executive-alliance-143165

Current Census Report

Wed, 18 Mar 2026 15:00:36 GMT

Previous Census Reports

Executive Alliance names 64 companies to the Honor Roll Award for Women’s Representation in Maryland

Tue, 10 Feb 2026 14:36:47 GMT

FOR IMMEDIATE RELEASE

February 10, 2026

Media contact: Rebecca Snyder

443-768-3281 (cell)

rebecca@executivealliance.org

Executive Alliance names 64 companies to the Honor Roll Award for Women’s Representation in Maryland

BALTIMORE—Executive Alliance, which promotes women leaders in Maryland, has named 50 Maryland companies and non-profit organizations to its Honor Roll Award for Women’s Representation. This award is designed to recognize and celebrate companies and organizations that are creative and supportive in recruitment, development, support and advancement of women in the workplace and corporate boards. Each Honor Roll award organization has AT LEAST 30% of their executive leadership AND 30% of their board of director seats held by women.

The Honor Roll award raises the bar for women’s representation in the C-Suite and board room and is included in Executive Alliance’s Annual Census of Women Board Directors in Maryland. The Honor Roll Award ties into Executive Alliance’s Annual Census Report of Women Board Directors, which will be released at our Honor Roll event.

All of the Honor Roll companies and non-profit organizations will be celebrated at Executive Alliance’s Honor Roll event, held Wednesday, March 18, 2026 at The Maryland Jockey Club at Laurel RaceTrack in Laurel, MD. For tickets and more information about the event, please click here . The event will feature a panel discussion of women’s career and board journeys by selected representatives of Honor Roll companies and a welcoming reception.

The Executive Alliance Honor Roll Award for Women’s Representation will be presented to:

Support for this event and other programming is provided by Executive Alliance partners, including Whiting Turner, The AFRO, Baltimore Business Journal, The Baltimore Banner, The Daily Record, PNC, Marsh McLennan Agency, Atlantic Union Bank, SECU, Ellin & Tucker, Murray, McGehrin & Shiery of Merrill Lynch, Peak Partners, Truist, and BWI International Airport.

Executive Alliance ( executivealliance.org ) is a statewide not-for-profit organization in Maryland composed of professional executive women. The organization initiates, supports and engages in activities to promote the advancement of women in professional and executive positions. Executive Alliance promotes the placement of women on corporate boards and educates the public on the benefits of having women in decision-making positions. Members serve as role models and mentors to women seeking to advance their careers.

Current Women's Resource Guide

Thu, 09 Oct 2025 15:16:44 GMT

Executive Alliance Announces the 2025/026 Honorary Trustee Program

Thu, 04 Sep 2025 01:20:29 GMT

Honorary Trustees play a vital role in shaping the future of women in board leadership. Each of our Trustees serves as a trusted advisor to participants in our QuickStart program, a six-month initiative that runs from September through March to prepare high-potential women who are members of Executive Alliance for their first corporate board seat. Led by executive board coach Suzanne Miglucci, the program delivers personalized coaching and practical strategies for board readiness.

Thank You to our 2025-26 Honorary Trustees

Executive Alliance brings Shannetta Griffin, head of BWI and Martin State Airport to Women of Excellence, November 13th in Baltimore

Wed, 03 Sep 2025 22:43:19 GMT

Executive Alliance Announces 2025/26 Board QuickStart Readiness Program Cohort

Wed, 13 Aug 2025 19:37:32 GMT

The 2025/26 Board QuickStart Readiness Cohort has been solidified.

Our Board QuickStart Readiness Program is NEW to Executive Alliance this year. The Board QuickStart Program is a focused, high-impact, six-month experience designed specifically for senior-level executive women who are ready to launch a serious campaign for their first compensated corporate board seat within the next two years. Combining expert-led virtual instruction with personalized mentoring from experienced board leaders, the program equips participants with practical tools, strategic insight, and high-level network needed to break into the boardroom.

Congratulations 2025/2026 Cohort

Executive Alliance Announces 2025/26 Effective Impact Mentoring Cohort

Wed, 30 Jul 2025 14:29:54 GMT

The 2025/26 Effective Impact Mentoring Program Cohort has been solidified.

Our Effective Impact Mentoring Program is a transformational, year-long experience that provides individual guidance and professional skills to help mid-level women achieve their career goals. Since its launch in 1997, over 230 women have benefited from the program.

Congratulations 2025/2026 Cohort

Mentees Graduate from Executive Alliance Effective Impact Mentoring Program

Thu, 12 Jun 2025 16:02:35 GMT

"A circle of women who don’t just network, we nurture. Who don’t just connect, we challenge. Who don’t just support, we strategize." – Stacie Spragins, 2024-2025 Mentee

Tuesday, June 3 ^rd , Executive Alliance graduated 10 women from its Effective Impact Mentoring Program. This 9-month program helps women at the mid-level of their career gain the skills they need to move into senior leadership roles by teaming 8 half-day professional development sessions with a one-on-one mentoring relationship with an Executive Alliance member. For more information about the cohort forming, see www.executivealliance.org/mentoring

At the graduation event, mentees and their supporters heard from mentees Diamond Frazier of SECU MD and Stacie Spragins of leadRpoint. Diamond and Stacie shared their experiences and growth through the program arc as representatives of their class. Diamond, Virtual Business Advisor at SECU, launched her own non-profit Better Than Yesterday Mentoring during the program year. She said, “I gave birth to a new version of myself; one who knows her worth, owns her power and refuses to wait for permission to succeed.” Stacie came to the program after starting her own consultancy, leadRpoint, sharing that the program created a fundamental shift for her. “This community didn’t just help me find my voice. You helped me hear it. I feel like a mighty warrior,” she says.

Mentoring co-chairs Tracy Imm, Tracy Imm Worldwide, and NaTasha Horton, Truist Bank, led the program, focusing on developing each mentee and matching mentees and mentors to create transformative relationships. NaTasha recognized the power of that mentoring relationship, saying “we often say that mentorship is a two-way street. As much as your mentors poured into you, you reminded us what purpose looks like in action. You challenged us to think differently, to listen more deeply, and to keep growing ourselves. For that, we thank you.”

Tracy spoke more broadly about the effect of the program, which has graduated over 220 women since 1997. “Executive Alliance’s Mentoring Program provides that safe space for mid-career women to engage candidly with executive women on workplace issues they are navigating. Our graduates consistently gain clarity around values, strengths, leadership styles while learning new skills. Co-chairing the program was a rewarding professional experience for me this past year and I’m grateful to have led the effort with NaTasha Horton from Truist Bank.”

Congratulations to our mentees – and their mentors!

Liz Acosta, Associate VP, Governance, United Way of Central Maryland, mentored by Carole Argo, NCIA.

Rafaella Cuff, VP of Strategic Analytics, The Y in Central Maryland, mentored by Kim Davis, Versant / MetLife

Diamond Frazier, SECU and President/CEO, Better Than Yesterday Mentoring Inc., mentored by Damita McDonald, Notre Dame of Maryland University

Melissa Greeson, Chief Administrative Officer, Bolton, mentored by Lynne Durbin, Inline LLC

Nicklette Kitt, Community Relationship Coordinator, Johns Hopkins Federal Credit Union, mentored by Julie East, Julie East Consulting

Reilly Maxwell, Institutional Business Strategist, Brown Advisory, mentored by Greta Kessler, Marsh McLennan

Hannah Marcin Finifter, Project Manager, The Whiting-Turner Contracting Company, mentored by Anna Maria Palmer, GBMC

Sara Powel, Family Law Director, Women’s Law Center, mentored by Rebecca Sinclair, Orrstown Bank

Maria Sefiani, Financial Center Manager, SECU of MD, mentored by Mara Sierocinski, Sandy Spring Bank, a division of AtlanticUnion Bank

Stacie Spragins, Founder, leadRpoint, mentored by Christine Walsh, Alpha Graphics & Red Start Creative

Click here to see our graduation program and click here to see the photos from the event.

Current Census Report

Thu, 13 Mar 2025 23:02:37 GMT

Previous Census Reports

Executive Alliance names 50 companies to the Honor Roll Award for Women’s Representation in Maryland

Thu, 06 Feb 2025 22:55:35 GMT

Executive Alliance, which promotes women leaders in Maryland, has named 50 Maryland companies and non-profit organizations to its Honor Roll Award for Women’s Representation. This award is designed to recognize and celebrate companies and organizations that are creative and supportive in recruitment, development, support and advancement of women in the workplace and corporate boards. Each Honor Roll award organization has AT LEAST 30% of their executive leadership AND 30% of their board of director seats held by women.

All of the Honor Roll companies and non-profit organizations will be celebrated at Executive Alliance’s Honor Roll event, held Wednesday, March 19, 2025 at The Maritime Center in Linthicum Heights, MD. For tickets and more information about the event, please see www.executivealliance.org/event/honor-roll. The event will feature a panel discussion of how women can overcome career challenges by selected representatives of Honor Roll companies and a welcoming reception.

The Executive Alliance Honor Roll Award for Women’s Representation will be presented to:

Support for this event and other programming is provided by Executive Alliance partners, including Whiting Turner, Brown Advisory, The AFRO, Baltimore Business Journal, The Baltimore Banner, The Daily Record, Caring Transitions Baltimore Metro, PNC, Marsh McLennan Agency, McCormick, Sandy Spring Bank, SECU, Wells Fargo, W2 Consulting Corporation, Ellin & Tucker, Murray, McGehrin & Shiery of Merrill Lynch, Peak Partners, Girls on the Run Greater Chesapeake, Pattie Dash, and Truist.

Current Women's Resource Guide

Mon, 04 Nov 2024 16:01:12 GMT

Executive Alliance brings Catie Griggs to Women of Excellence

Thu, 12 Sep 2024 20:28:28 GMT

Executive Alliance, which promotes women leaders in Maryland, will host Catie Griggs, the first female President of Business Operations in the Baltimore Orioles’ team history at its acclaimed Women of Excellence event, November 13th. Women of Excellence

Executive Alliance Announces 2024/25 Effective Impact Mentoring Cohort

Tue, 03 Sep 2024 20:28:28 GMT

The 2024/25 Effective Impact Mentoring Program Cohort has been solidified.

Congratulations 2024/2025 Cohort

Women benefit from new pay transparency law

Wed, 29 May 2024 01:57:24 GMT

Maryland’s businesses will be required to take an important step forward in salary transparency as Governor Moore signed HB649 into law April 25. Under the new law, which takes effect October 1, 2024, businesses must include a pay range in job postings. Executive Alliance advocated for this change, citing growing research that points to a reduction in gender pay gaps and increased wages for women after states and/or employers have enacted pay transparency policies. This is a best practice that helps businesses attract and retain employees by creating more transparency in the hiring process. It also helps ensure that pay is set fairly, which is a significant problem for women and especially women of color, who have significant pay gaps as compared to men.

A large group of advocates came together to support this legislation, which was a priority for the Women’s Caucus and the Maryland Legislative Agenda for Women. The National Women’s Law Center, The Maryland Center for Economic Policy and Maryland’s Department of Labor also testified on behalf of the bill. Polling from the National Women’s Law Center/Morning Consult revealed that 74% of Marylanders favor pay transparency and 53% have avoided applying to a job opening because it did not list a pay range.

Delegate Jennifer White-Holland, the House sponsor, said in her testimony “Women who negotiate pay tend to get turned down more often and end up with less than men who negotiate. Employers tend to perceive women who negotiate as greedy and aggressive, and some research shows that women often ask for less when they negotiate than men because they do not want to be negatively perceived. At the negotiation table, Forbes reports that women of color state dramatically lower minimum salary requirements than white men, white women, and men of color.

When job applicants are informed about the context for negotiations, like wage ranges, these gender differences in negotiation outcomes diminish . Requiring employers to be publicly transparent about pay ranges shines a light on employer pay practices, increases accountability on employers to set fair, non-exploitative wages, and promotes more formal pay practices. Wage transparency is a tool that our state can use to better position women to be informed about the negotiation context, saves time and resources for all workers on where to apply, and how to position themselves for success. Most importantly, further transparency is a tool that will allow us to address the racial and gender wage gap.”

Colorado was the first state to require pay information in job postings in 2021, quickly followed by California, Hawaii, New York, Washington, the District of Columbia and now Maryland. Virginia’s pay transparency bill was vetoed by Governor Glenn Youngkin in March.

Executive Alliance is a Maryland 501(c)(3) organization dedicated to accessing power as women leaders in Maryland’s workplace. We measure that power by representation in the c-suite, board room, and other places of power and nurture a network of women leaders that support each other in their development. Learn more at executivealliance.org .

The Interorganizational Network (ION) Rebrands as The Leaderboard

Sun, 21 Apr 2024 20:28:28 GMT

Executive Alliance is part of the Leaderboard (formerly known as ION), which is a consortium of women-focused groups across the nation dedicated to placing women in corporate board positions. Leaderboard has relaunched its website and mission, focusing on becoming a national aggregator for the over 2,000 board-practiced and board-ready women its member organizations represent.

Executive Alliance’s Report Shows Progress, but Challenges Remain for Women Leaders in Maryland

Thu, 21 Mar 2024 02:01:16 GMT

Executive Alliance seeks to empower and diversify women leaders as they grow and develop through their careers. Since 1993, Executive Alliance has been a catalyst for women leaders in the greater Baltimore area. We achieve this mission partly by measuring the progress women have made through our Annual Census Report of Women Board Directors in Maryland, which was released March 20 at our Honor Roll event.

In the Census Report, Executive Alliance has been measuring and reporting the number of women who hold director seats for over 17 years. Other areas tracked include C-Suite, most highly compensated, new directors, industry diversity, nominating committee, age, ethnic/racial diversity, new companies & more. The Census includes public companies headquartered in MD and traded on one of the three major exchanges (NYSE, NYSE American or Nasdaq) and excludes funds and early stage blank-check companies. This is the first year we have tracked overall diversity in the boards, and the second year we have accepted applications directly from companies applying for our prestigious Honor Roll designation which is designed to recognize and celebrate companies and organizations that are creative and supportive in recruitment, development, support and advancement of women in the workplace and corporate boards. Each Honor Roll award organization has AT LEAST 30% of their executive leadership AND 30% of their board of director seats held by women.

Key Takeaways from the 2024 Census

Examining the 80 publicly traded companies in Maryland (which represent 673 director seats), Executive Alliance finds that 26% of director seats in Maryland are held by women, a 3% increase from last year. This is a big change from 15 years ago when that number was only 9%.

The pace of change has been accelerating in recent years; however, the pendulum could swing back as California’s SB826, which required publicly-traded companies headquartered in California to have multiple women sit on boards by a certain date, was ruled unconstitutional. That law was extremely effective, doubling the percentage of board seats held by women. Without legislative oversight, the rate of change could diminish or backslide.

Executive Alliance found that Maryland companies significantly lag behind national averages for gender diversity for board members. Underrepresented minorities comprise 18% of all director seats in Maryland, compared to 24% of the S&P 500 director seats. A bright spot: when public boards in Maryland add new directors, increasingly, they are adding women. Last year, 33% of the new independent board directors were women, and this year, that number increased significantly to 53%. In the S&P 500, only 46% of the new independent directors are women.

Balancing that bright spot, 80% of the new independent male directors are white, whereas 52% of incoming women directors are white meaning that public boards are achieving racial diversity through new women directors.

Where are the women?

Surprisingly, there are eight public companies in Maryland that have NO women board directors, and of those, six have no female executives either. Those companies are Bullfrog AI Holdings, Inc., CASI Pharmaceuticals, Inc., Connexa Sports Technologies, Inc., IGC Pharma, Inc (formerly India Globalization, Inc.), My MD Pharmaceuticals, Inc., Rekor Systems, Inc., Theriva Biologics, Inc. (previously known as Biologics, Inc.), and Universal Security Instruments, Inc. Since 2020, the S&P 500 has had no all-male boards.

Certain industries in Maryland also lag significantly behind in terms of women’s representation. Executive Alliance found that publicly-traded companies headquartered in Maryland in the following sectors had few to no women on boards and in executive leadership positions. Three industries had no women board directors in any company in the sector. While all Construction, Health Care & Social Assistance, and Mining companies had no women executives, the number of companies in the industry sector was only two for Construction, and one each for Health Care & Social Assistance and Mining. Of the 35 companies in the Manufacturing sector, five (71%) had no women directors and 12 (43%) had no women executives.

Although there are bright spots, Maryland board rooms and executive suites have a long way to go until there is gender and racial parity. That’s where Executive Alliance comes in.

What’s next?

Executive Alliance seeks to change the conversation about women leaders through Advocacy, Education and Mentorship. There are many ways to become involved in the work we do. For women at the mid-level of their careers, consider our Effective Impact Mentoring program (applications will close in early June), or attending our In the Room Mentoring event May 9. For senior level executive women leaders, consider membership in the organization. To become inspired by the unstoppable women in Maryland, mark your calendar for our Women of Excellence celebration November 13. Stay at the forefront of women leaders in Maryland by subscribing to our free monthly Accelerate Women newsletter. More information on all programs may be found at executivealliance.org .

Together, we can change the outlook for Maryland’s professional women and ensure that all women are fully represented at the highest levels of business, civic and government leadership.

How Can You SPEAK, SOUND and LOOK like a Leader?

Tue, 05 Mar 2024 03:17:46 GMT

What does it take to speak, sound, and look like a leader? I created a professional development LinkedIn Live series to interview subject matter experts on this topic. The endeavor expanded to include twenty guests! The lessons learned and nuggets of wisdom were remarkable.

Their answer to this key question is compiled into the first video playbook . You can click on their name in the comments or chapters and key up to their response. How many of these people do you already know?

One of my esteemed guests, a well-recognized leader in our community, was Mary Ann Scully whose highlight will be included in the second playbook. Check out her full interview HERE to gain insights into her leadership strategies.

Here is the playlist from my guests so far.

Current Census Report

Sat, 02 Mar 2024 01:45:59 GMT

Previous Census Reports

Executive Alliance names 43 companies to the Honor Roll Award for Women’s Representation in Maryland

Mon, 05 Feb 2024 06:21:26 GMT

Executive Alliance, which promotes women leaders in Maryland, has named 43 Maryland companies and non-profit organizations to its Honor Roll Award for Women’s Representation. This award is designed to recognize and celebrate companies and organizations that are creative and supportive in recruitment, development, support and advancement of women in the workplace and corporate boards. Each Honor Roll award organization has AT LEAST 30% of their executive leadership AND 30% of their board of director seats held by women.

All of the Honor Roll companies and non-profit organizations will be celebrated at Executive Alliance’s Honor Roll event, held Wednesday, March 20, 2024 at Knott Auditorium at Notre Dame of Maryland University. For tickets and more information about the event, please visit this page .

The event will feature a panel discussion of how women can advocate for other women by selected representatives of Honor Roll companies and a welcoming reception.

The Executive Alliance Honor Roll Award for Women’s Representation will be presented to:

Empowering Leadership: The Transformative Power of Mastermind Groups

Sat, 13 Jan 2024 16:09:49 GMT

Senior level executive women face unique challenges in the workplace. As leaders, they must navigate complex organizational structures, foster innovation, and break through the glass ceiling that still lingers in many industries. One powerful tool that has proven invaluable for senior-level executive women is the establishment and participation in mastermind groups. Masterminds have grown in popularity in recent years, but what do they really offer?

Pinky Cole’s Unconventional Advice to Female Leaders

Mon, 09 Oct 2023 15:29:32 GMT

Founder and CEO of the Slutty Vegan restaurant will be the keynote speaker at Executive Alliance’s annual Women of Excellence celebration.

Get ready for inspiration. Annually, Executive Alliance brings a nationally known speaker to October‘s Women of Excellence . This year, we are proud to bring a trailblazing CEO that combines business acumen, philanthropy, and a whole new take on vegan eating.

Pinky Cole is the founder, CEO, and force behind Slutty Vegan, a fast-growing vegan restaurant chain which she launched as a food truck in 2018. Today, the chain operates nearly 15 stores and five food trucks in multiple states and continues to expand.

“When I started Slutty Vegan, I had no idea that it was going to become a worldwide phenomenon,” she said. “But, the universe is showing me that my dream job is helping people to reimagine food.”

Cole had worked in television and owned another successful restaurant, which burned to the ground in 2016 as a result of a grease fire. Without fire insurance, Cole lost her savings, apartment, car, and was forced to reassess her path forward starting from nothing.

“That was an eye-opening moment because it gave me the ability to rise above the circumstance,” said Cole. And, it taught her that failure is a necessary part of the growth process.

“Failure is not failure at all. It’s really an opportunity to navigate through those circumstances and rise above them,” she said. “But, a lot of people don’t know how to do that.”

This idea inspired Cole’s new book, I Hope You Fail: Ten Hater Statements Holding You Back From Getting Everything You Want, releasing October 10. In it, she describes how failure and self-doubt can become the biggest motivators to achievement, calling on her own experiences as proof.

“I needed those things to happen to me, because it gave me the courage and the ingenuity to be able to continue on when I felt like giving up,” she explained. “I know what it feels like to fix the hardest times of my life, but I also know what it feels like to look back and say, I see why that happened.”

Current Women's Resource Guide

Mon, 02 Oct 2023 00:59:07 GMT

Executive Alliance Announces 2023/24 Effective Impact Mentoring Cohort

Thu, 10 Aug 2023 15:33:44 GMT

The 2023/24 Effective Impact Mentoring Program Cohort has been solidified.

Congratulations 2023/2024 Cohort

Executive Alliance brings entrepreneur, author and philanthropist Pinky Cole to Women of Excellence October 26th event in Baltimore

Thu, 13 Jul 2023 15:52:31 GMT

The EA Effective Impact Mentoring Program can change your life

Wed, 28 Jun 2023 16:10:05 GMT

In early June, Executive Alliance held a graduation ceremony for this past year’s class of mentees in the Effective Impact Mentoring Program. Many graduates walked away feeling more confident in themselves and reassured by the support of the other women in the class.

Executive Alliance Releases Annual Census Report of Women Board Directors in Maryland

Thu, 23 Mar 2023 16:23:58 GMT

2023 marks an important milestone for Executive Alliance. Since 1993, Executive Alliance, formerly known as Network 2000, has been a catalyst for women leaders in the greater Baltimore area. It is a critical part of our mission to expand women’s impact and influence in the board room, the community, and in the leadership of businesses, nonprofit organizations, and government commissions. We achieve this mission partly by measuring the progress women have made through our Annual Census Report of Women Board Directors in Maryland , which was released March 23 at our Honor Roll event.

A lot has changed in Maryland and the business community since we began measuring and reporting on the representation of women on the boards of public companies headquartered in Maryland. Although the pace of change can be frustrating, women have made incredible strides towards gender parity. However, we need to remember that not all women have benefited equally. Examining the 75 publicly traded companies in Maryland, Executive Alliance found that Maryland companies significantly lag behind national averages for gender diversity for new board members. New independent directors in Maryland are 33% female versus 45% female for new Fortune 500 directors. We continue to see women of color lag behind white women in terms of board representation. There are bright spots – of the women named as new directors to publicly-traded companies, 32% are women of color. New Maryland directors are not as diverse when it comes to race and ethnicity as national averages.

As Executive Alliance enters its 30th year, we look with a renewed emphasis on empowering and diversifying Maryland’s executive leadership to provide paths to women’s leadership and growth. At the Honor Roll event, we celebrated 43 companies and organizations in Maryland who put values into action by having at least 30% of their executive team and board directors identify as women. Read more about these companies here and see more about the event here. New this year, we accepted applications from private companies and non-profits who met the 30% threshold. To apply for next year’s Honor Roll award, please visit here .

Upping your mentoring game

Thu, 23 Mar 2023 16:19:36 GMT

Have you had a great mentor? A strong mentoring relationship can help launch personal growth and career development opportunities. Most people have received guidance from someone with more experience than them at some point in their lives, and whether these are organic or intentional pairings, the ripple effect of mentoring relationships in the workplace is enormous.

Women. Life. Freedom

Tue, 07 Mar 2023 17:35:10 GMT

Legislation discussed during the rally included:

HB 808 / SB 859 Reproductive Health Protection Act
HB 705 / SB 798 Right to Reproductive Freedom
HB 812 / SB 786 Reproductive Health Services – Protected Information and Insurance Requirements
HB297 / SB 292 Victims of Child Sex Trafficking and Human Trafficking – Safe Harbor and Service Response
HB4 – SB129 – Criminal Law – Sexual Crimes – Repeal of Spousal Defense
HB412 – Criminal Law – Sexual Crimes – Consent and Second-Degree Rape
HB 495 / SB 350 Child Care Scholarship Program – Funding
HB 832 Labor and Employment – Equal Pay for Equal Work – Wage Range Transparency
HB1158 – General Provisions – Commemorative Days – Equal Pay Commemoration Day
HB477 / SB341 Public Senior Higher Education Institutions – Reproductive Health Services Plans – Requirements
HB283 / SB 460 Gender-Affirming Treatment (Trans Health Equity Act)

EA’s DEI efforts championed by Karen Bond

Thu, 02 Mar 2023 18:02:05 GMT

When Karen Bond became president of Executive Alliance (EA) in 2017, she was the first African American woman to hold the top position at the nonprofit. As a part of her time leading the organization, Bond made Diversity, Equity and Inclusion (DEI) efforts a priority — long before other entities and nonprofits in the region did so.

“I had been a member for more than 10 years and just quietly tried to make those advances,” she said.

She learned that being the head of an organization is not the magic bullet to implement any DEI effort. “It is just the start of it because everyone else has to join you as a champion,” Bond said. “I am grateful to many of the members of EA that during my time really helped me advance the agenda. Just becoming the first African American president wasn’t enough. It took ongoing work. I am proud of where we are today. We still have miles to go before we sleep but we are doing much better and our numbers truly reflect more diversity.”

For EA’s most visible platform, the acclaimed Women of Excellence event, Bond advocated for bringing in diverse keynote speakers including former NASA astronaut and the first African American woman in space Mae Jemison as well as BET co-founder and Salamander Hotels and Resorts CEO Shelia Johnson. “We needed to show our audience that talent is equally distributed in all communities,” she said. “It was not just for our members but for the daughters of our members, showing women of color also as leaders not just as support members.”

She also championed having critical DEI conversations where members could speak in a confidential environment, seek support and discovery strategies on how to address issues in their workplaces. The organization also examined who they were inviting to be members.

Bond is extremely proud that every president after her term has continued the DEI efforts.

“This is not my mother’s workplace,” Bond said. “This is not the workplace I started in 20 years ago. We were just starting within so we could continue to lead with other organizations. I love Executive Alliance and any woman who joins now I think would come into an environment that truly embraces their differences and they are most welcome.”

Since EA is a volunteer-based organization, our members then go back to their workplaces with the DEI lessons they have learned. “I think it is why we are adding value to the City of Baltimore,” Bond said. “…We have never done this to just check the box. It is about talent. It is about creating a better world for us. We are proud to have lead. We have been tapped to support other organizations in telling our story. Sometimes people feel ashamed or embarrassed that they I have not been doing this with their organization but they shouldn’t. It is all about starting. It is important for the market we serve. This is a primarily an African American city. A very talented city so why wouldn’t we be an organization that embraces the talents of a diverse set of women?”

DEI efforts are critical to companies for several reasons, according to Bond. “First, it is vital because simply it is the right thing to do. Second, it is about being competitive in the market and serving one’s customers and clients effectively because people are now not just shopping for the best price they are shopping to make sure they are working with an organization that reflects their values.”

These efforts offer a competitive advantage. “We are living in a world that is incredibly polarized,” she said. “A good DEI effort allows everyone to sit at the table and be able to express their views even, if we are not in agreement, but to express them and to channel them into an effective and dynamic workplace and team and that is easier said than done but having skilled members of your team who can facilitate these conversations is essential.”

Not taking part in these DEI efforts may cost companies and organizations hundreds of thousands of dollars in either lost revenue, lawsuits or just lack of productivity because teams aren’t making the most of their diversity.

Since 2020, Bond has served as the director of strategic partnerships with the University of Maryland. In addition to EA, her volunteer efforts in DEI includes working with the Junior League of Annapolis. “They were very reflective on who they were as an organization and realizing that they needed to reinvent,” she said. “Very much where (EA was) 10 years ago.“

The Junior League of Annapolis has partnered with other nonprofits on a major DEI training initiative with several phases with the second one occurring this summer. “We are going to go deeper because it is not just like ‘Take one aspirin and you will feel better in the morning.’ It is not take one DEI course and your organization is going forward. …America did not arrive here overnight and it is a complex story of issues of race and that is why organizations can not do one and done.”

Bond compares the DEI classes to CPR. You don’t just take one and think you are set to save people for life. Follow up courses are always needed. “It is continuing to look within and understand current terms, to not be offensive to coworkers, to understand the growing field of DEI and it grows every day,” she said.

Attending Duke University at age 16 was a life changing experience for Bond. “I know the other side of what it feels like to be isolated and not included in the conversation and that is when I decided that I was going to focus my career on helping others not feel as bad as I have felt.”

Her approach involves listening, valuing all the voices at the table and helping organizations turn what could be incredibly divisive into an asset. “It is my privilege,” she said. “It is a part of my life’s work because I am better because I have a diverse group of friends. I am better because of EA. I am better living in a city like Baltimore and having the experiences of living in a diverse community. It is added value. …Remember at the end of every day we all want the same thing for our families and our children and our careers. My goal is to help people see it as an asset not a liability. EA is living proof that it is truly an asset.”

Year in Review

Sun, 01 Jan 2023 18:13:56 GMT

Executive Alliance believes in women’s leadership! Our initiatives support our members and promote women’s representation at the highest levels of power. As 2022 comes to a close, we look back in celebration and unity.

Positioning Yourself for Government Appointments to Boards and Commissions

Thu, 01 Dec 2022 22:37:10 GMT

With Wes Moore’s historic gubernatorial victory during the general election in November, the Democratic Party will now take back control of the executive branch of the state government. With this new administration comes around 1,700 government appointments to boards and commissions among others.

As a way to help women position themselves for success, Executive Alliance hosted a recent Zoom discussion featuring Cornerstone Government Affairs’ Delora Sanchez Ifekauche, principal, and Ellen Valentino, senior consultant. Members were able to ask questions and learn tips on ways to get noticed during the selection process. Executive Alliance will help members strategize potential appointments on Dec. 7 and 14 th .

A majority of those selected for boards and commissions will be appointed while about 20 will need confirmation by the state senate. A full list may be found here: https://msa.maryland.gov/msa/mdmanual/26excom/html/00list.html

Ifekauche notes there is probably an existing commission, board or work group within the state that would match well with an individual’s expertise that would welcome a new member. “Another thing to consider now that we have a new administration is there may be new boards that are created by executive order but most are created by statute if they are a particular commission that are termed to study a particular issue,” she said. “I would definitely encourage attendees to take a look at that list and see what might be most advantageous for you to seek out.”

So who is tasked with ensuring these appointments are diverse with the right qualifications and coming from multiple locations across the state? Besides Gov.-elect Moore, the task mainly falls to Tisha Edwards, chief of staff for Moore’s election campaign and her office. Del. Adrienne A. Jones, Speaker of the Maryland House of Delegates and Sen. Bill Ferguson, President of the Maryland Senate and their respective office staffs also make some appointments.

Some boards and commissions have staggered terms to allow individuals with historical knowledge to help to onboard folks that are coming in with new appointments. “There will be some hold outs from the (Larry) Hogan administration,” said Ifekauche. “There may even be some hold outs from the (Martin) O’Malley administration depending on how long folks have been on a particular board and whether or not there are term limits and if they have continued to serve on the board over time.”

Some appointments are more urgent and prominent than others. “Each sets guidelines and policies that affect Maryland residents,” she said. “…It is not just one path to serve on some of these boards and commissions. There are many ways to be appointed.”

Ifekauche encouraged attendees to also consider local government opportunities for board and commission appointments.

Rebecca Snyder, EA’s executive director, asked the panel how political the process is for appointments. If you don’t know people in positions of power, is there a path forward?

Ifekauche said the political aspects of appointments all depend “on the board and the commission to be very honest with you. Some are very highly coveted positions and they are very political. And then there are others where they would just like to find the best qualified candidate and the process is pretty standard.“

On a very baseline level, an individual can expect to send in their credentials like you would for any other job or career position and expect a lengthy vetting and interview process. Individuals may reach out to various people in the political world they know and ask for letters of support for an appointment.

“It has been my historic observation that the governors and legislators, when they form a board, they do want diversity, geographic diversity and they want good citizenship and good citizens and expertise,” Valentino said.

Snyder asked about the qualifications one needs to serve on a board or commission, and whether political affiliation matters. Ifekauche shared that Moore has said he wants to create a diverse administration with qualified candidates from all parties.

“I think one of the things that can be a major deal breaker on some of these boards are potentials for conflicts of interest so you have to be very clear on what the qualifications are, what the exclusions might be,” Ifekauche said.

“While there are boards where your expertise in a particular industry is welcome and is a great asset, there are other instances on boards where it specifically said that you can not be in this part of industry. Those are things to consider. …I would say to really put your assets on display. Things that you might not think would be helpful or useful to you may very well be the thing they are seeking.”

Panel discusses gender bias and solutions

Thu, 03 Nov 2022 21:42:54 GMT

Gender bias can be found consciously and/or unconsciously in many areas. Assuming a certain profession goes to a particular gender (like a teacher or doctor). Giving certain responsibilities to one gender over another. Believing that all members of a particular gender act

Executive Alliance DEI&B Task Force Update

Tue, 07 Dec 2021 22:51:29 GMT

The Executive Alliance Diversity, Equity, Inclusion and Belong task force had its first meeting today so I wanted to share some thoughts coming out of that meeting. Sometimes when I start writing or at least beginning to think about a topic, I start in the middle. This definitely applies to the topic of diversity, equity, inclusion and belonging as it applies to Executive Alliance. My presidency continues a line of leadership, who have cared deeply about the topic.

The challenge is clear and not unlike the past twenty five years in the business community. The case has been made for establishing a truly diverse workforce, at all organizational levels, and grows more compelling each year. We have focused on the business case : When women are at the table, the discussion is richer, the decision -making process is better and the organization is stronger. And, the same case is clear when it comes to diversity within our organization.

Here is our truth. When Network 2000 was founded in 1993, it was not founded with a focus on inclusion. It was a club that focused on helping women who looked like me gain increased access and entry to boards. Our history includes the admission of several notable African-American women and a brief presidency of one . I share that as a glance at our past and an introduction to acknowledge the work of many women behind the scenes to arrive here and now.

If you are a tenured member of the organization, this is not a new story, but I want to help our newer members understand the path to here and now. In 2017, one year after our rebranding to Executive Alliance, Karen Bond became the first African-American woman to serve as President of the organization. If you have had the opportunity to meet Karen, you will know that she is not only passionate about EA, she is passionate about equity and access. We share a common interest in embracing diversity and inclusion. So, it was a no-brainer when I prepared to lead EA to invite Karen to lead our DEI Taskforce. She took on this topic when it was not easy and she probably felt alone. Thank you, Karen for continuing to serve and most importantly recruiting Lynne Durbin to co-chair. You might be beginning to see a theme here. #1 Our former presidents continue to stay involved (both Karen and Lynne were president) and #2 we are very fortunate to have their collective talents and expertise.

Honestly, talking about race and inequity are not easy topics , but our nation has arrived at a crossroad. George Floyd and the long list of other names, reminds us all that silence is not golden. Creating empty DEI statements is not enough. We have to build trust. We have to work against discrimination. And, make our cultural differences a resource for learning. I invite you to add your voice and thoughts to our upcoming conversations on how our differences can grow into our strengths.

To that end, the DEI&B task force will be crafting a DEI&B statement for Executive Alliance and developing training first for the board and then to be shared by all members. To ensure that we are incorporating your voice, we will be both sending out a survey to get your thoughts and creating opportunities for facilitated conversations amongst our members. This is a process to ensure that all members and prospective members are welcomed and feel included in Executive Alliance as an integral part of our culture.

I want to thank our task force led by Karen Bond and Lynne Durbin. The other members are Carla Nelson Chambers, Toni Draper, Anne Lin, Melissa McGuire, Lori Robinson, and Melanie Santiago-Mosier. I want to thank each of them for bringing their passion, expertise and time to this important work for EA.

Please send your thoughts and ideas to Karen , Lynne or me. You can also reach out to Rebecca , as she is staffing the task force.

8 Statistics Showing the Value of Trust to Small Business Success

Wed, 17 Nov 2021 23:06:09 GMT

There is one foundational quality that every business needs to succeed: trust. It’s what keeps customers coming back, and it transforms patrons into brand champions who recommend your business to their friends and family. Employee engagement, customer satisfaction and innovation improve–driving your success to new heights.

Here are 8 statistics illustrating why trust is the most important trait a business can have.

1. Surveys show 62% of consumers are attracted to companies that exhibit ethical values and authenticity.

Accenture asked consumers to identify the factors guiding where they shop without considering price and quality. Respondents said it’s important that companies keep promises, be transparent, treat employees fairly and care about the environment. Ultimately, consumers buy from businesses with ethics and authenticity.

2. Businesses have a responsibility to make decisions that benefit the community, according to 77% of consumers .

Businesses who deliver value to their communities don’t just build trust, they also establish themselves as reliable community leaders. When businesses invest in their communities by providing reliable jobs, quality products and useful services, every member of the community experiences the benefits.

3. 94% of shoppers are loyal to companies that operate with transparency.

Consumers want to know what their money really supports. Businesses who are upfront about information like where they source their products or how they treat employees illustrate they understand the value of both trust and transparency.

4. 73% of customers will even pay higher prices for products and services from companies who operate with transparency.

Businesses can charge higher prices without isolating their customer base, as long as they display ethical business practices. Consumers will pay a premium to support good businesses.

5. Businesses who operate with a strong sense of purpose appeal to 94% of consumers .

Today’s consumers consider purchases a major part of their personal and political identity, so they choose businesses who align with their individual values. The vast majority of consumers are attracted to businesses that pursue a purpose beyond just company profits.

6. Ultimately, 66% of consumers will switch brands in an effort to support ethical companies.

To maintain brand loyalty, companies must live up to their espoused values. Millennial and gen Z consumers are especially drawn to companies whose values reflect their own, with roughly 91% of younger consumers willing to switch brands.

7. Positive customer service experiences will bring 89% of consumers back.

Every customer interaction builds (or diminishes) trust. Just one positive customer service experience is all you need to inspire long term customer relationships.

8. 83% of customers are loyal to businesses that resolve customer complaints.

Resolving customer complaints not only helps restore your reputation when trust has been broken, but also can help generate lasting loyalty with customers who feel their concerns have been properly addressed.

In business, your reputation is your livelihood. By treating trust like any other skill that you can learn, improve and refine, your business can thrive.

For over 100 years, Better Business Bureau® of Greater Maryland has mentored businesses on how to earn customer trust and keep their reputations strong. For more resources and guidance on building a trustworthy business, visit the BBB business news feed .

The Benefits of Guest Blogging

Wed, 17 Nov 2021 23:02:24 GMT

Executive Alliance is excited to announce that we’re providing a new benefit for our members. Thought leadership is important to many women who are part of our network, which is why we want to provide a platform for you to write on the topics that matter most to you and your business.

These thought leadership pieces need to provide valuable information to our readers. They are not sales pieces, but articles providing genuine knowledge that people can benefit from. The articles will be posted directly to the website for members as well as the general public to read.

Additionally, penning these articles will give you an opportunity to improve search engine optimization (SEO) to your own website with valuable backlinking. Each article that Executive Alliance publishes for you will include a link to your website, signaling to Google that you are an expert in your chosen topic.

Backlinks also provide another way for potential customers or clients to find you on the web. The more quality backlinks you have for the topics that affect your business, the more likely people are to be able to find your website.

If you have any questions about this new membership perk, please contact Rebecca Snyder at rebecca@executivealliance.org . To submit an article, send it to info@executivealliance.org .

Executive Alliance Publishes Women’s Resource Guide

Wed, 20 Oct 2021 21:46:36 GMT

Mentorship, career advancement, resources and leadership development are just some of the ways women can benefit from being a part of professional groups. But if they do not know these resources exist, they can not take advantage of the services.

Executive Alliance recently published its annual At The Table: Women’s Resource Guide. The main feature of the 24-page booklet is a list of companies, organizations, government agencies, businesses and nonprofits that offer groups designed to help advance women’s careers through discussions and programs.

Many of the organizations listed are Employee Resource Groups (ERGs) — a gathering of co-workers that share the same characteristics or wish to be an ally. We spoke with several women leaders that helped to found ERGs at their workplaces. They discuss the importance of having these groups for diversity, equity and inclusion efforts as well as how company culture may be impacted by their efforts.

“The external culture is ever changing and so is the workforce,” said Stephanie Baker, chief experience officer for Worldwide Assurance for Employees of Public Agencies (WAEPA). “I thought it was really important that the organization make sure that we meet our employees where they are. I think it is important for employees, when they show up to work, that they see somebody else that maybe looks like them or has maybe the same diverse train of thought. I thought that was important. …(The group) has been a real great start for us and it has been received really well by the staff.”

The guide also features an article on author Jackie Insinger who was the featured speaker during Executive Alliance’s recent Women of Excellence event.

We hope that you will take a look at the resource guide and see what groups are available to help, guide and support women across the area.

executive-alliance-143165

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Congratulations 2024/2025 Cohort

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Congratulations 2023/2024 Cohort

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Upping your mentoring game

Women. Life. Freedom

Legislation discussed during the rally included: ﻿

EA’s DEI efforts championed by Karen Bond

Year in Review

Positioning Yourself for Government Appointments to Boards and Commissions

Panel discusses gender bias and solutions

Executive Alliance DEI&B Task Force Update

8 Statistics Showing the Value of Trust to Small Business Success

The Benefits of Guest Blogging

Executive Alliance Publishes Women’s Resource Guide

Legislation discussed during the rally included: