About Us

Our Commitment to Diversity

It’s not a question.

Diverse and gender-balanced boards are the answer.

What gets measured gets done. ​

Taking the lead of global institutional investors who tailor goals based on a country’s demographics, our target goals reflect the U.S. population, which presents the most diverse populace, and is growing more diverse by the year.

As of 2019, the demographics of women in the U.S. was approximately 60% White and 40% women of color. By 2050, the proportion of women of color is expected to jump to 54% and 46% White.

Given the statistics, women of color should represent at least 20% of all of the corporate board seats.

To reach this goal, 50/50 Women on Boards is committed to accelerating gender balance and diversity on boards of the Russell 3000 Index companies, with women holding 50% of all of the corporate board seats, and women of color holding at least 20% of all of the corporate board positions.

Furthermore, as data is made available by race and ethnicity or if disclosure is required by the U.S. Securities and Exchange Commission, we are committed to disaggregating the data to report by Latinx, Black, Asian Pacific Islander, Indigenous, and Middle Eastern women.

To encourage change, we continue to educate and advocate for women, including women of color and collaborate with corporations and like-minded organizations to advance this goal.

Our commitment
to diversity

WHAT GETS MEASURED GETS DONE.

Taking the lead of global institutional investors who tailor goals based on a country’s demographics, our target goals reflect the U.S. population, which presents the most diverse populace, and is growing more diverse by the year. As of 2019, the demographics of women in the U.S. was approximately 60% White and 40% women of color. By 2050, the proportion of women of color is expected to jump to 54% and 46% White. Given the statistics, women of color should represent at least 20% of all of the corporate board seats.

A business and human imperative.

Why are we singularly focused on diverse and gender-balanced corporate boards? 

Better decisions are made by boards where women and men from diverse backgrounds work together in balanced proportion.
Having women and men on boards who represent a company’s employees, customers, and stakeholders is crucial for sustained DE&I progress.
Corporate decisions affect all people at all levels, including employees, communities, customers, and shareholders. Therefore, the decisions affecting them should include appropriately representative racial and ethnic voices, experiences, and perspectives.
Valuing, supporting, and modeling diversity can create opportunities to challenge conventional perceptions, ignite creativity, and enrich our conversations and connections.

A call for bold action.

But there is no easy road to get there. In support, we start by asking for change at the corporate level.

be transparent

We ask companies to be transparent by providing reliable diversity statistics and reporting at all levels, especially the leadership and board levels.

We ask companies to add individuals who identify as women, and who are from all racial and ethnic backgrounds, to reach diverse and gender-balanced boards.

embrace diversity

Remove barriers

We ask companies to establish best practices to remove barriers, bias, and racism against women, women of color, and under-represented communities so that they can thrive within the labor force.

Implementation strategies.

  • Create flexible work environments that allow women, including women of color to remain or get back into the workforce.
  • Look for bias and structural impediments throughout the organization that discourage women and women of color to advance in their careers.
  • Build succession plans, business strategies, and rules of conduct for employees that support diversity and gender balance throughout the organization’s hierarchy.
  • Fund & support programs that strategically accelerate women, including women of color, to leadership positions. It’s critical to have a highly competent pipeline of women, including women of color, in the workforce so they can be qualified for board service.
  • Actively support organizations that advance women, including women of color, to board positions.
  • Explore both inside and outside traditional personal and professional networks to identify qualified women, including women of color, candidates — there is NO shortage!
  • Actively mentor and promote women, including women of color, to leadership positions.
  • Share best practices and your commitment to diversity and gender balance.
  • Identify unconscious or direct biases and address them, especially with other men.
  • Call upon women, including women of color, in discussions, recruit women, including women of color, to lead high-profile projects, and create an environment that encourages collaboration.
  • Give women, including women of color, credit for their work, especially up the leadership chain, and actively listen to their recommendations.
  • Encourage women, including women of color, to take on projects that enhance their skills and experience.
  • Advocate for women, including women of color, within your company and in your outside networks.
  • Advocate for yourself. Be confident in articulating your accomplishments and value.
  • Advocate for, and mentor, other women, including women of color.
  • Volunteer to increase your networks and visibility.
  • Ask for challenging and high-profile assignments.
  • Ask for introductions to strategically expand your network. 
  • Invest in yourself, and add value to your company, by asking your employer to fund programs that advance your career.
  • Self-identify your race, ethnicity and gender to help push boards to disclose diversity reporting.

50/50 WOMEN ON BOARDS

Diversity Advisory Council

President and CEO of the Latino Corporate Directors Association (LCDA)

Esther Aguilera

Esther is President and CEO of the Latino Corporate Directors Association (LCDA). She’s a proven leader who brings a 30-year record of successfully executing…

ACC, CPC, CDC, Chief Diversity Officer, Reed Smith LLP

John Lino

John is a proven change agent, helping individuals and organizations achieve excellence through his experience as a global law firm leader, diversity professional and…

Chief Medical Officer, EMD Serono, Inc.

Maria Rivas, MD

Dr. Rivas is a LatinX pharmaceutical executive, experienced mid-cap public corporate board director, and Columbia University Vagelos medical school trained physician and endocrinologist. At…

Strategic Global Executive & Entrepreneur

Darryl Wilson

Darryl Wilson is a strategic business executive who has built highly successful organizations and led complex transformations at General Electric businesses around the world…

Managing Director of Marketing and Community Relations at OREMOR Automotive Group

Jillian Romero Chaves

Jillian Romero Chaves is currently the Managing Director of Marketing and Community Relations at OREMOR Automotive Group and is responsible for spearheading the digital…

President & CEO of LA84 Foundation

Renata Simril

Renata Simril, President & CEO of LA84 Foundation, and  a Board member of United Way of Greater Los Angeles, Los Angeles Sports and Entertainment…

CTP®, AIF®, Deputy State Treasurer + Chief Investment Officer, Illinois State Treasurer

Rodrigo Garcia

Rodrigo Garcia, CTP®, AIF® is the deputy state treasurer and chief investment officer for Illinois State Treasurer Michael W. Frerichs. He directs the Illinois…

Co-Founder and Vice Chair of the Board

Malli Gero

Malli served as President of 2020 Women on Boards from 2010 through 2017. Before launching 2020 Women on Boards, Malli had an extensive career…

Chief Executive Officer

Betsy Berkhemer-Credaire

Betsy is the CEO of 50/50 Women on Boards, and the author of two books, The Board Game – How Smart Women Become Corporate Directors,…

COO/CMO

Heather Spilsbury

Heather Spilsbury is the Chief Operating Officer and Chief Marketing Officer for 50/50 Women on Boards, overseeing and executing its global brand efforts and…