What effect does having women bottom line?

A survey of 21,980 publicly traded companies in 91 countries demonstrated that the presence of more female leaders in top positions of corporate management correlates with increased profitability of these companies, according to a paper published by the Peterson Institute for International Economics. The 35-page report, Is Gender Diversity Profitable? Evidence from a Global Survey, was written by Marcus Noland, Tyler Moran, and Barbara Kotschwar and supported by a major research grant from EY. The research is made up of rigorous data analysis of gender diversity and corporate profitability.

The study shows that the extent of gender diversity and its relationship to profitability varies robustly by country, sector of the economy, and by policies towards female work opportunities. The research finds no evidence that, by itself, having a female CEO is related to increased profitability, but there is some evidence that having women on a board may help—and robust evidence that women in the C-level is associated with higher profitability. In 2014 data, the study finds that nearly a third of companies globally have no women in either board or C-suite positions, 60 percent have no female board members, 50 percent have no female top executives, and fewer than 5 percent have a female CEO.

The PIIE report also found strong positive correlations between gender diversity in company size, the size of the company as well as national policies for women’s education, family leave, and the absence of discriminatory attitudes toward female executives. The study found that national averages for women’s participation on boards range across countries from 4 percent to roughly 40 percent, and that there is greater female representation on board and corporate leadership positions in the financial, healthcare, utility, and telecommunications sectors than in sectors such as basic materials, technology, energy, and industry. This is consistent with the authors’ interpretation that what matters most for gender diversity is creating a pipeline of women into corporate management, from elementary education through child-bearing years.

“We have found that some policy initiatives are more promising than others to deliver benefits while promoting gender equality, and that the emphasis should be on increasing diversity in corporate management broadly,” said Adam S. Posen, president of the Peterson Institute for International Economics.

Learn more at piie.com.

Return to the main event page

Women manage everything. We are strong, resilient, and should always focus on our future. Our past doesn’t define us; instead, it serves as a pathway to the opportunities that lie ahead. The current political climate demonstrates what not to do—highlighting shortcomings and prioritizing financial gain. I have never let money define my worth. Today, I proudly manage four companies. My dreams have become my reality through hard work, perseverance, and a deep care for what I do.

This reflects the essence of womanhood. On any given day in our offices, you’re likely to encounter two dogs and small children making their way from their mom or grandma’s office to the “Montage Kids” room. They bring life and energy to our workspace, and I truly cherish their presence as a reminder of progress and change. It evokes memories of missed opportunities when I could not fully participate in a “job” because I had no one to care for my three-year-old daughter.

When I interviewed various women for an article, a recurring theme emerged:the countless responsibilities they juggle at various stages of their lives. I’ve always viewed my life in decades, reflecting on accomplishments, lessons learned, struggles faced, and opportunities embraced. As I approach the end of this current decade, I plan for the next with the same passion. I feel blessed to reflect on my life in this way.

Attending a Tony Robbins seminar profoundly changed my perspective. During one portion of the event, he asked us to envision our lives as individual scenes in a slideshow. One by one, we were to remove the slides with negative memories, ultimately revealing a new mental picture of our lives. While history cannot be erased, we can change our perspective to recognize the impact of wrong decisions and how we or our loved ones have over- come them.

Years later, when I attended “Unleash the Power Within” with a client, I was astonished at how much I recalled Tony’s words. However, during the “film of your life” session, I came up empty, unable to identify any painful moments from my past. In that moment of clarity, I recognized the suffering around me; my client was in tears, and the auditorium echoed with emotion. I had to leave the room, realizing that many people are held back from achieving their goals and dreams because of the weight of past traumas.

We can either blame others or choose to reframe our lives and perspectives. It’s ultimately up to us to shift our focus from the past to the bright possibilities that lie ahead and persevere to live life to the fullest, creating experiences that reinforce beliefs.

Danone Simpson is CEO at Montage Insurance; chairwoman at Simpolicy; president at Legacy Heir; and CEO at Bene.

Return to the main event page

Despite scrutiny, DEI programs continue to receive strong support from employees, according to new survey data from The ConferenceIndeed, 58% of US workers believe their organization devotes the appropriate level of effort and resources to their DEI initiatives; 21% don’t believe their organization’s efforts go far enough.

“DEI values and initiatives are essential for many US employees and continue to receive strong, positive feedback,” said Allan Schweyer, principal researcher, human capital, The Conference Board. “Leaders should focus on what really matters for their workforce amid the noise, as these initiatives are crucial for attracting and retaining current and future talent.”

The survey data gauges employees’ and executives’ perceptions of DEI initiatives and backlash. Key findings include:

WORKER VIEWS OF DEI INITIATIVES 

Findings come from a survey of 1,345 US workers, carried out in August 2024.  Employees support DEI initiatives, with nearly a quarter expressing a desire for more.

• 58% say their organization’s DEI approach is appropriate—but 21% say it is insufficient.

• 21% feel too much effort and resources are allocated. Most companies have DEI initiatives that include fairness policies and equitable pay programs.

• 81% say their company has fairness policies and executive leaders who actively promote DEI.

• 76% have programs that promote equitable compensation and benefits.

• 74% have a dedicated DEI leader.  Employees find initiatives that emphasize the importance of DEI and fair pay the most impactful.

• 63% report a positive impact from executive leaders communicating the importance of DEI.

• 62% say the same for initiatives that promote equitable compensation and benefits.  However, they’re uncertain about the impact of measuring DEI objectives.

• 52% say that measuring DEI targets has a neutral or negative effect on their work experience. Demographic differences shape employees’ views of DEI, with millennials showing the most support.

• Millennials: 52% say their organization dedicates the right amount of effort to DEI and 32% say their efforts are not enough.

• Gen X: 57% and 22%, respectively.

• Baby Boomers: 63% and 12%, respectively. Employees consider DEI vital for workplace culture but are unsure about its impact on productivity.

• 71% of respondents say that DEI initiatives improve their sense of belonging.

• 62% say they enhance engagement.

• 59% say they help collaboration and retention.

• Only 43% believe DEI positively impacts productivity, with 17% seeing it as detrimental. Nearly half of women wouldn’t work for a company that doesn’t take DEI seriously.

• 49% of women wouldn’t work for a company that doesn’t take DEI seriously vs. just 29% of men. Women’s perceptions of DEI initiatives are more positive than men’s.

• 73% of women report a positive impact from equitable compensation initiatives vs. 51% of men.

• 71% of women report a positive impact from DEI workshops vs. 50% of men. Black respondents are more likely to perceive DEI efforts as insufficient.

• 56% of Black respondents say they would not work for a company that does not prioritize DEI, compared to 40% of White (non-Hispanic), 33% of Hispanic, and 33% of Asian respondents.

• 40% of Black respondents say their company’s current DEI efforts are not enough, compared to 19% of White (non-Hispanic), 25% of Hispanic, and 23% of Asian respondents.

EXECUTIVE VIEWS OF DEI BACKLASH 

Findings come from a survey of 73 senior DEI, HR, ESG, and Corporate Citizenship executives at US public companies, carried out in March 2024. The political and legal landscape for corporate diversity efforts is increasingly contested.

• 63% of surveyed executives view the political climate for DEI as very or extremely challenging.

• 63% say the 2023 Supreme Court decision on affirmative action negatively affected their DEI efforts. Executives are bracing for persistingor intensifying scrutiny of their diversity initiatives.

• 69% expect scrutiny of DEI efforts to persist or increase in the next three years. Most companies are revising their DEI terminology, but few plan to reduce their DEI communications.

• 53% say their company has adjusted its DEI terminology both internally and externally over the past year, with another 20% considering similar changes. They’re adjusting language to broader concepts like “inclusion,” “belonging,” and “engagement,” which are less prone to legal challenge.

• Only 9% of surveyed executives intend to scale back external DEI communications over the next year—and just 3% plan to do so internally.

Learn more at ConferenceBoard.org.

Corporate boards have become significantly more diverse over the past five years, according to a new˛report˛from The Conference Board and ESGAUGE. The share of female directors in the S&P 500 increased from 23% in 2018 to 32% last year, while the reported share of racially/ethnically diverse directors grew from 20% in 2018 to 25% last year. As the report points out, however, the reported growth in both racial and gender diversity has slowed in the past year. The share of reported female direc-tors increased by one percentage point, from 31% in 2022 to 32% in 2023. And the share of reported racially/ethnical-ly diverse directors remained virtually unchanged, rising from 24% in 2022 to 25% in 2023. The report identifies a key factor in the slowdown: The 2023 class of new cor-porate directors is less diverse in terms of race and gender than the 2022 class. The class of new directors last year was 38% female, compared to 43% in 2022. The percentage of racially/ethnically diverse directors among new board members saw an even steeper decline, drop-ping from 45% in 2022 to 36% in 2023. The report also notes that the actual levels of racial/ethnic diversity may be higher than the reported levels, given the reluctance of some directors to self-identify as being part of a demographic group. “Directors with diverse racial and ethnic backgrounds can bring new view-points into the boardroom that enrich boardroom conversations,” said Claudia Allen, senior advisor with the KPMG Board Leadership Center.˛ “The plateau-ing of disclosure on director race and ethnicity suggests that in addition to considering the diversity of their board, directors also need to consider whether it is being fully disclosed.”

Learn more at conference-board.org.

I’m often amazed by the current state of our news, which reveals deep divides that reflect the diverse fabric of our incredible country. Recent articles indicate ongoing issues of Division (Discrimi-nation), Equality (Siloed treatment), and Interruption (Exclusiveness) that under-mine the core values of Diversity, Equity, and Inclusion (DEI). SHRM is steering the conversation toward Inclusion and Diversity, while omitting the E for Equity. The Bill of Rights ensures individual liberty and justice, imposing restrictions on government powers. Meanwhile, the Declaration of Independence asserts that “all men are created equal,” endowed with the rights to “Life, Liberty and the Pursuit of Happiness.” Yet, here we are centuries later, either silent or bewildered by our circumstances. Fortunately, the younger generations, particularly the Mil-lennials and Zoomers, seem to transcend these divides in the melting pot of Los Angeles where they readily connect with people of all backgrounds.

Numerous articles and surveys address DEI, with one study revealing mixed feel-ings among employees regarding efforts to increase diversity, equity, and inclusion in the workplace. According to a Wall Street Journal article, responses included: Too Much (14%), Too Little (15%), About Right (54%), Not Sure (17%). The data is also broken down by race and ethnicity. With most of my life living in Los Angeles, diversity has always been my norm, including my childhood living in Texas. My mother, born in Shanghai, China, fled to America at 15 during war-time turmoil, escaping fear and hiding in convents. My diverse heritage—an American German grandfather and a French grandmother—shaped my appreciation for various cultures. I believe everyone has a story, or as I say, “a book” within them. At work, we celebrate this diversity with potluck lunches where employees share dishes from their cultures. Our diverse workforce ensures that everyone feels valued and has the opportunity to contribute their talents and do their very best work every day with peace of mind.

We proudly serve numerous sectors, including manufacturing, credit unions, religious organizations, tech companies, non-profits, and schools, striving to match our teammates with the diverse clients we serve. However, the winds of change are blowing. Roger King, an employment attorney with the HR Policy Association, notes that while businesses remain com-mitted to diversity, they seek strategies to avoid potential legal challenges—coining it “litigation mitigation.” It’s critical that employees feel their leadership assesses them based solely on their abilities, work ethic, and contributions to the company’s mission. If achieving true equality were easy, our forefathers would have realized their vision long ago. It’s time we respect our differences and celebrate one another.

Danone Simpson is CEO at Montage Insurance; chairwoman at Simpolicy; and CEO at Bene.

The Female Quotient (The°FQ), an experience and media company focused on advancing equality in the workplace, has released°new research°in collaboration with Deloitte Global that aims to attract more women into the rapid-ly growing cybersecurity industry. Cybersecurity is one of the most stable and essential job markets worldwide, with industry revenue projected to surpass°$650 billion°by 2030, and currently an estimat-ed°four million job vacancies. Yet, women represent°just 25%°of the workforce. The FQ and Deloitte’s latest research report, POV Reimagined: Women in Cybersecurity, explores the persistent gen-der gap in cybersecurity and found that, despite the immense growth and stability in cybersecurity, 50% of young working women who express interest in cyberse-curity feel they lack sufficient knowledge about the field.

Emily Mossburg, Deloitte global cyber leader shared, “The cybersecurity indus-try is experiencing explosive growth, yet it’s facing a critical shortage of talent. It’s time to challenge the stereotypes and show women that cybersecurity not only offers the job security and growth opportunities they’re looking for, but also a chance to make a real difference in the world.” The research finds that greater parity can be achieved by quashing the myth that technical skills are required, intro-ducing cybersecurity to women earlier and implementing inclusive hiring practices. The report also comes as part of a broader collaborative campaign aimed at celebrat-ing 35 women already leading in industry, while also providing essential guidance, allowing more women to better under-stand, and harness opportunities in the ever-growing cybersecurity industry.

The findings highlight a persistent challenge: many women feel unwelcome in cybersecurity. Key findings include:

55% of women believe cybersecurity could be an intimidating industry for them.

• 51% of women don’t think there is room for someone like them in cybersecurity.

• 51% of women feel they wouldn’t fit in or be able to be themselves in the industry.

• 47% of women are concerned that cybersecurity professionals wouldn’t take them seriously. “With women now making up 25% of the cybersecurity workforce, we’ve taken a giant step forward, breaking through barriers that once held us back,” said Shelley Zalis, founder and CEO of The Female Quotient.

For more information, visit thefemalequotient.com or follow on social media: @femalequotient.

Efforts at employment DEI have experienced some backlash in the last year or so. As a result, employers are backtracking a bit. Nevertheless, companies are continuing to make strides, even if not so obviously. One aspect of DEI is the issue of pay equity versus pay equality. There is a difference. Pay equity is much easier to understand and reconcile. Studies show that male and female engineers with approximately the same credentials and experience will indeed receive the same pay in most companies. Pay equity doesn’t seem to be the primary issue. More insidious, and less obvious, is pay equality, which focuses on the barriers women face in upward mobility to high-er-paying positions.

A study by an MIT professor followed new management-track employees at a large retailer. Women made up about half of the entry-level workforce. At the next level, the percentage of women dropped signifi-cantly. As more senior management positions were achieved, women were a dramat-ically smaller percentage of that workforce.

One fascinating aspect of the study was that on average the women graded higher than men on their annual reviews at all levels. Nevertheless, they graded lower on their “prospects” for higher-level management in the future. There was no basis for this lower grade and, in fact, it ran counter to the results of the annual reviews. The study also showed that the company made a stronger effort to retain higher-graded men than the similarly (or higher) graded women. This suggested clear hidden bias against the women employees. This was true regardless of whether the reviewing manager was a man or a woman. Employers must be mindful of this subliminal pay inequality – i.e., barriers to advancement – and not simply tout the fact that they have pay equity because their men and women employees in the same or similar jobs earn essentially the same amount. Clearly, barriers still exist for women to move into higher-level positions and companies must address built-in biases to truly offer pay equality.

Jonathan Fraser Light is the managing partner at LightGabler LLP, specializing exclusively in employment law on behalf of management. He may can be reached at [email protected].

CONGRATULATIONS TO OUR INDIVIDUAL HONOREES

First Name: Patsy
Last Name: Ayala
Title: Planning Commissioner
Company: City of Santa Clarita
Bio: Patsy Ayala is a true American Dreamer success story. Born and raised in Mexico, she relocated to California and became a U.S. citizen. She started Our Valleys, a local magazine promoting diversity, equity, and inclusion. Ayala is a leading advocate of DE&I in the Santa Clarita Valley, a planning commissioner, president of the Latino Business Alliance, and supporter of the Black Business Council and AAPI causes.

First Name: Michael
Last Name: Bloom
Title: Sales Agent
Company: The Agency
Bio: Known for his entrepreneurial spirit and work ethic, Michael Bloom specializes in LA’s Hidden Hills and Woodland Hills neighborhoods. Fluent in Spanish and Japanese, Bloom represented a Japanese buyer in purchasing a Hollywood Hills estate formerly owned by Mary Astor and Charlie Chaplin. He serves as a Hidden Hills Safety Commissioner and tennis instructor, connecting with and contributing to the diverse fabric of Los Angeles County.

First Name: Angèle
Last Name: Cade
Title: Founder, CEO
Company: Executive On the Go
Bio: Angèle Cade focuses on fostering diversity, equity, and inclusion. Through her company, she connects with professional firms to build a strong local network. She founded Executive On the Go and A Kid Like Anouk, a nonprofit supporting disabled children and families. Cade has provided guidance, legal counsel, and strategic support to local businesses.

First Name: Tamara
Last Name: Gurney
Title: President & CEO
Company: Mission Valley Bank
Bio: Tamara Gurney began as an executive assistant at American Pacific State Bank and rose to executive vice president and COO. Now, she is the founding president and CEO of Mission Valley Bank, a $510 million community-based business bank. Gurney has been influential in rebuilding the local banking and community sectors, often lobbying in Washington, D.C., on behalf of her industry.

First Name: Crystal
Last Name: Leonard
Title: Assessor, Autism Services
Company: Easterseals Southern California
Bio: Crystal Leonard is a board-certified behavior analyst with expertise in working with diverse families. She conducts diagnostic assessments and designs intervention therapies for individuals with autism to enhance their social, communication, and adaptive skills. As a director of Easterseals’ DEI team, Leonard worked to reduce healthcare disparities and advance health equity.

First Name: Greg
Last Name: Martayan
Title: Vice President of External Affairs
Company: The Valley Economic Alliance
Bio: Greg Martayan prioritizes compassion and overcoming adversity, drawing from personal experience. As vice president of external affairs for The Valley Economic Alliance, he supports workforce development in the San Fernando Valley. Previously, as a director of public safety for LA, Martayan supported infrastructure projects and food drives, collecting 10,000 cans and providing over 20,000 meals.

First Name: Laurel
Last Name: Mintz
Title: General Partner
Company: Fabric VC
Bio: Laurel Mintz has demonstrated a commitment to increasing accessibility for BIPOC, LGBTQ+, and women entrepreneurs, building a diverse team to support this mission. By educating and deploying venture capital, Mintz has empowered the next generation of underrepresented investors. She has worked with over 200 companies, ranging from startups to global brands like Facebook, Verizon Digital Media, and Zendesk. Mintz supports organizations such as Women Founders Network and Women Business Enterprise National Council.

First Name: Jamie
Last Name: Muñoz
Title: Program Manager II, Family Preservation
Company: Child & Family Center
Bio: Jamie Muñoz has played an active leadership role at the Child & Family Center, improving DEI initiatives and enhancing the representation of art in the agency’s facilities. She has been a champion for the agency’s pronoun campaign, fostering a more inclusive environment. With a mental health background, Muñoz oversees a Family Preservation Program, offering mental health assessments, advocacy, and foster care support for children.

First Name: Louis
Last Name: Perry
Title: President & Founder
Company: Kadima Security Services, Inc.
Bio: Louis Perry, as president of Kadima Security, has provided security services for politicians, former presidents, court security, and beyond. Perry serves on Sylmar’s Neighborhood Council and Neighborhood Watch Chair for Stevenson Ranch. His commitment to family and community includes participation in youth programs, sports, and the Chabad Telethon for thirteen years.

First Name: Danone
Last Name: Simpson
Title: CEO & Founder
Company: Montage Insurance Solutions
Bio: With two decades of insurance experience, Danone Simpson is recognized for client satisfaction and service excellence. As CEO of Montage Insurance Solutions, she promotes diversity and inclusion within her company. In 2020, Simpson launched HealthEfair, a platform enhancing client resources for health and safety. She also spearheads funding initiatives to provide resources and educational support.

CONGRATULATIONS TO OUR ORGANIZATION HONOREES

ARMENIAN WOMEN’S BAR ASSOCIATION

THE ARMENIAN WOMEN’S Bar Associ-ation is dedicated to the professional advancement of Armenian women in law, and seeks to create a community committed to inspiration, empower-ment and support. The Association promotes a diverse membership consisting mainly of women of color who are experts in their field. It has established mentorship and internship programs, providing guid-ance, resources, and opportunities to young professionals and students while fostering a more diverse environment. It has organized educational panels and webinars on topics related to the unique challenges of Armenian women.

CALIFORNIA CREDIT UNION

DIVERSITY, EQUITY & Inclusion (DE&I) is an important strategic ini-tiative for California Credit Union as it works to create an innovative work-place where differing viewpoints, life experiences, cultures, traditions, and mindsets come together to create a meaningful work environment, extraor-dinary member experience and healthy, successful credit union. Every employee at the credit union participates in a diversity training program, and in 2023 it launched a new manager training program aimed at building the skillset of credit union managers in every department in the areas of diversity of staff and members.

CHILDREN & ADULTS WITH ADHD (CHADD) OF GREATER LOS ANGELES

CHILDREN AND ADULTS with ADHD of Greater Los Angeles is a leading nonprofit organization with a mission of providing support, advocacy and education to people with ADHD, their fami-lies, and the broader community. The organization offers a wide range of services, including peer support groups, educational workshops, webi-nars, and community events. These groups are facilitated by trained volunteers who bring their own lived experi-ences and expertise to the table, creat-ing a compassionate and understand-ing environment for all participants. The team strives to create an inclusive and supportive community.

DIGNITY HEALTH

A MULTI-STATE NONPROFIT network of physicians, employees, acute care hospi-tals and care-centers, Dignity Health is dedicated to providing compassionate, high-quality and affordable patient-cen-tered care with special attention to the poor and underserved. With DEI central to its mission, Dig-nity Health strives to improve health access and equity for everyone in its communities. The organization con-ducts educational focus and awareness training programs for staff, provides fresh produce every month to commu-nity members, and offers medical and mental health treatment to victims of human trafficking.

EIDE BAILLY LLP

A REGIONALLY CERTIFIED CPA and consulting firm dedicated to helping clients grow and embrace opportu-nities and innovation, Eide Bailly is driven by a belief that a diverse work-force is the best workforce. By creating an annual DEI Road map, the organi-zation provides formal inclusion and diversity training that includes identi-fying and managing unconscious bias. Eide Bailly ensures that its job postings reach diverse candidates with identity- and location-based job boards and community outreach to thousands of DEI organizations per month.

ELEVATE MY BRAND

ELEVATE MY BRAND (EMB) is a dynamic, award-winning marketing agency that specializes in providing innovative and creative solutions for both business-to-consumer and busi-ness-to-business brands. As a Women’s Business Enterprise National Council certified agency, EMB is dedicated  to developing and executing tailored marketing initiatives that align with the values, vision, and passions of its clients. With a diverse and vibrant team spread across the country, EMB empha-sizes a positive company culture that celebrates achievements and fosters a collaborative environment.

EQUINOX STRATEGY PARTNERS

EQUINOX STRATEGY PARTNERS provides professional development training and coaching to service professionals—law-yers, accountants and business man-agers. Its curriculum includes specific training and coaching for minority pro-fessionals who are often overlooked and difficult to retain in professional ser-vices firms. By investing in their person-al development, professionals feel more connected with their organizations, build critical networks and thrive. The founder and managing partner, Jonathan Fitzgarrald, is a member of the LGBTQIA+ community who has created specific curriculum to combat this struggle.

EXCEPTIONAL MINDS

A NONPROFIT ACADEMY And working production studio, Exceptional Minds trains young adults on the autism spec-trum for careers in animation and the digital arts. It develops a diverse and inclusive workforce of thoughtful peo-ple, fostering dignity, hope, and a com-mand of the skills and tools necessary to lead successful careers. Exceptional Minds has developed multiple internal and external initia-tives to drive and embrace DEI, while highlighting the many benefits of neurodiverse inclusion. This includes a partnership with nonprofit Reel Start, that provides filmmaking training to marginalized high school students.

HUE YOU KNOW

HUE YOU KNOw is a production resource group for media professionals of color, founded by television execu-tive Bree Frank in 2017. Comprised of international members of multiple eth-nicities, its principal focus is to create a safe space for professionals of all levels to post employment opportunities, seek mentorship and community. Hue You Know is dedicated to equi-ty, empowerment, inclusion, and the elimination of barriers. To embrace DEI into company culture, the organization provides a mentoring program, in addition to a Wellness & Empowerment event series for executive women in leadership.

MONTAGE INSURANCE SOLUTIONS

MONTAGE INSURANCE SOLUTIONS is  a full service insurance brokerage and human resources consulting firm specializing in employee benefits pro-grams, human resources consulting, commercial property & casualty, and workers’ compensation. With DEI woven into its culture, Montage fosters a workplace of flexibil-ity, integrity, and inclusion. The firm is known for establishing an atmosphere of respecting all people’s beliefs, cele-brating different cultures with respect and openness. Founder Danone Simp-son built an agency around the ideas of diversity, equity, and inclusion. The staff represents a diverse blend of ages, races, and backgrounds.

RAISE A CHILD

AS AN ORGANIZATION that recruits and prepares prospective parents to care for youth in the foster care system, Raise A Child specifically focuses on the LGBTQ+ community, providing resources and support. Its interim co-executive director and board member, Maggie Bohlman, has prioritized an embracing of DEI within the organization, and has taken on a heightened role to ensure its ongoing success. She volunteers hundreds of hours a year toward the mission of Raise A Child—overseeing staff, connecting resources, making introductions, renewing contracts, writ-ing grants and ensuring the financial health of the organization.

SAN FERNANDO VALLEY COMMUNITY MENTAL HEALTH CENTER, INC.

FOUNDED IN 1970, San Fernando Valley Community Mental Health Center provides behavioral health services to individuals and families of all ages and ethnicities in the San Fernando Valley regardless of their ability to pay. In 2020, the Center established a DEI committee that created policies to sustain a culture of belonging for all employees, promoting a workplace free of discrimination and bias. The Center employs a consultant who specializes in DEI to help advance its initiatives and training.

SANTA CLARITA VALLEY CHAMBER OF COMMERCE

THE SANTA CLARITA Valley Chamber of Commerce is the oldest and largest business membership organization in the Santa Clarita Valley. Founded in 1923, the Chamber works to advocate for, edu-cate and connect the business communi-ty, while creating spaces for underserved and minority groups. Integral to the Chamber’s inclusivity efforts are its specialized councils – The Black Business Council, Asian Pacific Islander Council, and Latino Business Alliance, which ensure diverse voices and perspectives are heard, and create a more inclusive and equitable business environment.

THE VALLEY ECONOMIC ALLIANCE

THE VALLEY ECONOMIC Alliance is a strategic private-public collaboration made up of government, corporations, small businesses, educational institu-tions, and community organizations whose mission is to engage and unite behind the principles, policies, and practices necessary for economic vitali-ty and prosperity. The Alliance’s DEI Committee works to better reach and serve a broad spectrum of audiences through a vari-ety of initiatives, which connect diverse businesses to resources and investment opportunities, promote inclusivity in the local economy, and address the needs of residents.