Black or African American respondents are also support gender equality. Young people their governments. The alleged lack of public experiencing some form of gender-based less likely to say that gender equality has under the age of 25, women in particular, are support for these issues is no longer a valid discrimination in their lifetimes, with the improved over the last 25 years, in com- especially likely to hold their governments excuse to delay action” said Fabrice Ferrier, highest rates of discrimination reported in mid- parison to respondents who self-identify as accountable for advancing gender equality Director of Focus 2030. “There is no longer dle-income countries like Kenya (83%), India white. This trend was not observed to such a initiatives. anything preventing decision-makers around (81%), and South Africa (72%). large extent in any other country including The survey asked respondents for their the world – if not political will - to address the • Overall, the top priority for improving countries with a documented history of racial opinions on six major gender equality issues, most pressing needs of girls and women and to gender equality is ending gender-based vio- discrimination, such as South Africa. all of which the public resoundingly expects take the necessary measures to promote gender lence, including online harassment, sexual governments to address on the occasion of the equality,” he added. assault, forced and child marriage, and female The public’s support for gender equality Generation Equality Forum: genital mutilation. This was selected as first cuts across generations, political leanings, • Violence against women Women Deliver is a leading global advocate choice by 32% of respondents on average and socioeconomic groups. While women • Women’s economic justice and rights that champions gender equality and thehealth and across the 17 countries. are stronger supporters of most gender equal- • Women’s movements and leadership rights of girls and women. • In the United States, self-identified ity issues than men, a great majority of men • Sexual and reproductive health and rights Learn more at womendeliver.org.
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Did COVID-19 Trigger a ‘Shecession?’
rogress for women in work could be back at at a faster rate than men. Women carry a heavier childcare falls on women ployment rate (3%). 2017 levels by the end of 2021 as a result burden than men of unpaid care and domestic Before COVID-19 hit, women on average • Greece saw the largest increase in terms of Pof the COVID-19 pandemic, according to work. This has increased during the pandemic, spent six more hours than men on unpaid Index score between 2018 and 2019, driven by analysis conducted for PwC’s annual Women in and it is limiting women’s time and options to childcare every week (according to research by improvement in all labor market indicators except Work Index, which measures female economic contribute to the economy. In the labor market, UN Women). During COVID-19, women have for the share of full-time female employees. empowerment across 33 Organisation for Eco- more women work in hard-hit human contact-in- taken on an even greater share and now spend • On the contrary, Portugal experienced the nomic Cooperation and Development (OECD) tensive service sectors - such as accommodation 7.7 more hours per week on unpaid childcare largest decline in Index score between 2018 and countries. The evidence emerging globally is and food services, and retail trade. With social than men - this ‘second shift’ equates to 31.5 2019 due to a widening of its gender pay gap by that the damage from COVID-19 and govern- distancing and lockdowns, these sectors have seen hours per week; almost as much an extra full- 5 percentage points. ment response and recovery policies, is dispro- unprecedented job losses.” time job. • New Zealand and Slovenia both increased portionately being felt by women. Between 2019 and 2020, the annual OECD This increase in unpaid labor has already their rankings on the Index by one position. For nine years, countries across the OECD unemployment rate increased by 1.7 percentage reduced women’s contribution to the economy. New Zealand saw an upward trend across all five made consistent gains towards women’s eco- points for women (from 5.7% in 2019 to 7.4% If this extra burden lasts, it will cause more indicators and has risen by 5 spots on the Index nomic empowerment. However, due to COVID- in 2020). In the US, the female unemployment women to leave the labor market permanently, over the course of nine years. Government 19 this trend will now be reversed, with the rate increased sharply from 4% in March 2020 reversing progress towards gender equality and policy and a history of female representation in Index estimated to fall 2.1 points between 2019 to 16% in April 2020. The female unemploy- reducing productivity in the economy. political institutions have helped to drive these and 2021, according to analysis undertaken ment rate stayed high for the remainder of 2020, While some women may choose to leave the gains. Slovenia’s improvement was driven by a for PwC’s annual Women in Work Index. The ending the year in December 2020 at 6.7%, workforce temporarily due to COVID-19 with the fall in the participation rate gap and in female Index will not begin to recover until 2022, 3 percentage points higher than in December intention to return post-pandemic, research shows unemployment, as well as an increase in the where it should gain back 0.8 points. 2019. In the UK, the full impact of job losses that career breaks have long-term impacts on share of full-time female employment. In order to undo the damage caused by from COVID-19 is yet to be realized due to job women’s labor market prospects, and women will COVID-19 to women in work - even by 2030, retention schemes, but furlough data shows that return to lower paid and lower skilled positions. If OECD countries increased their rates of progress towards gender equality needs to be women are at greater risk of losing their jobs female employment to match Sweden’s (con- twice as fast as its historical rate. when these schemes come to an end. Between PWC WOMEN IN WORK 2021 INDEX sistently the top performer), the gain to GDP Bhushan Sethi, Joint Global Leader, People July and October 2020, a total of 15.3 million (performance prior to COVID-19 pandemic) would be over $6 trillion per annum. The US, and Organization at PwC, said, “The setbacks that jobs were furloughed in the UK. For furloughed • Iceland continues to hold the top spot on with one of the highest female unemployment we are experiencing with COVID-19 in terms jobs for which gender was known, 52% of these the Index out of OECD countries. It is a con- rates, is expected to gain the most - as much as of the workforce tell a worrisome story. While were women’s jobs, despite women only making sistent strong performer in female labor force $1.7 trillion per annum. the impacts are being felt by everyone across the up 48% of the workforce. participation (84%), has a small participation globe, we are seeing women exiting the workforce The disproportionate burden of unpaid rate gap (5%), and even smaller female unem- Find out more at pwc.com.
Focus on what’s possible Let’s join forces to empower women more than ever
We know the value that you bring to your clients. And like you, UBS also knows the importance of ensuring that all women take their rightful seat at the financial table. Join us. Let’s talk about the opportunities for you and your clients. Contact any of these managers directly or e-mail us at [email protected].
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Top HR Executives Say Increasing Diversity in C-Suite is a Priority
early seven in 10 (69%) of Chief Human The survey included a global panel of 310 different corners of the business world. The extremely diverse. Resources Officers and HR executives CHROs, senior HR executives and other HR true value of diversity is captured when team • Nearly three-fourths (72%) of HR Nsay increasing diversity in the C-suite is decision makers across all industries in the members approach the same challenge based decision makers say that entry-level and a priority, while 61% say their organizations United States, Germany, United Kingdom, on differentThe survey backgrounds, finds thatthought working processes, junior members of their organizations are are prioritizing efforts to increase diversity on Canada, Mexico, Brazil and Australia. and problem-solving techniques.” diverse. This number is slightly lower in their boards, according to a survey released Additional key findings related to diversity of women“Diversity are is facingan important more issuework-related and has Canada (60%) and Germany (62%). today by Boyden, a premier talent and people and thought include: to bechallenges considered thanin a holistic they were sense, before not as leadership advisory firm. a process,” explained the country divisional “Gender diversity in business is still a Part 3 of the report, Boyden Senior SKILLS VS. BACKGROUND head of Bayer Cropthe pandemic.Science Brazil. “I do not major challenge,” said Christian Gollasch, Executive Survey: The CHRO and the • Most (70%) of HR decision makers like the word ‘diversity.’ Rather, ‘inclusion’ is Ph.D., former Deputy CHRO, Carlsberg Future Organization, titled Diversity of believe it’s most important to have diverse a more relevant issue. Unfortunately, we still Group. “Companies that want to increase People and Thought, looks at global changes opinions, approaches and methodologies, see many organizations promoting diversity the number of women across all ranks should and opportunities including connections regardless of background. Only 30% feel it is without inclusion.” focus first on their board and C-suite. A more people strategy, approaches to the board and important to have teams that are diverse in equal distribution of men and women at the management, global workforce alignment, terms of background. CURRENT STATE top level shows a credible commitment to hiring and training. • Almost all (97%) of HR decision makers The statistics tell a story and paint a clear gender diversity.” “On diversity of people and thought, say it is important for companies to diversify picture. “At Boyden Australia, since 2014, 44% of the results are mixed,” said Robert their talent pool and hire people from diverse • Only 45% of HR execs report diverse all our executive search appointments have Winterhalter, Ph.D., global leader, human industries with different skill sets; just under C-suites. Just under half (47%) say that senior been women,” said Barry Bloch, a partner resources practice and managing two-thirds (63%) say it is very important. management is diverse, and only 19% say of Boyden Australia. “This is a positive step partner, Boyden Germany. “Our data show that senior management is extremely diverse. towards achieving sustainable gender diversity that the junior levels of organizations are “The preference for ‘diversity of skills’ over This number was highest again in Mexico, at the most senior levels of leadership.” diverse, but diversity numbers drop notably ‘diversity of background’ is concerning and a with 72% saying that senior management is in the senior executive and C-suite ranks. In potential risk,” noted Steve Nilsen, a partner extremely diverse, and lowest in Canada and To view the first and second installments of most organizations diversity is still regarded of Boyden United States. “It is a temptation the UK (34% each). the Boyden CHRO report, Impact of AI and as a bottom-up challenge and not so much to stock the boardroom and C-suite with • Only 58% say that middle management Technology and The CHRO Role in the C-Suite top-down.” people with similar backgrounds, just from is diverse, and 22% say middle management is & Board, visit Boyden.com.
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Mastercard and Jennifer Hudson Launch Multi-Faceted Platform Supporting Black Women-Owned Businesses
Company issues call to shop, share the state of women and minority-owned busi- minority group, with a focus on building busi- Black women business owners in cities across ness in cities across the U.S. and providing nesses that give back to their communities,” the U.S. providing not only funding, but also and support Black women-owned insights into progressive actions cities can take said Cheryl Guerin, EVP Marketing and Com- leveraging Mastercard digital tools to help the to foster an equitable business climate. munications in North America for Mastercard. businesses build and bolster their digital pres- businesses, launches grant program This builds on the company’s previously “The pandemic has delivered financial head- ence. The two will also embark on a multi-city with Fearless Fund and educational announced half-billion-dollar commitment to winds that threaten the economic progress of educational road show in collaboration with support Black communities over the next five Black female business owners and because of women’s online community and digital plat- road show years. This commitment includes products, this, Mastercard is taking action, while also form, Create & Cultivate. services, technology and financial support, calling on consumers and corporates alike to “We are thrilled to partner with Mastercard lack women-owned businesses are vital as well as concentrated investments that will shop, share and support these women.” in highlighting women and minority-owned to our economy and are among the hard- focus on providing Black-owned businesses businesses across the country,” said Arian Sim- Best hit by the impacts of the pandemic. and Black people access to affordable financial THE STRIVERS INITIATIVE GRANT PROGRAM one, general partner and co-founder of Fearless Recently, Mastercard announced the Strivers tools and capital. AND EDUCATIONAL ROAD SHOW Fund. “The gap in the number of minority Initiative, a consumer-facing platform, ele- “For years, Black women have built busi- Mastercard is partnering with Fearless Fund women opening new businesses every day vating the visibility of Black female business nesses at a pace far greater than any other to launch a grant program aimed at supporting and the number of minority women receiving owners overcoming obstacles to maintain and funding is astounding, and we look forward to grow their business, as role models for the not only reducing this disparity but also uti- community and future generations. The initia- lizing Mastercard’s digital tools to help these tive kicks off with a national ad spot featuring business owners build their online presence.” Black women business owners from across the ‘The pandemic has delivered financial headwinds that threaten the economic U.S. and GRAMMY Award winning singer/ A PRIMETIME SPOTLIGHT FOR STRIVERS songwriter Jennifer Hudson. progress of Black female business owners and because of this, Mastercard is PAVING THEIR PATH TO PRICELESS The initiative will include a grant program GRAMMY Award-winner and Master- in partnership with Fearless Fund, a VC fund taking action, while also calling on consumers and corporates alike to shop, card ambassador Jennifer Hudson is helping built by women of color for women of color. share and support these women.’ kick-off the Strivers Initiative in a new This will be complemented by a multi-city Mastercard spot where Hudson’s rendition of educational road show driving awareness of ‘Ain’t No Mountain High Enough,’ produced
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and all the nominees for CEO of the Year as part of the 2021 Women Leadership Awards.
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by will.i.am, serves as an anthem for Black Mastercard is supporting them with tools and women business owners across the country resources that are helping them build and who are paving their Path to Priceless and enhance their digital efforts. This includes whose businesses serve as pillars for their com- the Small Business Digital Readiness Diagnos- munities. tic, a free online tool to help entrepreneurs “I am fortunate to have been influenced understand their strengths and weaknesses and inspired by so many incredible Black across digital, and the company’s Digital female role models as I’ve pursued my dreams, Doors curriculum, which helps to ensure busi- but that’s not always the case for all Black girls nesses have the right tools to maximize their and women,” Hudson shared. “Entrepreneur- digital presence. ship has always been a part of the American Today’s announcement builds on Master- Dream and the work that Mastercard is doing card’s $20 million commitment to the CNote to elevate these visible, strong Black Women Promise Account, advancing the company’s business owners and highlight the support nationwide support for Community Develop- they’re providing our communities is hugely ment Financial Institutions (CDFIs) that has important to me and to the impact of future already helped direct $250 million in capital generations.” flow to Black-owned small businesses in the The commercial, produced by wom- U.S with a goal to triple that amount by 2025. en-owned Little Minx, with direction for the Mastercard’s mission is to connect and ad by Child, who leverages her work to com- power an inclusive, digital economy that municate the depths of the Black experience, benefits everyone, everywhere by making serves as the sound track to a visual journey transactions safe, simple, smart and accessible. that puts Black women business owners in the Using secure data and networks, partnerships spotlight. The spot first premiered in February and passion, our innovations and solutions on primetime TV and across digital channels. help individuals, financial institutions, gov- Through mastercard.com/smallbiz visitors ernments and businesses realize their greatest can learn more about these efforts, as well as potential. The company’s decency quotient, shop Black Women-owned businesses, share or DQ, drives its culture and everything it their stories on social media and support their does inside and outside of the company. With work. businesses across the U.S. shut down between bring more people and small businesses into connections across more than 210 countries February and April of last year according the digital economy through equitable finan- and territories, Mastercard is building a sus- BUILDING ON MASTERCARD’S to the Federal Reserve Bank of New York, cial tools, investment and partnerships with tainable world that unlocks priceless possibil- COMMITMENT TO RACIAL EQUALITY & outpacing all other owner groups. This new cities across the U.S. ities for all. SMALL BUSINESS ADVOCACY commitment furthers the company’s efforts to As small businesses accelerate digital trans- An estimated 41 percent of Black-owned drive financial inclusion across the globe to formation efforts in response to the pandemic, Learn more at mastercard.com.
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Ten Smart Health Tips for Busy Women
akeisha Richardson, M.D., OB/GYN last pregnancy and menopause. An increase in pH tests on hand to know if you are pregnant up to down the heart rate and breathe. The better month shared ten recommended smart health can often lead to BV or bacterial vaginosis, 6 days before a missed period. you feel mentally can help how you feel Ltips for women navigating various life stages, causing an unpleasant odor and itch. RepHresh 7. Take prenatal vitamins. If you are think- physically. serving as an important reminder to be proac- Gel keeps pH balanced to normal and elimi- ing about getting pregnant, it’s important to 10. Make time for YOU. There’s no bet- tive about maintaining women’s health, from nates odor immediately. It is easy to mistake ensure your body is getting all of the essential ter time than now. Eat right, prioritize fitness, menstruation through menopause and beyond. BV for a yeast infection and many attempts vitamins and minerals it needs. vitafusion’s Pre- maintain your vaginal health and remember “Girls are taught from a young age that to self-treat can cause more harm than good. Natal gummy vitamin has an excellent source you are your biggest health advocate. maintaining their health consists of eating right When BV is diagnosed, antibiotics are neces- of folic acid and 50 mg of Omega-3 DHA. “Remember, it’s better to stay healthy than and exercising, but there are other crucial fac- sary, but be careful as they kill the good along 8. Sleep. At least 7-8 hours of uninter- have to get healthy. Take the time to evaluate tors for good health in women,” said Dr. Rich- with the bad bacteria and can then cause a yeast rupted sleep is like a reset button for the your health needs,” added Richardson. ardson. “As we continue to shelter at home, infection, starting the bad cycle all over again. body and mind. Stay women can take control of their own health Try RepHresh Pro-B, a vaginal probiotic that off technology for at to help minimize imbalances, discomfort and contains 2 strains of vaginal lactobacilli to bal- least an hour before reduce overall stress.” ance yeast and bacteria daily. bed and try vitafusion’s Dr. Richardson’s ten tips to stay healthy 4. Don’t forget to take your vitamins. Sup- new Max Strength Mel- include: plement your diet with essential nutrients such atonin gummy vitamins 1. Talk to your health care provider: Don’t as vitamin D to promote healthy teeth and to help promote healthy skip your yearly exam and ensure you’re up bones, support the immune system, and aid in sleep. to date on all vaccines including the flu shot. cardiovascular health. 9. Decrease Speak with your healthcare provider to resched- 5. Avoid painful sex. Stress and menopause stress. Life can be con- ule your yearly exam if it has been postponed can take a toll on a healthy sex life, causing fusing and stressful, espe- due to stay-at-home orders. pain, dryness, and irritation. Replens Vaginal cially during a pandem- 2. Exercise. Get moving at home. Regular Moisturizer provides immediate relief from ic. Take time to clear exercise decreases the chance of developing car- internal dryness for three days and Replens Silky your mind, plan quiet diovascular diseases, diabetes, and obesity. Try Smooth, a silicone lube used just before sex can times and activities for having a dance party, watching YouTube videos, help ease intimacy and increase comfort. yourself like reading a or try a virtual exercise class. 6. Track your menstrual cycle. Stress can book, starting a garden, 3. Keep vaginal pH normal. pH can affect the menstrual cycle, so be wary of this meditating or soaking in increase with blood from menstruation, sperm if you are trying to conceive. Make sure to a bath while listening to with sex, and hormone fluctuations during keep First Response Early Result pregnancy relaxing music to slow
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AZ | CA | OR | WA CONGRATULATIONS Los Angeles Business Journal Women’s Leadership Awards 2021 Nominees
Damaris L. Medina Pamela K. Webster Shareholder Shareholder
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Survey Reveals Women’s Mental Health is Linked to Communication Breakdowns
volveMKD, a New York City-based digi- though they have a reputation of being better • The Over Sharer tal marketing and communications firm, communicators,” said Megan Driscoll, CEO Will tell you everything you need to know Epartnered with global market research firm and founder of EvolveMKD. “Our styles of While 93% of women said they about them, without you asking. Feels Ipsos, to field a two-part survey amongst 1,000 communication continue to evolve and for connected to others by being vulnerable. U.S. consumers exploring the communication women in particular, it’s no surprise that the preferred in-person communication to • The Initiator styles of men and women to better understand way we interact with others and our mental Loves to talk, even if it’s about superficial top- the effect on mental health. New research health are closely entwined.” other channels, the new survey data ics like the weather. Feeds off of others’ verbal from the “Evolution of Communication” “Now more than ever women need to prior- found a connection between in-person energy. survey shows that even with the vast modes itize their mental health, make conscious deci- • The Observer of communication available to them before sions about what brings them joy and practice communication and women’s More of a “listener” and tends not to initiate and during the COVID-19 pandemic, women it with intention every day,” commented Dr. or dominate the conversation. Instead, they have been reporting greater declines than men La Keita Carter, CEO & owner of Institute for mental health. search for deeper connections with people (even in their mental health over the past decade, HEALing. “I applaud EvolveMKD for under- strangers) before they initiate conversation. despite the myth that women are “better com- standing that how we engage with our friends, • The Protector municators.” family, colleagues, and brands is different for women further understand their own, and Can find communication exhausting and During the pandemic the way the world has each of us and impacts our wellbeing greatly.” others’, communication preferences. These draining and this may be because their job communicated shifted from in-person to vir- EvolveMKD wants to help clients meet communication preferences, what EvolveMKD requires them to communicate. tual. While 93% of women said they preferred their goals while also making a positive impact is naming ‘The Five Communication Languag- in-person communication to other channels, on the mental health of the consumer. And es of Women,’ help women learn more about To learn more about the “Evolution of the new survey data found a connection as a communications leader, they take this their communication needs and why under- Communication: Five Communication Lan- between in-person communication and wom- responsibility seriously, and are committed to standing those needs is important. Here are guages of Women,” download the full survey en’s mental health with 4 in 10 women saying making it a core part of their mission. When five communication styles to help you identify findings, or visit EvolveMKD.com/research. in-person communication is directly tied to people are mentally healthy, introspective your communication language: their mental health. communication is better and, in turn, intro- •The Meet & Greeter Ipsos is the world’s third largest Insights and “We undertook this research to get a bet- spective communication improves. Wants face-to-face time. Feels really connected Analytics company, present in 90 markets and ter understanding of why women seem to be As a first step, EvolveMKD worked with when they share physical space with loved employing more than 18,000 people. Learn more suffering more with mental health issues, even Dr. La Keita Carter to develop tools to help ones. at ipsos.com.
Who we build is as important as what we build. One of my favorite aspects of my work is being able to take all I have learned over the years of being mentored and now paying it forward to those coming up in the construction industry around me.
- Alicia Ortiz, Project Executive, DPR Construction
At DPR, we celebrate women who build by sharing stories of empowered women. These female leaders are successfully executing complex, technical projects for some of the world’s most progressive and admired companies. The goal is simple:
Connect, inspire, develop and advance women. www.dpr.com
LABJ Women to Watch_Alicia Ortiz.indd 1 6/14/2021 3:09:02 PM
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Providing Employees with a More Holistic Experience Increases Employee Satisfaction by 15%
o attract and retain talent, HR leaders PERSONALIZE CONNECTIONS WHILE must evolve their employee value proposi- RESPECTING BOUNDARIES Ttion (EVP) to provide a more human deal To ensure employers are respecting employ- that centers on the whole person, according ees’ boundaries while personalizing connec- to Gartner, Inc. Employers must redesign their tions, HR leaders should integrate inclusion EVP to deliver employees a life experience – goals into day-to-day work and talent pro- not just an employee experience – by focusing cesses to drive accountability and ensure on the feelings and features that match their employees feel comfortable bringing their full needs today. selves to work; provide benefits directly to Gartner analysis revealed that while orga- employees’ families or communities; and iden- nizations have invested resources to modern- tify information employees are comfortable ize the traditional EVP, employee engagement sharing to improve trust. has remained flat since 2016. The Gartner 2021 EVP Benchmarking Survey of 77 HR ENSURE PRODUCTIVITY WHILE leaders in January 2021 revealed only 23% of PROVIDING CHOICE respondents believe most employees will con- Most organizations typically offer flexibility tinue working in their current organization in when and where work gets done, but lead- after the pandemic ends. One contributing ing organizations also offer flexibility in who factor: only 31% of HR leaders believe their employees work with, what they work on, and current employees are satisfied with their EVP. nization to see them as a person, not just an growth, holistic well-being and shared pur- how much they work. “Traditionally, organizations focus on employee, yet only 45% of employees believe pose. Employee satisfaction with the EVP For the best results, HR should partner employees as workers when they define their their organization actually sees them this increases by 15% when it encompasses the with managers to establish team flexibility EVP,” said Carolina Valencia, vice president way.” human deal. To make progress on delivering boundaries. Managers can then offer employ- in the Gartner HR practice. “Instead, employ- Organizations can strengthen their employees a more human deal, which leads ees flexibility choices within these boundaries ers need to see their employees as people first EVP by delivering on the new human to increased intent to stay, employee wellness and encourage teams to co-create flexibility and foremost. Our research shows that 82% deal that encompasses five attributes: deep- and likelihood of recommending the organiza- norms for their specific context. Organizations of employees say it’s important for their orga- er connections, radical flexibility, personal tion to others, HR should do the following: can also ensure flexibility for all by determin-
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ing which activities, not which roles, can be flexible. “Radical flexibility fuels performance,” said Dion Love, vice president, advisory, in the Organizations can strengthen their Gartner HR practice. “Employers can increase the percentage of high performers by 18 per- EVP by delivering on the new human centage points by offering employees greater choices surrounding their work conditions.” deal that encompasses five attributes: deeper connections, radical flexibility, ADVANCE ORGANIZATIONAL AND INDIVIDUAL GROWTH personal growth, holistic well-being More than half of employees feel it’s important for their employer to provide and shared purpose. opportunities for personal growth. Progressive organizations are providing employees with objective career coaches who help them pri- oritize their personal goals and explore how to about. Many organizations struggle on how pursue them internally and externally. Leading to balance activism with representing all per- HR functions are bringing employees into the spectives. HR leaders should include employee design of development opportunities to help perspectives – across levels, business units, and scale the number of development options and functions – when determining which societal improve their relevance to employees’ person- issues to act on. al interests. HR should also partner with experts throughout the organization to create a soci- CREATE DIVERSE, YET FOCUSED etal issues decision framework that prioritizes WELL-BEING OFFERINGS how those issues align with the organization’s Gartner’s research reveals nearly half of HR to take three actions: well-being to normalize mental health topics goals. HR can then collaborate with the employees say their work-related stress is 1. Hold employees accountable for their and support. communications team to share the framework higher now than previously in their career. wellness by helping them identify the well-be- 3. Coach managers on how to provide across the organization to increase transparen- Employers are offering physical (80%), finan- ing offerings that matter most to them, incen- effective well-being support. cy and help employees feel invested. cial (67%), and emotional (87%) well-being tivizing them to use available offerings and benefits, however few employees are using enabling them to track their wellness progress. TAKE ACTION WHILE REPRESENTING Gartner clients can read more in the report “Rein- those offerings. 2. Leverage leaders and peers to reduce ALL PERSPECTIVES venting the Employee Value Proposition: The Managing this gap between the benefits the stigma of well-being offerings by having Fifty-three percent of employees want their Human Deal” or learn more at gartner.com/en/ programs offered and the programs requires open and honest conversations about mental organization to take action on issues they care human-resources/human-resources-leaders.
Leading the Way Breaking barriers while driving logistics real estate forward.
Megan Creecy-Herman Sandy Diaz Lisa Reddy Ania Torres Analise Guttmann SVP, Operations – West Region Real Estate & Customer VP, Leasing Oicer Real Estate & Customer Leasing Manager Experience, Regional VP Experience, Regional VP
Christine Cruz Kelly Dergham Laurel Casey Erika Gansch Ann Nelson VP, Finance – West Region Real Estate & Customer Director, Investments – Real Estate & Customer Real Estate & Customer Experience, Senior Manager Capital Deployment Experience, Senior Manager Experience, Senior Manager
Prologis is the leading owner, operator and developer of logistics real estate with approximately 990 million square feet owned and under management in 19 countries on four continents.
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Access Fund to Deploy $25 Million in Grants to Support 30,000 Women of Color-Owned Microbusinesses
.S. Bank last month introduced the details networking opportunities. U.S. Bank leaders on the smallest, but most common type of next three years, the Alliance, Grameen and of the $25 million U.S. Bank Access will also share expertise with business owners businesses – microbusinesses. Investing in LISC will work with their local offices and UFund – a fund for women of color micro- through a series of customized seminars and these women and their businesses will not only nonprofit partners to build capacity within the business owners, which was first announced in roundtables. help build wealth but will have a multiplier CDFI network, and to provide capital, techni- February. The fund, a collaboration between “The U.S. Bank Access Fund recognizes effect on the communities hardest hit by the cal assistance and mentorship to local micro- U.S. Bank Foundation and U.S. Bancorp the economic power women business owners pandemic.” businesses across U.S. Bank’s footprint. Community Development Corporation (USB- represent to their communities and to the The fund includes $20 million in USBC- “The African American Alliance of CDFI CDC), will include long-term investments of economy,” said Greg Cunningham, chief DC debt capital and $5 million in U.S. Bank CEOs is excited about its partnership with grants and capital funding to three partners: diversity officer for U.S. Bank. “This fund Foundation grants and focuses on creating U.S. Bank,” said Donna Gambrell, Alliance the African American Alliance of Black CDFI is different because it works to break down systemic change by ensuring both CDFIs and board chair. “This multi-year capital commit- CEOs (the Alliance), Grameen America and structural barriers for women of color business microbusiness owners have the support and ment through US Bank’s Access Fund is the Local Initiatives Support Corporation (LISC). owners, prioritizing Black women, and focuses capital they need to be successful. Over the largest investment in the Alliance since its for- The fund is part of U.S. Bank Access Com- mation in 2018. We could not be more pleased mitment, the company’s long-term approach about working with U.S. Bancorp Community to help build wealth while redefining how the Development Corporation and U.S. Bank bank serves diverse communities and provides Foundation to direct capital and business advi- more opportunities for diverse employees. ‘This fund is different because it works to break down structural barriers for sory services to women of color-owned micro- The U.S. Bank Access Fund will support business owners, focusing particularly on Black more than 30,000 women of color-owned women of color business owners, prioritizing Black women, and focuses on the women business owners. The Alliance mem- microbusiness owners over three years, bers participating in the initiative look forward prioritizing Black women business owners. smallest, but most common type of businesses – microbusinesses. Investing in to supporting this segment of the microenter- Microbusinesses, defined as having 10 or fewer prise sector to help close the racial wealth gap employees, led by women of color are some of these women and their businesses will not only help build wealth but will have in the United States.” the fastest growing in the country, yet face tre- a multiplier effect on the communities hardest hit by the pandemic.’ “This critical partnership with U.S. Bank mendous barriers. This fund will help sustain invested through its Access Fund will advance and create new job opportunities and provide our shared vision to provide equitable capital access to capital, technical assistance and to women of color as they recover and rebuild
Sheppard Mullin is committed to providing community service and legal services to those in need.
We congratulate our litigation partner Whitney Jones Roy, Chair of the Board of Directors of the Los Angeles Regional Food Bank.
WHITNEY JONES ROY
We Put Clients First | www.sheppardmullin.com
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their communities in the wake of COVID- just on capital, but on the capacity building 19,” said Andrea Jung, president and CEO of CDFIs, focusing on Black led CDFIs, need to Grameen America. “Through this new invest- succeed and expand. By leveraging the power ment in California, Chicago and Omaha, we of philanthropy with business investments will accelerate our proven model across the and employee volunteerism, we can facilitate United States to elevate more underserved greater support for our communities across the minority women, with the goal to support over country.” 29,000 women-owned small businesses over Microbusiness owners looking for more the next three years.” information on the fund can contact: the Alli- “If we want to fuel a broadly shared pros- ance (aaacdfi.org/contact), Grameen America perity, especially as we emerge from COVID- ([email protected]) and LISC (lisc. 19, then we have to expand access to flexible, org/covid-19/small-business-assistance/). affordable capital for business owners that U.S. Bancorp, with nearly 70,000 employ- can’t otherwise get the financing they need to ees and $553 billion in assets as of March grow,” said Lisa Glover, president and CEO of 31, 2021, is the parent company of U.S. LISC. “U.S. Bank is helping CDFIs like LISC Bank National Association, the fifth-larg- bridge the capital gaps that keep minority est commercial bank in the United States. women from building their businesses—cre- Visit usbank.com for more information. ating new opportunities for them to expand With $34.9 billion in tax credit equity their incomes, create jobs and contribute to committed as of March 31, 2021, U.S. Ban- the vibrancy of the communities where they corp Community Development Corporation, live and work.” a subsidiary of U.S. Bank, provides innovative U.S. Bank has been a strong supporter of financing solutions for community develop- CDFIs for decades, recognizing the critical role ment projects across the country using state these institutions play in bringing investment and federally sponsored tax credit programs. and resources to underserved communities and USBCDC’s commitments provide capital those who may not be eligible for traditional investment to areas that need it the most and small business financing. Through end of contribute to the creation of new jobs, the 2020, U.S. Bank has helped ensure that more rehabilitation of historic buildings, the con- than $450 million in capital was available for struction of needed affordable housing, the CDFIs and their customers. development of renewable energy facilities, “We recognize that serving microbusinesses and the generation of commercial economic is critical work,” said Reba Dominski, chief activity in underserved communities. social responsibility officer for U.S. Bank. “That’s why this fund intentionally focuses not Visit USBCDC at usbank.com/cdc.
DREAM BIG — DO GREAT.
Congratulations to our Construction Solutions Director Erin Khan on being nominated for L.A. Business Journal’s NextGen Woman of the Year, and kudos to all the outstanding women who are redefining what’s possible in the built world.
Prove impossible wrong
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Innovative New Tool for Organizations to Assess Culture
eading NOW, the global advisor to organiza- leadership a unique window into how their tions seeking to change mindsets, behaviors, employees see diversity in action, and how Land cultures to be inclusive for all, announc- they experience inclusion at work,” said Usha es a new online diagnostic cultural assessment Pillai, PhD and co-chair for the Center for tool created by its Center for Diversity & Diversity & Inclusion. ‘In developing the ICA, we considered a range of ideas, thoughts, and questions Inclusion. This proprietary, research-driven, Leading NOW CEO, Kelly Lockwood and field-tested Inclusive Culture Assess- Primus, said “In the past, companies either to measure how employees are experiencing the leadership, culture, and equity ment (ICA), was created to give companies randomly chose unconscious bias train- across the organization, and provide a customized report that identifies areas quantifiable data on their culture, leadership ing programs or used ineffective employee and equity, including a deep understanding of engagement surveys to determine what bar- for improvement to affect cultural change.’ the views of its workforce, and how they expe- riers to inclusion their organization has. Our rience the organization. This unique assessment Inclusive Culture Assessment changes that. tool is designed to provide insights to all sizes Utilizing the client centric results from the of organizations, from small and mid-range, to assessment, Leading NOW’s experts are able large global entities. to guide the implementation of specific and Leading NOW’s unique ICA “provides the targeted initiatives, utilize our customized “When it comes to DE&I solutions, one edge and the pinnacle of transformative solu- solutions, and deliver successful results for size does not fit all,” commented Dr. Pillai. tions, Leading NOW is the global advisor to clients seeking to build a culture of inclu- “In developing the ICA, we considered a organizations – changing mindsets, behaviors, sion. Used annually, it is an invaluable tool to range of ideas, thoughts, and questions to and cultures to be inclusive for all. Leading track the progress and the ROI of their DE&I measure how employees are experiencing NOW’s research nucleus, The Gender Dynam- investment.” the leadership, culture, and equity across the ics Institute and the Center for Diversity & Benefits of Leading NOW’s ICA include organization, and provide a customized report Inclusion bring together the world’s greatest the following measures for Culture, Equity & that identifies areas for improvement to affect minds in DE&I, to share insights, observations, Leadership: cultural change. It provides the leadership a and discoveries to provide guidance to existing • A heatmap on how your workforce views unique window into how their employees see Leading Women & Leading Forward solutions, these three dynamics diversity in action, and how they experience and to recommend the creation of new expe- • A baseline (quantifiable data) that clas- inclusion at work.” riential solutions to help clients reach their sifies areas of concern Leading NOW is defining the future of inclusive talent and culture goals. • An organizational profile to understand inclusive leadership development for the your current state 21st Century. As the epicenter of new knowl- For more information, visit LeadingNOW.biz.
THE PREMIER GLOBAL DEVELOPER AND OPERATOR OF FLAGSHIP DESTINATIONS RESHAPING HOW PEOPLE SHOP AND PLAY
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‘Women CEOs in America Report’ Inspires Action
ate last year, C200, Catalyst and Women Business Collaborative (WBC) released Lthe 2020 Women CEOs in America Report: Today, 7.8% or 39 of Fortune 500 Changing the Face of Business Leadership. This first of its kind report tells a comprehensive CEOs are women, and less than 1% story of women CEO leadership today in not only Fortune 500, S&P 500, and Russell 3000 identify as a person of color. companies, but in private companies including media and finance. Thus, each appointment of a The report shares both the data and the woman CEO is critical. profiles of model women CEOs, as well as pro- viding economic perspectives and analysis of how to address the scarcity of diversity within the pipeline. The report profiles women CEOs practical tools, and proven solutions to and analyzes the pipeline across the public accelerate and advance women into leader- and private sectors, and with its companion ship—because progress for women is progress monitoring tool offers critical insights to for everyone. understanding women’s leadership in corpo- Women Business Collaborative is an rate America. alliance of business women’s organizations Today, 7.8% or 39 of Fortune 500 CEOs pipeline is now. most successful women entrepreneurs and working together to achieve equal position, are women, and less than 1% identify as a “We ask corporate America to work with corporate leaders. The purpose of C200 is to pay and power for all women in business. It is person of color. Thus, each appointment of us to accelerate the progress towards our goals, encourage and facilitate the sharing of mem- a social movement consisting of millions of a woman CEO is critical. In February 2021, including ensuring that by 2025 women are bers’ expertise, experience, networks, and diverse, professional women and men, busi- the number increased to 40 women CEOs 15% of Fortune 500 CEOs and at least 10% leadership to educate, inspire, support, and ness organizations, public and private com- in the Fortune 500, or 8%, when Jane Fra- of those CEOs are women of color,” said Edie advance women in business. panies and the media leveraging the power of ser assumed control at Citi. C200, Catalyst Fraser, CEO of Women Business Collabora- Catalyst is a global nonprofit working with collaboration to accelerate change. and WBC are hopeful more women will be tive. some of the world’s most powerful CEOs and appointed CEO within the next six months. C200 is a not-for-profit membership orga- leading companies to help build workplaces The complete 2020 Women CEOs in America The time to elevate women CEOs and nization with an educational and charitable that work for women. Founded in 1962, Cat- Report: Changing the Face of Business Leader- increase efforts to develop a rich and diverse mission whose members include the world’s alyst drives change with pioneering research, ship is available at womenceoreport.org.
" Leaders Stand Out. Polsinelli congratulates September Rea for her recognition as a Qualified Nominee in the Community Impact Advocate category for the LABJ’s 2021 Women’s Leadership Series & Award for her leadership and in uence on the Los Angeles community.
SM real challenges. real answers. Am Law 100 rm with 900 attorneys nationwide 21 o ces from LA to NY 170+ services/industries " polsinelli.com
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Nine Actionable Solutions to Reimagining Board Diversity
s the call for companies to further some of the largest public companies in their NINE ACTIONABLE SOLUTIONS TO the objective. Why would search be any diversify their boards of directors grows industries. During their candid, no-holds REIMAGINING BOARD DIVERSITY different than any other work that we judge Ain intensity and urgency – with pressure barred conversation about diversity in Below are the nine steps from the report, based on the outcomes? The stakes and the from Nasdaq to Goldman Sachs to investing boardrooms, the attendees identified specific along with comments from some of the desired outcome are just as clear.” –Stephan giants such as Vanguard – a recent report actions that they felt were the most important participants. Tanda – president & CEO, AptarGroup, Inc.; from Ellig Group and the Society for Human for companies looking to make lasting 1. Diversify the Nominating and Gover- director, AptarGroup, Ingredion Incorporated Resource Management (SHRM) captures change. “Bold Leaders: Nine Actionable nance committee first. “Once in that role [of 4. Refresh the board. “Individual direc- insights from top CEOs and board leaders on Solutions to Reimagining Board Diversity” is being on the Nominating and Governance tors have an obligation to the board that how companies can begin to change today. the report stemming from that meeting. committee], I would always make sure that the they look in the mirror on any given day “The heat is on boards right now to “We have seen steady progress at the board slate for new directors includes women; today and ask themselves, ‘Are you bringing diversify, but this is not just a moment – it is level for certain groups such as women, but I push for 50% of the slate candidates to be your A game?’” – Les Brun – chairman and a movement,” said Janice Reals Ellig, CEO even the number of women on boards has had women.” – Maggie Wilderotter – chairman and CEO, SARR Group, LLC; Broadridge Finan- of Ellig Group. “We will likely see more less than a 1% average annualized increase CEO, Grand Reserve Inn; director, Lyft, Inc., cial Solutions (lead director), CDK Global Inc. legislative and regulatory action around over the past 25 years,” said Ellig. “Other HYPE, Costco Wholesale Corporation, Docu- (chair), Merck & Co. (lead director), Corning board diversity like we’ve already seen underrepresented groups have had a much Sign (Chair), Hewlett Packard Enterprise Com- Inc., Footprint International Holdco, Inc. in California and with Nasdaq’s proposal to slower rate of increase in board seats, and pany, Tanium Inc., Sana Biotechnology, Sonoma 5. Sponsor/Develop diverse executive change its listing standards. It’s time that this is just one of the many ways in which Biotherapeutics talent. “CEOs and board members have boards take the independent initiative with companies need to address the issue of racial 2. Increase transparency. “The goal needs incredible influence; sponsorship at that level purposeful actions to drive this change faster, equity in their organizations.” to be public – not just within the company – will open doors for board-ready, C-suite lead- and our report gives clear steps on how to do Added Johnny Taylor, CEO of SHRM, because then we will be held to a standard of ers within the company looking for their first this.” “Increasingly, corporate diversity initiatives our own setting.” –Kay Koplovitz – chairman board role.” – Nicole Sandford – EVP and board Ellig Group, a leader in recruiting and are deemed successful only when they & co-founder, Springboard Enterprises; director, advisory leader, Ellig Group onboarding executive talent, and SHRM, show better representation at all levels of ION Media Networks, Veniam 6. Add a seat. “If the leader is committed, which has 300,000+ executive and HR the organization – from entry-level recruits 3. Demand diverse slates. “If you think if we believe in it and we want to execute, we members worldwide, hosted a virtual to board members. The HR profession is about it, there is no other part of our business do it even if it means adding a seat. The tal- convening of twenty accomplished CEOs and committed to helping boards and CEOs where we engage advisors and accept five dif- ent is out there.” –Truett Tate – chairman of the board members – many of whom represent achieve these important outcomes.” ferent options when only one truly achieves board, QBE North America; director, Reference
THUNDER STUDIOS PROUDLY CONGRATULATES Jacqueline Carroll AS A 2021 WOMEN’S LEADERSHIP AWARD EXECUTIVE OF THE YEAR NOMINEE
The Thunder team values your professionalism during such a challenging year. Thank you for successfully leading COVID-compliant partnerships across our offering of stages, production offices, catering kitchen and craft service stations, control rooms, and gaming and live music events. You are truly an essential member of the team!
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‘We have seen steady progress at the board level for certain groups such as women, but even the number of women on boards has had less than a 1% average annualized increase over the past 25 years.’
Point (chair), FIMBA (chair), Medicus (chair), find candidates.’ It was all about the ‘can’ts.’ relationships with.” – Dawn Zier – former ship role on a board, it’s really important that The Social Book Club (chair), Equal Future We just decided that diversity matters and CEO, Nutrisystem; director, The Hain Celes- you do what you need to do to create these 7. Refuse a board. “Would I join a board found great candidates. In the end, you can’t tial Group, Spirit Airlines, Prestige Consumer openings when they need to be created.” that wasn›t diverse today? Honestly, if a CEO give up.” – Pat Russo – board chair, Hewlett Healthcare does not have the spirit of intent to make Packard Enterprise; director, KKR & Co., Ellig Group is a leader in recruiting and onboard- that change, count me out.” – Richard Davis – General Motors, Merck & Co. To get to the diverse representation boards ing outstanding executive talent, with highly CEO, Make-A-Wish Foundation; former exec- 9. Broaden the network. “As directors, want to achieve, said Cindie Jamieson, chair diverse backgrounds and experiences, and helping utive chairman, CEO & president, U.S. Bank; we have to ensure that we do the hard work of the board of Tractor Supply Company and a organizations identify exceptional leaders for their director, Dow Inc., Mastercard Incorporated around identifying strong candidates and not director of Big Lots, Inc., and Darden Restau- evolving needs. Ellig Group is a certified wom- 8. Open the aperture. “Intentionality is bias ourselves by shortcutting the process rants, “I think it’s about more than intention. en-owned business enterprise. For more informa- really critical. For so long, we heard ‘we can’t and defaulting to those that we already have I think it’s about courage. If you’re in a leader- tion, visit elliggroup.com.
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‘How She Went Global’ Podcast Launches
omen Entrepreneurs Grow Global when she took over. Under her leadership, the (wegg) — a Chicago-based nonprofit company has expanded distribution through- Worganization with a mission to educate, out the United States, Mexico, the UK, and inspire and nurture women business owners and Ireland as well as portions of Central and entrepreneurs worldwide—launched the “How South America and the Caribbean. She Went Global” podcast series, wegg Presi- “You don’t have to be a big corporation dent Laurel Delaney announced last month. to have success in the global marketplace,” “How She Went Global” is an inter- Smolyansky said. “Even small companies can view-based platform that tells the stories of go global today. I want to inspire the women women-owned and women-led small- and medi- listening to ‘How She Went Global’ to trust um-sized enterprises (SMEs) that have grown their gut and go for it.” sales and revenues by exporting their All podcast episodes of “How She Went “wegg is all about helping women-led and Global”—sponsored for a year by Bluedog, women-owned business owners to never stop a women-owned Certified B global innova- pushing boundaries,” Delaney said. “‘How She tion, strategy and design firm—are available Went Global’ is another tool in her toolbox to on Apple Music and iTunes, and will also be make it happen.” shared on social media. The show launched in mid-March and Women Entrepreneurs Grow Global’s mis- a 30-minute episode is being released every sion is to educate, inspire and nurture women month. The first episode will featured Julie business owners and entrepreneurs worldwide Smolyansky, who is the CEO of Lifeway Foods. on how to go global so they can run healthier Smolyansky became the youngest female businesses and create a new future for them- CEO of a publicly held firm when she took selves, their families and their community. over Lifeway Foods at the age of 27 in 2002. The vision is a world where every woman busi- Since then, she has continued the company’s ness owner has the opportunity and ability to growth trajectory with creative product devel- take their business global wherever they may opment and marketing, bringing an Eastern be located. European product into the U.S. mainstream and boosting annual company revenues to For more information, please visit over $120 million in 2017 from $12 million womenentrepreneursgrowglobal.org.
NOMINATE TODAY
NOMINATE LEADERS & ORGANIZATIONS IN HEALTH CARE Nomination Deadline Friday, July 9
The Health Care Leadership Panel & Awards will bring together L.A.’s most elite industry of cials for a panel discussion, to honor nominees, and for the unveiling of our 2021 Health Care Award winners. Now, more than ever, it is important to recognize, not only rst responders, but those leaders and teams who are running Los Angeles Health Care organizations and making key decisions to help improve our community. We look forward to thanking these health care heroes and highlighting their accomplishments during our FREE live virtual event.
To nominate please visit labusinessjournal.com/HCFA2021
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