Technological Impact

sheCENTER(FOLD)

Marcia Davies Chief Operating Officer, Mortgage Bankers Association

Page 30

Technological Impact VOL. 6 / ISSUE 1

FHFA Minority & Women Inclusion Amendments Response Page 6

How Technology is Fueling Women Business Owners Page 19 Tech with Tradition: A Balancing Act Page 24 Introducing

Women’s Homeownership Series: Rachel Page 27 A Helping Hand in the SEC Small Business Advocate Act of 2016 Page 54

NAWRB Magazine’s Volume 6, Issue 1, Technological Impact, delves into the housing ecosystem, elucidating the role of technology in the industry and lives of entrepreneurs. Improved productivity and evolving workplaces are just two developments driven by today’s technology, as innovations challenge established notions of workplace expectations and transform business operations.

NAWRB has the honor of featuring sheCENTER(FOLD) Marcia Davies, COO of the Mortgage Bankers Association (MBA). Davies chronicles her story, from her childhood on a New Jersey farm to her career trajectory in Washington, D.C., providing a look at the life of a C-suite woman and demonstrating that life sometimes has plans you didn’t even have yourself.

We are excited to launch our Women’s Homeownership Series—a series of articles with fictional storylines intended to exhibit the difficulties today’s working women face. As a more balanced workplace emerges, women will be able to enter homeownership in increasing numbers; but housing remains especially uneven terrain for women.

NAWRB’s response to the Federal Housing Finance Agency’s Request for Comment (RFC) on their Minority and Women Inclusion Amendments accentuates the importance of expanding the inclusive practices and operational systems supporting the upward mobility of women and minorities.

Our advocacy for women has led us to work with the LA Sparks in raising awareness of women athletes and the gender disparities they endure. I had the privilege of becoming an Honorary Ambassador for the team last year and witness their nail-biting triumphant win to become 2016 WNBA Champions.

The American workplace is evolving, with D&I, innovative technology and impending changes all playing a part. Entrepreneurs and consumers failing to adapt will most likely be left behind. NAWRB covers women’s developments with a very unique perspective to keep you one step ahead of the game.

Desirée Patno Publisher/CEO Desirée.Patno@NAWRB.com

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Contents:

sheCENTER(FOLD)

30

Marcia Davies

6 FHFA Minority & Women Inclusion Amendments Response

15 LA Sparks: 2016 WNBA Champions 19 How Technology Is Fueling Women Business Owners by Cindy Bates

20 How to Get Your Economic

22

Groove On (Part 1 of 2)

by Logan Mohtashami

22 5 Easy Ways to Help Your Community as a Real Estate Agent

by JJ Ramberg

24 Tech with Tradition: A Balancing Act

by Michael Saunders

27 Introducing WomenĂ­s Homeownership Series: Rachel

29 The Glass Ceiling by Vanessa

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24 46

30 sheCENTER(FOLD) Marcia Davies 38 Women are Better than Men at Paying their Mortgages

41 Maintaining A Personal Connection With Your Clients by Barbara Betts

46 Are You Really Leveraging Technology In Your Real Estate Business? by Angel Knight

51 Advances: New Immunotherapy Treatments for Breast Cancer in 2017 by Katie Neith

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54 A Helping Hand in the SEC Small Business Advocate Act of 2016

Vol 6. Issue 1: Technological Impact NAWRB MAGAZINE |

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WHAT WOMEN WANT FASHION

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Financial st abilit y since 1933

Federal Deposit Insurance Corporation

www.fdic.gov

Each depositor insured to at least $250,000

Contact us: The Office of Minority and Women Inclusion (OMWI) at MWOBOutreach@fdic.gov or 1-877-ASK-FDIC (1-877-275-3342)

Design: FDIC/DOA/CSB/Design and Printing Unit

The FDIC recognizes the importance of contributions made by diverse communities in its workforce and business activities.

As a leader among government agencies, we are committed to diversity and inclusion and providing opportunities for employment, contracting, investments, and sharing our expertise in financial education. As we continue to strengthen stability and public confidence in the nation’s financial system, we are leveraging the talents of our workforce and small-, minority-, women-, LGBT-, and veteran-owned businesses to create business value and achieve a work environment of involvement, respect, and connection.

FHFA MINORITY & WOMEN

FHFA Minority & Women Inclusion Amendments

Dear Alfred M. Pollard General Counsel 400 Seventh Street SW., Eighth Floor, Washington, DC 20219

RE: Minority and Women Inclusion Amendments In response to the Federal Housing Finance Agency’s Minority and Women Inclusion Amendments, the National Association of Women in Real Estate Businesses (NAWRB) is honored to provide the following comments.

1. FHFA Proposed Amendment: Ensure that the regulated entities fulfill the letter and spirit of their legal obligation to promote diversity and ensure the inclusion and utilization of minorities, women, and individuals with disabilities as well as minority-, women-, and disabled-owned businesses, in all their business and activities: NAWRB Response: It is imperative that regulated entities make a strong and impassioned effort to ensure they are fulfilling the objectives of diversity and inclusion (D&I).

This means that entities, and their employees, need to be well-versed in the letter of the FHFA Office of Minority and Women Inclusion (OMWI), which can be assisted by effective communication, observation and execution.

The inclusion of the phrase “letter and spirit” is vital because D&I should be something each company supports and adopts in their culture and ethos, throughout all levels.

From board members to entry-level employees, the value of diversity should be seen and felt. There needs to be an emotional feeling or connection to drive the culture of D&I, similar to a childhood experience or fond memory. By developing a related emotion that is constantly evolving as the tide changes, a company’s culture becomes the leading edge

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and doesn’t become an outdated structure. The baseline and tangible action of entities utilizing minority-, women- and disabled-owned businesses must be driven with a genuine motivation to provide better and more business and career opportunities for all.

2. FHFA Proposed Amendment: Clarify that the requirement to promote diversity and inclusion applies to all the regulated entities’ operational, commercial and economic endeavors, including management, employment, contracting, capital market transactions, and affordable housing and community investment programs; NAWRB Response: This clarification is critical in ensuring that the objectives and goals of D&I reach beyond a single area of an entity’s practices, such as only implementing diversity in hiring practices or suppliers. Minority-, women- and disabled-owned businesses are available throughout all operational, commercial and economic endeavors which an entity can utilize.

Regulated entities’ D&I efforts should be fully integrated in their operations, rather than be isolated efforts. Overall, D&I can reach its greatest potential if entities adopt it in

FHFA MINORITY & WOMEN Accountability is a crucial aspect of D&I and too often it falls by the wayside. Establishing goals and strategies would reveal whether or not an entity is succeeding in their strategic plan.

A collateral benefit of these plans is the resulting D&I information. By being able to clearly identify both what goals are being met and which approaches are working, the FHFA can better advise and guide the regulated entities.

D&I should be something each company supports & adopts in their culture & ethos, throughout all levels. all aspects of their business practices. It is our goal that entities make intense efforts to utilize diversity and inclusion practices within their business, making it second nature as a daily routine. The cascading effort of D&I within a community provides more equality for job opportunities, business ownership, homeownership and wealth growth for future generations.

3. FHFA Proposed Amendment: Require the regulated entities to develop a stand-alone diversity and inclusion strategic plan or incorporate diversity and inclusion into its existing strategic planning process and adopt strategies for promoting diversity and ensuring the inclusion of minorities, women, and individuals with disabilities as well as minority-, women-, and disabled-owned businesses; NAWRB Response: The regulated entities must be required to incorporate D&I into an existing plan as this would establish a new corporate baseline. As long as D&I is a separate strategic plan, it will be perceived as an afterthought, increasing the possibility of it not being as valued or executed within the entity’s overriding structure. The FHFA OMWI was formed in 2011, but it wasn’t until last year that the first strategic plan was crafted, and D&I wasn’t a hot topic or taken seriously in several aspects in the community at large. NAWRB is proud to see FHFA OMWI’s commitment to improve D&I within our industry.

A clear, integrated plan helps entities grow an emotional and executable D&I culture and have a course of action through which to advance it.

4. FHFA Proposed Amendment: Require the regulated entities to amend their policies on equal opportunity in employment and contracting to include sexual orientation, gender identity, and status as a parent to the list of protected classifications; NAWRB Response: By requiring entities to amend these policies, the FHFA is giving confidence, a presence, and a voice to workers who may have previously lacked one. This bolsters diversity, extending it further than being a minority, woman, or disabled.

The difficulties some individuals have endured, from school bullies to lack of family support, are arduous. Continually transitioning from one stage of life to another without receiving acceptance or consideration is exceptionally discouraging. With this amendment the FHFA can help put a stop to this cycle. You may have experienced a difficult time in school and been discriminated against in your personal life because of who you are, but this stops in the workplace. In the professional environment you need to be treated equally.

Employees should feel comfortable in their professional environment and be given the opportunity to grow and develop. By the same token, companies should expect quality work from their workers. If a person doesn’t feel comfortable being who they are at work, is a company truly leveraging their entire potential?

Everything from gender identity to being a single parent affects workers, and in turn impacts their work and professional environment. These new classifications reveal more about a person and company culture, thereby helping us understand each other better and be able to advance true diversity in more regards.

Diversity is about including everyone, and the FHFA is helping increase inclusion for more groups and protected classifications.

5. FHFA Proposed Amendment: Encourage the regulated enNAWRB MAGAZINE |

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FHFA MINORITY & WOMEN tities to expand contracting opportunities for minorities, women, and individuals with disabilities by working with prime contractors (tier 1) to provide subcontracting (tier 2) opportunities to minority-, women-, and disabled-owned businesses; NAWRB Response: Encouraging expanding contracting opportunities for minority-, women- and disabled-owned businesses deepens the culture of D&I. The word “encourage” should be replaced with “requires” to develop a better D&I community which strengthens the entire workplace, from entities to contractors and even subcontractors. This greatly contributes to creating an ecosystem that embraces D&I and prevents entities from becoming complacent after establishing and pursuing in-house strategic plans.

Goal 1: Design a Comprehensive OMWI Operational Structure in the FHFA’s OMWI Strategic Plan for FY 2016-FY 2018 states, “OMWI will ensure that agency employees, as well as external stakeholders, understand their respective roles and responsibilities in fulfilling the OMWI mission. This will enable OMWI to target required or desired skills development programs or initiatives and growth opportunities for OMWI staff.”

The FHFA’s effort to expand D&I responsibilities and efforts further than internal employees and stakeholders is vital. Diversity and inclusion cannot be a tenet you promote only within your entity; this would be like recycling soda cans in your own house but not trying to do so in public. This limits the positive effects of your internal practices and partly counteracts them with your actions outside of your entity.

Diversity and inclusion is the right thing to do. An inclusive workplace is a better workplace, both in performance—as a recent Grant Thornton study reveals the opportunity cost for American S&P 500 companies lacking gender diversity in their boardrooms is $567 billion—and in company culture.

As mentioned above, accountability is a problem and professionals are often left wondering who will enforce D&I. The answer is everyone, from whole agencies down to each individual, and this amendment would contribute to their accountability. Creating a culture that isn’t simply built on satisfying the requirements but reviewing the spirit of the amendments to implement D&I at every level of business practices is the goal.

The job isn’t done after you hire women in your entity, it isn’t finished when you make sure you hire a minority contractor, the responsibility extends as far as keeping your suppliers accountable for their D&I practices and company culture. You don’t just pass the buck and forget about it.

Entities must make sure they’ve established an efficient, sustainable system that will keep D&I at the forefront of their business practices. Diversity and inclusion isn’t an initiative or trend, it’s a company value, one whose absence naturally behooves us to question a company’s spirit and ideals.

Providing an incentive program for all management levels with goals broken down into two components of evaluation—results and effort—could prove effective in driving D&I in the workplace. This program’s contribution would be two-fold; first, it would establish a financial development culture encouraging professionals to hire minorities and women, secondly, it would reward not only on results, such as meeting a quota, but on a person’s effort and proactive approach to developing D&I. Diversity and inclusion is not a transaction in which you fill a certain number of roles, check a box and receive compensation, it’s a culture. By not creating a system strictly reliant on metrics, entities can help employees better understand and connect to their D&I work.

Diversity & Inclusion is not a transaction in which you fill a certain number of roles, check a box & receive compensation, it’s a culture.

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By helping your employees understand the reason and importance of the company value, employees’ passion and meaning in their work will grow.

It is imperative that the incentive program extend to all management levels, thereby including all tiers of a company and not simply employing a “trickle down” mentality by focusing on top executives. If D&I is perceived as primarily a top executive responsibility, the way it is regarded

FHFA MINORITY & WOMEN

We don’t know what a truly inclusive workforce looks like because we have never had one. at lower levels in the company will decline incrementally.

Establishing D&I as a tenet and responsibility at all company levels makes it a value that is respected and pursued equally throughout the entire entity.

6. FHFA Proposed Amendment: Affirm that the regulated entities are authorized to expand the scope of their outreach and inclusion programs beyond the requirements of the Rule, which focuses on minorities, women, and individuals with disabilities; and NAWRB Response: This amendment is a great way to encourage entities to give opportunities to more minorities than the ones outlined in the Rule. As the FHFA Minority and Women Inclusion Amendment notes, Section 1116 of the Housing and Economic Recovery Act of 2008 (HERA) focuses its attention on improving diversity and inclusion for women, minorities and individuals with disabilities, and, although inclusionary efforts for these groups should remain a priority, entities should aspire to expand their D&I efforts to include all minority groups.

Lesbian, Gay, Bisexual and Transgender (LGBT)-owned and veteran-owned businesses, for example, should also be given strong consideration for inclusion in an entity’s business endeavors. In addition, this amendment gives regulated entities the jurisdiction and protection to expand their D&I efforts to more minorities underrepresented in the field, especially when challenged by accusations of affirmative action.

An entity can only benefit from being equipped with a variety of perspectives, knowledge and experiences that a diverse staff can provide.

There may be professionals who ponder if the D&I work is worth the results. The resounding answer is yes.

What’s the potential of D&I? Consider this: we have seen the incredible benefit of a small amount of inclusivity in our industry—such as higher revenues and happier work environments—imagine the progress and impact we could create by increasing D&I and achieving true equality for women and minorities. We don’t know what a truly inclu-

sive workforce looks like because we have never had one.

The employees of the FHFA and the entities it regulates hold tremendous value in addition to their professional roles, from crafting award-winning films to passionately pursuing hobbies. Knowing a colleague shares a similar interest or that your superior is experienced in another field creates value and interest among workers, it provides another way in which to connect both in and out of the office. A person’s extracurricular activity may even provide a service to their company, like designing an advertisement or teaching a self-defense class.

There is so much more to people than their work life.

By allowing employees to embody this, companies are equipping themselves with a workforce of well-rounded, rewarded individuals.

7. FHFA Proposed Amendment: Improve the usefulness and comparability of the annual reports to FHFA by requiring that the regulated entities provide information about their efforts to advance diversity and inclusion through capital market transactions, affordable housing and community investment programs, initiatives to improve access to mortgage credit, and strategies for promoting the diversity of supervisors and managers.

NAWRB Response: This is an incredibly useful and powerful amendment because it will plainly show whether regulated entities are being instrumental and successful in their D&I efforts. The amount of specificity being requested by the FHFA in these annual reports will help assess D&I success in all areas of an entity’s activity, and help ascertain which particular parts of an entity are thriving and/or declining. This data can be used to determine where D&I is being overlooked and the measures that can be taken to ensure it increases.

The importance of usefulness, and especially comparability, of annual reports cannot be overstated. A clear organized system for compiling annual reports helps the FHFA evaluate each entity efficiently and usefully. Entities are different and unique, but providing data that is easily comparable will prove incredibly valuable in helping truly implement D&I. We also encourage semi-annual reports as a minimum and smaller tracking progress reports on a quarterly basis. These requirements would help the development of a dynamically changing culture by increasing organizational assessment.

Further Suggestions NAWRB MAGAZINE |

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FHFA MINORITY & WOMEN introduced without being a heavy burden on neither the entity nor its employees. Below you can find a list of ideas for potential programs:

• Mentorships for women:

Women often start their careers in lower positions and may not be equipped for a higher role in comparison with other applicants. We suggest that entities create mentorship programs to prepare women for their next opportunity.

Simply because entities do not hire diversely does not mean they did not put in a concerted effort. Evaluate the quality of the effort to meet the number, not necessarily the number of outreaches or new hires...

This will help ensure that women in lower positions have competitive qualifications when they get to the top. Additionally, these programs will help entities recognize women’s skills and abilities, possibly providing a return on investment if the company hires her or promotes her to an executive role.

Public Reports The FHFA and regulated entities should make their annual reports available to the public in mainstream publications and media outlets, as they directly impact American citizens.

Accessibility will be crucial for these mentorship programs.

All employees have different lives and commitments, and the mindset needed to understand and consider the dissimilarities in employees’ lives is critical to understanding the D&I movement and its importance. If you can accept and respect the fact that a person may have responsibilities outside of work preventing them from being part of a regimented professional training program, then you can more easily comprehend the value of having a diverse and inclusive workplace and the importance of recognizing employees’ individuality.

Grading System When assessing entities on D&I, the FHFA could utilize a grading system on diversity, much like restaurants are judged on cleanliness. This will hold agencies accountable in their D&I processes. Furthermore, a plus or minus sign next to the letter assigned to each agency could indicate an improvement or regression from the previous quarter.

Evaluate Effort An entity desires to hire the best person for the job. For this reason we suggest evaluating entities on their efforts in hiring women and minorities not necessarily on their numbers. Simply because entities do not hire diversely does not mean they did not put in a concerted effort. Evaluate the quality of the effort to meet the number, not necessarily the number of outreaches or new hires; the value of the outreach is a better representation of D&I at an entity.

Quality of effort must be weighted for D&I and not just based on pure numbers.

Mentorship and/or Training Programs We believe that training and mentorship programs can be

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• Conduct training after work:

Have a program that takes place after work hours, so that the entity is not burdened by cost and employees have the opportunity to showcase their initiative on their own time. This can be composed of a structured one or two week training program, or can be spread out in incremental steps over the course of a few months.

From caring for their children and participating in intramural sport leagues to extensive commutes and health-based demands, you never know what a person is truly going through. Increasing accessibility enables more workers to take advantage of these valuable resources, allowing them to leverage professional opportunities without having to sacrifice personal responsibilities or commitments.

By recording the training sessions and posting them for employees to access, an entity is empowering its workers to be a part of the program on their own time and at their own pace. Additionally, the entity sends a clear message that it is equally inviting all employees to participate.

Regarding the burden these programs will have on the

FHFA MINORITY & WOMEN FHFA and its regulated entities, the Small Business Administration (SBA) offers several resources for training and advising professionals. These include Women’s Business Centers (WBC), Small Business Development Centers (SBDC) and the SCORE mentorship program, to name a few.

To the FHFA and the entities it regulates these resources represent a depository of potential speakers and trainers for their mentorship programs at no additional cost. What entity would pass on the opportunity to offer cost-free programs that can improve their employees and the industry as a whole? It’s a win-win opportunity with a powerfully beneficial outcome: implementing and promoting diversity and inclusion.

The perception of an entity that provides these services and takes care of their employees in this manner will be positive and spread throughout the industry. Not only will the entity connote an inclusive workplace and innovation, you will be regarded as a leader in diversity and inclusion.

These programs create a culture of advancement that has no color, gender or classification; they help level the playing field and help employees to feel empowered in their professional environments.

Collaboration: Goal 3: Deliver Meaningful OMWI Communication in the FHFA’s OMWI Strategic Plan for FY 2016-FY 2018 articulates, “Communication is the foundation of organizational outreach. It increases commitment by building relationships; builds motivation by promoting an open and supportive environment; and drives behavior by expanding knowledge. Effective communication is critical if OMWI is to drive interest in, support for, and commitment to its mission and to ensure that internal and external stakeholders are both engaged in, and benefiting from, its work.”

It is invaluable to have speakers come in who are passionate about contributing to the expansion of diversity and inclu-

If D&I isn’t accepted, practiced & respected by all employees, it will never become a cornerstone of the company culture...

sion in the housing ecosystem, which can be made possible by establishing clear, effective communication between the entity and those who assist in the development of D&I. Both entity and speaker can benefit from being a part of this training program: entities will gain employees with the learned skills to contribute to the company’s overall success, and speakers will gain more exposure and contacts for their business affiliation.

This effective collaboration must also be present within the agency. Internal employees must understand the commitment to D&I and embody it themselves. If D&I isn’t accepted, practiced and respected by all employees, it will never become a cornerstone of the company culture; diversity and inclusion will be viewed as a task and disregarded once it is addressed in even the most miniscule manner. In order to prevent this, the FHFA and the entities it regulates need to ensure that D&I is viewed and regarded as any other company tenet and ideal.

The time and energy contributed to the success of a mentorship and/or training program is miniscule compared to the overwhelming financial and emotional rewards that result. When employees feel as if their company cares about their future professional success and satisfaction, the increased morale in the environment lends itself to increased productivity. More importantly, it’s imperative that an entity is taking the initiative to make sure that women, minorities and disabled people are given the opportunity to realize their full potential.

In advancing diversity and inclusion, the FHFA is creating a domino effect that will impact several aspects of American life. From their internal employees to the entities they regulate and the people and businesses these entities work with and help, the FHFA is helping better the careers and lives of women and minorities across the country. With increased resources these groups can live more comfortable lives and even achieve the dream of homeownership.

Owning a home has the ability of creating stability for families and safeguarding a person’s professional accomplishments. On this foundation families can thrive and situate future generations for success. It’s a beautiful, attainable vision and it starts with diversity and inclusion.

Sincerely, Desirée Patno NAWRB CEO and President

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2016 WNBA CHAMPIONS!

WOMEN IN SPORTS

“I would never want my daughter to be paid less than my son for the same work. Nor would you.”

-Serena Williams

On Thursday, October 20, 2016, the LA Sparks ignited

a roaring crowd inside Minnesota’s Target Center as they scored the winning bucket in Game 5 of the WNBA Finals. The buzzer signaled a 77-76 victory for the LA Sparks over the Minnesota Lynx in a nail-biting ending. The triumphant LA Sparks players made Los Angeles proud by winning the first WNBA title since 2002.

In an exclusive interview with NAWRB, LA Sparks President & COO Christine Simmons was noticeably proud of the team and humbled to witness their achievement during her tenure. “It’s surreal,” Simmons stated. “It was really beautiful to watch our women get that, and they worked so hard. They did feel like underdogs in all different aspects.”

Simmons revealed that this was hard-won redemption for the LA Sparks, “We knew what we had, the players knew what they wanted, and were focused on achieving it.

From ownership down to every player, we were all focused.

Bringing that championship back, after 14 years, brought back that level of playing excellence to LA.” This was also the first championship win for Finals MVP player Candace Parker. Parker is a renowned athlete whose accolades, including two-time Olympic gold medalist, Na-

ismith College Player of the Year, and two-time NCAA National Championship winner, to name a few, are now accompanied by a WNBA title. This win was more than just a professional accomplishment for Parker; it was also a personal achievement that was well-deserved during a trying year marked by loss. Parker remained strong after the devastating loss of her mentor and friend, the renowned Pat Summit; a snub for a place in the United States roster for the Rio Olympics; and being left off both the first and second all-WNBA teams for the first time since 2011.

Parker’s teammates, a steadfast support system, were determined to achieve this win for her. The WNBA reports that MVP player Nneka Ogwumike, another key figure in the LA Sparks’ championship win, embraced Parker after the game and cried, “This is for you! This is for you!” This stunning display of camaraderie, combined with the team’s skill and training, was an important factor in the LA Sparks’ claim for victory.

Player Alana Beard, speaking to the WNBA, shared the significance of Parker’s trust in her team, and her vulnerability required to develop that trust. “I’ve been with Candace for five years now,” said Beard. “And this was the first year she trusted her teammates. She became vulnerable, and

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2016 WNBA CHAMPIONS when you become vulnerable you grow. On the court, off the court, she trusted the process, she trusted Brian [LA Sparks coach], and in the end it paid off.”

Simmons states that the team’s chemistry and mutual support were key factors in their win, “All the players brought great energy and leadership to the table. It started from the spirit of the team. You could see all the positive energy and just the love and respect that each of them had for one another. It was a really great thing to see.” This example of players supporting players, and, on another level, women supporting women, is as important on the court as it is off the court in the battle for women’s equality in sports.

Gender Inequality Off the Court

Although some progress is being made, there is still work to be done in the movement for gender equality regarding resources, exposure, pay and representation in leadership.

The disparity in pay for men and women basketball players is astounding. According to CNN, “The average salary for a WNBA player is $72,000, which doesn’t include bonuses and benefits, while the average salary for an NBA player is around $5 million, or about 70 times what the average female basketball player makes.” To put this in perspective, an NBA player could easily purchase a beautiful home overlooking the Newport Beach coast, while a WNBA player would have difficulty finding an affordable home in Los Angeles. These different paychecks are not just mere numbers; these are differences in livelihoods available to professional athletes based on gender.

The gender gap is present in other professional sports, as well. For golf, the 2014 PGA tour awards a total prize amount of $340 million, five times higher than the 2015 LPGA tour prize of $61.6 million. As the Women’s Sports Foundation reports, in professional soccer, the U.S. Women’s National Team’s prize money winning the 2015 Women’s World Cup was $2 million, while Germany’s men’s national team earned $35 million for winning the 2014 World Cup. The U.S. men’s national team that finished in 11th place won $9 million. Moreover, the money awarded to the men’s teams that were eliminated in the first round of the event, $8 million, was four times the amount awarded the U.S. women’s team, that won. Progress is being made, however: the World Major Marathon, Wimbledon and the World Surf ’s League Championship Tours offer equal prize money for men and women.

Serena Williams recently penned a heartfelt letter to The Guardian, which advocated for gender equality in sports and pushed women to be tenacious in pursuing their

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dreams in order to empower future generations of women to do the same. She also addressed her frustration with the gender pay gap in professional sports: “So when the subject of equal pay comes up, it frustrates me because I know firsthand that I, like you, have done the same work and made the same sacrifices as our male counterparts. I would never want my daughter to be paid less than my son for the same work. Nor would you.”

Williams is well aware that “women have to break down many barriers on the road to success,” such as being reminded that “[they] are not men, as if it is a flaw.” But it is not a flaw, and this is just one stigma about women athletes that we must challenge. As Simmons states, we need to show young girls “that there are just as hardcore girl ballers out there, and they don’t necessarily need to play with the guys in order to up their game.” She goes on to say that “successful women in sports,” like the LA Sparks’ Nneka Ogwumike, who “at one point in the season, was the most efficient basketball player, male or female,” are much needed role models to young aspiring athletes.

Simmons points out that the stigma surrounding women athletes is an “emotional and social perspective,” and we can counteract it by educating children to not adopt these implicit biases that posit limitations on gender. As a result, we will raise the leaders of tomorrow to not see a female basketball player as any less than a male basketball player.

Simmons shared a beautiful anecdote that is a beacon of hope for the future: “Even though my son plays ball with boys every week, when we go home, he says, ‘Mom, let’s play! You be Kristi and I’ll be Alana.’ He sees them as ballplayers. He doesn’t see them as either women or men.”

Our Game Plan to Make a Change

In her letter, Williams is hopeful that her story, and the story of other women who have transcended these barriers, will be a source of inspiration for others to continue the movement in women’s equality. But this is not a task for women alone—both men and women should make gender equality in sports, and beyond, a priority and endeavor to make it a reality. Change can be effected by those affiliated in the sports industry, sports fans, and those who are dedicated to gender equality. As Simmons explains, the entire sports ecosystem needs to take part in this movement.

“Each partner, each ticket purchaser, each sponsor, has to be invested in this because this is a long term investment in the future of where we all live, work and play,” Simmons explains. “And in order for that to happen, the ecosystem has to be able to sustain itself.”

2016 WNBA CHAMPIONS The sports industry needs to appoint more women in leadership roles and executive positions, so that women are able to participate in the decisions that affect them. Deborah Slaner Larkin, CEO of the Women’s Sports Foundation, states, “Sports are a microcosm of life. As we begin to see a more diverse group of men and women in leadership and decision-making roles throughout the industry, we should also see significant changes in media, sponsorship and other fundamental areas of support.” It is vital that this diverse leadership cares about women’s equality in sports, makes it a priority in their agenda, and uses their different perspectives to strategize a plan to achieve it. We need women championing women, and men championing women, in the rooms where these decisions are made.

Simmons suggests companies seek broadcast contracts, sponsors and partners that are committed to the cause, “Because the more sponsors you have, the more you can invest, the more impressions, the more ticket sales—it’s a whole cycle. It’s not a matter of not wanting to pay women the same amount as men. We just have to make sure all teams are blessed to have the partners and ownership groups like we have that are willing to invest.”

Attendance is another key factor. Merely attending women’s sports games will offer great support for women athletes.

As Michael Graber, a sports cinematographer, says, “Getting women into the stands is key to winning television coverage and the big salaries that come with that exposure.”

Another important aspect to exposure is participation in women’s sports. As more young women are encouraged to play sports, the popularity of professional women’s sports will surge. That encouragement will be stronger if girls are exposed to more women playing sports on their televisions at home. Not only will this spark participation, but this exposure will help enlighten young minds against the stereotypes regarding gender and sports. Simmons sums it up perfectly: “We have to come back to the enlightened women and men and give them visibility, give them the TV time, and the ecosystem can then fix itself. But there has to be a really hardcore commitment, and our fans have to support companies that do and not support companies that don’t.

We have to rally together. So how do we as women, and the men that support us, go out and support this team?

Because if we don’t, nobody will.”

What can we all do to influence participation and exposure for women’s sports? The Women’s Sports Foundation lists ways everyone can act: • Attend women’s sporting events; • Support companies that advocate for women’s athletics; • Encourage television stations and newspapers to cover women’s sports; • Sign up to coach a girls’ sports team, whether at the recreational or high school level; • Encourage young women to participate in sports; and • Become an advocate: if you are or know a female athlete that is being discriminated against—advocate for her rights.

A concerted effort at just one of these options will leave your footprint on the path towards women’s equality in the sports industry. So encourage your daughters, sisters and nieces to play sports; stand in the bleachers at games that demonstrate the excellence of women’s sportsmanship; and be a resilient voice for present and future women athletes.

The LA Sparks are playing their part with outreach programs that support organizations contributing to the Los Angeles community. With programs such as Driven 2 Hoop, they encourage children, especially young girls, to dream big by bringing youth groups to the Staples Center for the ultimate LA Sparks experience. The LA Sparks organization strives to make a difference in the lives of youth and families in their community, and they know it requires addressing a variety of factors that affect one’s quality of life. These are included in their five pillars: Military, Youth Sports, Health and Wellness, Education and Women and Girls platforms. NAWRB is proud to be an honoree ambassador for the LA Sparks by addressing issues in the housing ecosystem, which have a direct impact on the community’s health and wellness.

Without a doubt, the LA Sparks inspire their community, whether it’s winning a national championship or playing in front of a beaming crowd of Los Angeles’s youth.

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NAWRB STAFF & CONTRIBUTORS

Proud winner of consecutive APEX Awards for 2015 and 2016!

PUBLISHER/ EDITOR-IN-CHIEF Desirée Patno

CONTENT WRITER Belester Benitez Burgandy Basulto

SENIOR GRAPHIC DESIGNER Kendall Roderick

PRODUCTION ASSISTANTS Jay Jones Yvette Hernandez

CONTRIBUTORS Angel Knight Cindy Bates Barbara Betts JJ Ramberg Michael Saunders Vanessa Montañez Marcia Davies Logan Mohtashami Katie Neith

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NAWRB Magazine is a bi-monthly magazine featuring unique content, articles on diversity and inclusion for women in the housing ecosystem, exclusive interviews with industry professionals, business development tools, book reviews, feature stories and more. All materials submitted to NAWRB Magazine are subject to editing if utilized.

The articles, content, and other information in this publication are for information purposes only. Articles, content, and other information in this publication without named authors are contributed by the publication’s staff, but do not necessarily reflect the views or opinions of NAWRB. NAWRB assumes no liability or responsibility for any inaccurate, delayed or incomplete information, nor for any actions taken in reliance thereon.

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Gateway to women’s gender equality & women-owned & small businesses in the housing ecosystem. From awareness, opportunities, networking, referrals & our media platform, we bring women to the forefront with accountability & results.

The government, the public, & the private sector united in the common goal of conversation to advance women & small businesses is pivotal to help cement women’s future for generations to come.

/NAWRB

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/NAWRB

Women-owned businesses account for nearly 1.5 trillion dollars in revenue, and female entrepreneurs employ over 7.9 million people in the U.S. With such striking statistics, it’s easy to see how women are leading the way in job creation and having a major economic impact.

Women are a true inspiration in my work every day, and I believe technology continues to be a catalyst in helping them achieve even more.

What technology has made possible for any entrepreneur or business owner is quite astounding. Of course, the advent of the Internet generated entirely new industries in which to establish new businesses and tore down geographic boundaries that separated businesses from customers and new markets. But, on a more individual basis, technology now delivers a level of flexibility and mobility that enables every entrepreneur to define her own workstyle and lifestyle. And, none more powerful than that of cloud technology, which has transformed the capabilities accessible to new and smaller businesses.

For the equivalent of four gourmet coffees a month, an entrepreneur can acquire all the technology they need to start a business. Most business processes are available through cloud services by subscription and are maintained by cloud services providers. This enables a new business to be up and running in a matter of hours, with professional email, a full suite of productivity applications and enterprise-grade communications tools like instant messaging, voice and video conferencing—all requiring neither an investment in expensive hardware nor a fulltime IT staff.

As many women entrepreneurs will acknowledge, there’s really no separating work and life, and most business owners I come in contact with don’t want to be tethered to a desk. With cloud technology, you can communicate with your team from anywhere on virtually any device. This type of flexibility enables the type of work-life blend that many women seek as they juggle business and home lives. From productivity applications to the latest security advancements, technology helps level the playing field for female entrepreneurs.

The story of women entrepreneurs isn’t complete without discussing the challenges and key developments pertaining to issues like women’s access to credit and the cultural expectations that have, to a certain extent, limited many women’s ability to pursue entrepreneurial ventures.

Even though women have faced an uphill battle in their entrepreneurial endeavors, the challenges have fostered new strength and determination that prove integral to their ultimate success.

For example, restricted access to credit led women to start businesses on shoestring budgets, deepening their financial savvy and leading them to find efficient and economical ways to fulfill business needs. Social norms that designated business as an arena exclusively for men motivated women to form networks and alliances that are now critical sources of support for women entrepreneurs. Today, organizations such as the Association of Women’s Business Centers (AWBC) help provide women business owners and entrepreneurs with a variety of support and services, including help in securing rounds of venture capital.

Technology is opening up opportunities—not just for women, but for all entrepreneurs—to launch and grow their businesses. I encourage you to explore the ongoing wave of innovation, in areas such as cloud-based solutions, to discover potential new opportunities, transform your business, achieve and do more.

Vice President of U.S. Small & Midsized Business at Microsoft

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The best and worst thing about social media is that anyone with

try can do the same thing. The purpose of this article is to share

because I’m one of those opinionated writers who has developed

a quasi-tutorial on how a real estate professional (be it an agent,

an opinion has an opportunity to garner an audience. I should know a social media “side hustle”—that has effectively doubled my core business—providing mortgage services

to California residents. I didn’t do this

through advertising, networking or any of the traditional marketing methods

per se; I did it by building a reputation on social media as a source of reliable, unbiased information regarding the

housing market. Regardless of the industry, customers will flock to someone

that is both trustworthy and knowledgeable. A person who is an advocate for

their customers, instead of a salesman, I believe, will always be more successful in the long run—and there is the

broker, loan officer or anything in between), can learn to use the

“Many people have asked me how I was able to both build my business & reputation as a housing guru though the untraditional channel of social media. It wasn’t magic, but it did take time & a lot of work.”

vast amount of data available on the internet to become a sought-after expert in their field.

First a little background on me. I have a degree in history, not economics. I’ve always been interested in the financial

markets but I work as a loan officer, not

an academic economist or investment banker. I am proof that you don’t need

to have that particular pedigree to become an expert in your field. I started writing about the housing market, first

as a responder to news items on finan-

pleasant side effect of just feeling a lot better about yourself.

cial websites like CNBC and Business Insider, then as an invited

Many people have asked me how I was able to both build my busi-

I started my own financial information and opinion blog called

ness and reputation as a housing guru though the untraditional channel of social media. It wasn’t magic, but it did take time and

a lot of work. If one is willing to put in the effort, any dedicated, reasonably intelligent person who is truly interested in their indus-

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my experience in building a social media presence and to provide

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contributor to Benzinga.com. In 2010, I decided to go it alone and LoganMohtashami.com. Then I made my personal Facebook

page into a 24/7 economic data news center, posting economic charts, reporting and opining about the latest economic news.

As someone who tracked economic data as a hobby, it was

SOCIAL MEDIA: BUSINESS DEVELOPMENT

easy for me to write about macroeconomics and correlate that to housing economics. The blog, my postings on other news

sites and my Facebook and LinkedIn pages gave me high visi-

market in terms of sales for the preceding month compared to the month before that and the same month last year.

bility to potential clients. This has been a boom to my business,

The release also reports on the median home price and the exist-

or follow me on Facebook.

I would caution you as to how much of the interpretation of the

as many referrals have come through people who read my work

If someone is interested in becoming more versed in housing economics to improve their business in real estate, or just to become a more valuable asset to their clients, it only

ing inventory. While I invite you to pay attention to the numbers,

numbers you believe. Remember the source. The job of NAR is

to support real estate sales, and the analysis they provide must be viewed through that lens. A good rule of thumb is to question

the interpretation of data from anyone with

takes time and determination to do so. The

an agenda.

easiest entrée into this world is to start following economic reporters or thinkers on social

For example, in the NAR news release on

LinkedIn. My Facebook and LinkedIn pages,

rence Yun, the NAR chief economist is quot-

media sites such as Twitter, Facebook and

September 2016 existing home sales, Law-

for example, are great source of information,

ed as saying, “Inventory has been extremely

but there are many other sources. A few of

tight all year and is unlikely to improve now

my favorites are Bill McBride from Calculat-

that the seasonal decline in listings is about

ed Risk, Joe Wiesenthal from Bloomberg

to kick in. Unfortunately, there won’t be much

TV and Diana Olick from CNBC. Once you

relief from new home construction, which

start following a few experts, you will find that

continues to be grossly inadequate in relation

they retweet from other sources that you may

to demand.”

want follow as well.

That inventory is too low to support demand is

The next treasure trove of information on housing economics exists in the regularly

released reports from professional organizations like the National Association of Realtors (NAR) and the government.

NAR is an invaluable resource for housing

data when considered in the appropriate context, with regular press releases to report on the following metrics:

not data—it’s interpretation of data. I, for one,

“The best & worst thing about social media is that anyone with an opinion has an opportunity to garner an audience.”

1) Existing-home Sales: data is released monthly, generally

in the last week of the month. The December report is released on January 24th.

2) Pending Home Sales Index: data is released monthly, generally on the last day of the month. December numbers are

have provided a different interpretation of this

data. I believe and have provided substantial,

evidence-based analysis that housing demand is not strong and low inventory is not

holding it back. We had more annual monthly

supply inventory from 2012-2016 than any period from 1999-2005 when interest rates and

sales were higher. Interest rates have been under 5 percent since early 2011 and still the

demand for both new and existing homes has

been light. My recommendation: absorb the data, read the various interpretations, then think it through for yourself.

Logan Mohtashami, Senior Loan Officer, AMC Lending Group

released January 30th.

3) Metropolitan Median Area Prices and Affordability: data released quarterly generally in the middle of the month: Metro home prices for the first quarter are released May 15th.

For the real estate agent hoping to gain insight into the market, the existing home sales report is probably the most relevant. My recommendation for how to analyze the data provided is to first

read the press release. This will give you the overall picture of the

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a health emergency or a national cause like the Humane Society of the United States.

As we’ve built Goodshop, I’ve seen the launch and growth of so many other socially responsible companies, from TOMS Shoes to Warby Parker, that have had such a big influence on both their consumers and the business world in general. Our model is to give away a percentage of our revenue, and I do realize that not every company is in the position to do that. But, everyone can do something. Since most entrepreneurs are already familiar with ideas such as volunteering for local causes, I want to discuss five small and easy ways you, as a housing ecosystem professional, can incorporate “doing good” into your business practices.

1. When you’re working with someone who is moving out

of their house, encourage them to recycle or give away everything they don’t want to bring with them. The company Givebackbox.com is a service which will provide you free shipping of your used stuff to a partner charity that they work with. Simply take that box out of the recycling pile, fill it with your used clothes, print out a label on Givebackbox.com and your old clothes will be on their way to a new home. You gave that box a second life too!

2. Create a partnership with your local Goodwill or other

organization to pick up old furniture or other items that the family may not want to move with them. This is an added benefit that you can bring to your clients as it’s one thing they can check off their to do list.

3.

Start a campaign for a cause in your community that provides homes for people in need. This way, as your clients are buying things for their new homes, they could also be helping someone less fortunate than themselves.

4. Do you bring cookies or snacks to your open hous-

I remember as a kid when I ordered my first Ben & Jerry’s

ice cream and when I bought my first body lotion from The Body Shop. Those were the moments when it became very clear to me that business and doing good could go hand in hand. From then on I was always incredibly interested in the idea of socially responsible businesses.

It wasn’t until I was in my 30’s that I had the idea for a socially responsible business I personally wanted to start.

Today, my company, Goodshop, is focused on two things.

First, we want to save people money. Second, we want to ensure good causes continue to have the funding they need to continue, whether those are personal causes like funding

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es? Hire a local student to bake them for you. This will give them an opportunity to make a little money and teach them the experience of starting a business.

5. Volunteer to take a student from an economically un-

derserved area around for the day with you. Many kids do not have the opportunity to see what it’s like to do a particular job day to day. Give them some insight into what a career in real estate looks like. You can have a positive impact on a child’s life and studies.

JJ Ramberg Founder, Goodshop.com

EMBRACE TRADITION

: n o ti

h c e T

h t i w

i d a Tr

t c gA

a B A

n i c n a l

As a woman opening a real estate office in 1976, I rec-

ognized the importance of creating a brand that would be decidedly different from all others. Your brand needs to be based on a solid foundation of values; but it also has to look and feel unique. I achieved a distinctive look in my first office by displaying property listings on art easels and creating a welcoming, elegant space with an antique armoire and oriental rug borrowed from my mother to ensure the right first impression. Today, that ever-important first impression is created by the home page of our website, and by the swipe of a finger rather than a step through the front door. In 1995, when my marketing director announced that we needed a website, I knew we had to get it right.

The internet was so new, no one knew where it was going or it’s potential to reach a global audience. The importance was to have a presence. At the time, it was an easy $2,500 choice; we got our URL and published our first, primitive website in 1996. From that day forward, as the internet evolved, we developed marketing strategies that would keep us ahead of the pack. We went through many versions of the site as consumer preferences changed and of course, technology advanced. One thing has remained the same though: to deliver on our brand promise to use and deploy all tools that accomplish the goals of our sellers.

By necessity in today’s world, proactive digital strategies must include much more than a highly-sophisticated, responsive website. Your site needs video, blogging, web advertising, and social media platforms to promote your region’s lifestyles and properties. Senior leadership can stay ahead of

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the curve nationally and internationally with active involvement on boards, committees and conferences, exposing your business to best practices in real estate and technology. You will have access to all the shiny new technology objects, but it is vital to be discerning when deciding what to adopt and make certain it is aligned with your business strategies as a leading real estate firm.

Of course, technology comes with its challenges. That is why it is paramount to have a skilled, in-house IT team to provide daily technical support to your agents. It is a significant advantage for every individual in the company to have their technological issues handled by someone they know and not by some unseen person on the other end of a phone line hundreds of miles away. In addition to help desk support, your technology team should provide training opportunities to ensure that agents stay informed on, learn and understand real estate technology tools and trends in the industry.

EMBRACE TRADITION

"Today, that ever-important

first impression

is created by the home page of our website, and by the swipe of a finger rather than a step through the front door."

another marketing medium with a far greater impact and a more impressive track record: real life conversations. Technology has given us a new way to communicate, but face to face interactions with customers continue to build relationships and your business.

Recently a dear friend and business associate, whose real estate brokerage is based in Europe, reached out to show me his new company website. We first met 35 years ago and developed a lasting relationship at a time when the internet did not exist and computers were only just beginning to debut in American homes. Following our conversation, I thought about the way technology is driving and shaping many industries, and how our world is far more connected than it has ever been. While forward-thinking organizations understand this shift from traditional engagement to digital platforms, we know that personal relationships remain our greatest asset. It is how we balance the two that keeps us on the leading edge.

Certainly, given the sheer number of people on Facebook, LinkedIn and Twitter, it is easy for real estate agents to fall into the trap of believing social media is a silver bullet for communication. After all, social media platforms do generate 25 billion brand impressions each year. But there's

My advice to real estate agents today is to embrace the traditional as well as the useful advancements in technology to enhance their businesses. Be social in the true sense of the word by going to lunch with your customers or calling to share local market updates, and the next time you sit down to compose a thank you message, step away from the keyboard and write it by hand on a note card. The impact you will have is far greater than anything you could accomplish with 140 characters.

Of course, it is all about balance. By all means spend an allotted amount of time working on digital strategies, but create opportunities to complement that by going to a networking event or meeting a fellow associate for coffee.

Whether or not the Wi-Fi connection fails or devices are switched off, interacting in person is always the best option.

Michael Saunders Founder & CEO Michael Saunders & Company

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XXXX XXXXXXX

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Introducing Women’s Homeownership Series: Rachel

Name: Rachel Delver Age: 34 Relationship Status: Single Children: Samuel, 4 years old Job: High School Math Teacher Salary: $51,352 yearly, $4,279 monthly Home: 2 bedroom apartment for $2,003 monthly Son’s preschool: $800 monthly from 7:30 a.m. - 5:00 p.m.

The NAWRB Women’s Homeownership Series is a series of fictional articles profiling the obstacles women encounter in their personal and professional lives. From homeownership to career advancement, these articles are designed to shed light on the unprecedented difficulties women face when attempting to create better lives.

Rachel, a single mother living in Hayward, California, enjoys spending time with her son, seeing friends, going to the movies and imagining her dream home. Her weekday morning routine consists of waking up at 6:30 a.m. to pack lunches, dropping Sam off at preschool by 7:30 a.m. and driving 15 minutes north to her job at the local high school.

Rachel loves her job, and she’s great at it; helping her students thrive in a daunting subject matter is incredibly rewarding. Her talent and dedication as an educator recently earned Rachel a job offer from a private San Francisco school. It’s a dream job, head of the mathematics department with the opportunity to create her own programs and curriculums.

During the interview, Rachel fell in love with the school and felt welcomed by the staff. Whether she wants the job isn’t the issue, it’s whether she can make it work.

How are excessive commutes hindering Americans’ quality of life?

Commuting to San Francisco from her home is out of the question. A two-hour commute would mean having to leave home before 5:00 a.m. and moving closer, perhaps to Oakland, still results in a commute exceeding an hour.

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WOMEN’S HOMEOWNERSHIP SERIES

with If, in general, women or a bachelor’s degree Rachel, higher earn less than e of how does the pictur ok for independent living lo ? an average woman

Despite earning more than the median weekly income of $1,049 for women with a bachelor’s degree or higher, Rachel’s salary doesn’t go very far in the City by the Bay. In fact, after rent, Sam’s preschool tuition is more than all her other bills combined.

How is inaccessibility to certain housing markets hindering career advancements?

Rent for a two-bedroom apartment in San Francisco would run Rachel about $4,550 a month. Neighboring Oakland’s rent is much more affordable, but still averages a whopping $2,500 a month in addition to the commute. With rents averaging $3,330, Rachel wouldn’t even be able to afford downsizing to a one-bedroom in San Francisco.

ng When did a stro tenacity work ethic and sults? stop yielding re

the conditions imbalanced. She is qualified to teach students in San Francisco, but not capable of living in their city.

Rachel’s new salary—an attractive $60,071 a year—is a great increase from her current earnings; but still leaves her with less than $4,000 a month and makes a minimal dent in her projected living expenses. What does she do? What needs to change? What can change?

Let’s keep in mind that for a person seeking a move, Rachel is equipped well. She has a steady job, good credit, is a responsible mother and even has a job secured in her desired city.

And yet, the obstacles facing her are powerful and pervasive.

What would be the case for a person hoping to move without a good job or a great job offer? Would this feat be impossible and keep them perpetually stuck in their current location?

Millions of Americans from different generations do employ alternate living situations to afford their living expenses as a result of the current conditions and housing market. Should something be done to help these people as they work to create better lives?

Being priced out of certain neighborhoods has been a reality for Americans. This is a difficult situation, but could she make it work if she really wanted to? There’s options.

Possible options range from having a roommate, maybe two, asking someone to borrow money, even just making do and enduring a long commute to the city.

What if a person doesn’t have somebody to grant them the huge favor of lending money? Consider the impact commuting would have on Rachel’s quality of life. Spending hours driving every day to accommodate her job and rent. Having just a few moments to relax with Sam after her long commute rejuvenates the essence of being a working mother.

Rachel has put in the work, what does the future hold for her options?

The difficulty in affording a move for her job is an unusual challenge for Rachel, a successful, independent person who has always earned her keep by the sweat on her brow.

Her life has developed in line with her achievements. Now, though, Rachel’s efforts have landed her a dream job, but they cannot sustain the living expenses. The scale is tipped,

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Does the Glass Ceiling exist in today’s world of equality?

What do you think? I think the facts speak for themselves.

We all know women earn less than men. Women who worked full-time, year-round in 2014 earned, on average, 79 percent of men’s median annual earnings, according to the U.S. Census Bureau. Over the years the gender wage gap has lessened but we are still too slow in our progress.

This past presidential election showed that we are still not ready for the first female President of the United States of America. Of the 195 independent countries in the world, only 17 are led by women, according to the U.S. State Department. “I can’t believe we just put the biggest crack in the glass ceiling yet,” stated Hillary Clinton at the 2016 Democratic National Convention (DNC). Are we one step closer?

The National Association of Women in Real Estate Business (NAWRB) Diversity and Inclusion Leadership Council (NDLIC) brings women’s diversity and inclusion to the forefront of the housing ecosystem with accountability and results raising the number of C-suite women and growing women's employment at all levels in the housing ecosystem. The numbers look promising for women looking for a career in real estate, as 62 percent of all Realtors® are female, according to the 2016 National Association of Realtors® Member Profile.

On the C-suite level the numbers are inadequate. The 2015 Catalyst Census reveals that men held 80.1 percent of S&P 500 board seats while women only held 19.9 percent, and men held 73.1 percent of S&P 500 new directorships while women only held 26.9 percent. The Census also found that: 2.8 percent of S&P 500 companies had zero women directors; 24.6 percent had one woman; and only 14.2 percent of companies had 30 percent or more women on their boards.

Within S&P 500 companies, women held: 4.2 percent of CEO positions, 9.5 percent of top earner positions, 25.1 percent of executive/senior-level officials and managers positions, 36.4 percent of first/mid-level officials and managers positions; additionally, 44.3 percent of total employees were women.

What can be done to offset the glass ceiling?

It starts with you.

Women need to achieve higher educational attainment with advanced degrees in their respective fields. The more education once receives the more income one earns. Women also need to study fields where men have predominantly dominated. Examples would start with STEMF, a term I altered to include science, technology, engineering, mathematics and finance.

Take risks in your career. Apply for the position you want but may not feel qualified for because you do not meet every qualification of the job. Women need to break the glass ceiling at every level. Whether you are starting your career or making a change in your career. It all starts with you.

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sheCENTER ( FOLD )

Chief Operating Officer, Mortgage Bankers Association

MARCIA DAVIES From the Roosevelt Room at the White House to her office in downtown Washington, D.C., Marcia Davies embodies the spirit of a C-suite woman. She relates her path to success, sharing insightful stories and her dream job. A New Jersey girl who grew up on a potato farm, Davies’ narrative is a testament to women’s power when they realize their value.

Interview by Desirée Patno

NAWRB: What is your favor-

ite characteristic of Washington, D.C.? What sets the nation’s capital apart from other cities in which you’ve lived?

Marcia Davies with 2017 MBA Vice Chairman Chris George, Founder, President and CEO of CMG Financial, meeting with regulators at the Consumer Financial Protection Bureau Headquarters in Washington, D.C.

Marcia Davies: Washington is a

beautiful city, with all of its historic landmarks and rich culture. We who live there sometimes don’t stop and really appreciate when we see a monument or the cherry blossoms in bloom, that it is unique and beautiful.

I think what really separates it is you definitely feel the political energy when you work in Washington. Sometimes it’s subtle and other times, like most recently with the inauguration, you feel it in everything, whether it’s your commute or how hard it is to get into a restaurant or make reservation. There is a real political vibe and energy. We know when Congress is in and when it’s going out. I really think that it makes it a dynamic place to live and work.

I have been privileged on several occasions to be in the White House, and not just see it during the holidays when the beautiful Christmas decorations are up. I’ve attended meetings in the Roosevelt Room and as I’m leaving I always stop before I get on the other side of the gate to take it in for a moment, thinking, “Wow, I was just in the White House.”

Then in 10 minutes you’re back in your office. For a lot of people, that’s not a normal day. I’ve been lucky enough that I’ve been able to do that on more than one occasion.

I can honestly say that when I was growing up I never thought I would be in a meeting, let alone more than one meeting, in the White House. And it happened.

NAWRB: What has been your proudest moment throughout

your career?

Marcia Davies: This is a really hard

one, and I gave a lot of thought to it.

I would have to say I’m proudest of the rebranding of MBA, which we launched a little over three years ago.

I am fortunate to be surrounded by a team of really creative professionals, and we worked together to create the new brand. The logo and every design element was created by our in-house team; we went through an incredibly methodical pro“...you definitely feel cess. We took research data the political energy and tested it against our core values and our attributes to when you work in ensure brand and messagWashington.” ing would stand the test of time. We’ve received such positive feedback and our members know our brand and attributes. What makes me feel proud is not only that it was good work, but we leveraged the talent inside of our organization. The team came up with an awesome logo and everything they do is very creative. I’m fortunate to have them as an internal resource.

NAWRB: What change can women in executive roles bring

to the workplace? How can C-suite professionals help more women reach the executive level?

Marcia Davies: I believe, as leaders we need to encourage

risk-taking and leverage attributes and talents within our team in order to create opportunity, and sometimes, for me, that means moving people into non-traditional roles. Let me provide a personal story.

I had been in various positions at Freddie Mac for seven years, and all were in marketing and industry relations, doing meetings and that type of work. That was my swimming lane at Freddie Mac and I reported to a vice president who was responsible for all of External Relations at the time. He was in NAWRB MAGAZINE |

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SHECENTER(FOLD): MARCIA DAVIES charge of advertising, public affairs, industry relations, and he had a diverse look at what was going on externally.

One day he took me out to lunch. He was a former reporter for the Daily News, kind of a no-nonsense New Yorker, and going to lunch was a little out of his character. He said to me, “You’re very good at what you do and I can tell you enjoy your job, but I would like you to consider moving into a different job working for me.” I asked what he wanted me to do and he said, “I want you to lead our public affairs.” I don’t have a background in journalism, I wasn’t even paying attention to which reporters were covering Freddie Mac and which weren’t. I asked why he would want to do that. He replied, “Because there needs to be a change in leadership and focus, and you have all of the right skills to do it. You know how to build relationships, you’re intuitive, you know how to influence, you’re very good at communication. I can teach you to differentiate between a good press release and a bad press release. You have technicians who are on that team; what they need is leadership and someone who’s decisive. I think you’ll be perfect for the job.”

“I’m a farm girl from New Jersey.”

Despite my discomfort, I agreed to do it. I did the job and I was good at it. Freddie Mac was happy with my performance and from there I moved into other roles. What it taught me was that leader seeing something in me and taking me out of my comfort zone was huge. It was a huge risk for him and a huge risk for me, but it changed the course of my career forever, so the risk was worth taking.

Sometimes it’s good to get out of your comfort zone and take a risk. From that I learned being a good leader means really understanding the skills—the how, not the what—that make your workers good leaders and applying their talents to other areas that could really use them. Being a leader is looking for skills and experiences to provide growth opportunities and fresh perspectives in areas. I would encourage more women and leaders to not only take those risks but also think about being comfortable managing things you may not have technically done before.

Another thing this experience taught me is that I’m very comfortable empowering those around me. When you are given that empowerment, it makes you step up and be able to thrive in a new role within which you never envisioned yourself. This also makes you confident and comfortable when you have good people that are working with you. You have to empower people, and as long as there are clear goals, trust that they will achieve them, even if they get there in a way that you never envisioned.

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Marcia’s childhood home

NAWRB: You’re a board member of MBA’s Open Doors

Foundation (ODF) which “sponsors philanthropic activities focused on home and community support.” What does philanthropy mean to you? How has it impacted your life?

Marcia Davies: As you know, our mission is to help families

in distress who have critically ill or injured children. What our foundation does is make mortgage or rental payments for these families in hardship. The board meets regularly, the foundation is five years young and we’ve helped over 800 families. We continue every month to get more grants and we serve families coast to coast.

It’s changed me because when you read a grant application and see what somebody else is going through in their life, it’s so rewarding that you can be a little part of helping during that dark and difficult time. It’s also made me think creatively about what we could do to continue to raise awareness of the foundation and get people to contribute.

Whether it’s a $25 Text-to-Give donation or big company donations that come in at $100,000, 100 percent of the donations that come in go directly to families and MBA underwrites all the operational and staffing costs for the foundation. We are very proud of that.

What has affected my family most profoundly is cancer and I’ve always given to organizations fighting that disease. It opened my eyes to the many ways we can make a difference.

Contributing to ODF and other charities is something that we started doing more and more.

NAWRB: What is something about you most people don’t

know that they would be surprised to find out?

Marcia Davies: I have two. The first is I used to weigh over

200 pounds. I am proud to say I’ve kept the weight off for three decades now.

SHECENTER(FOLD): MARCIA DAVIES The second is that I’m a farm girl from New Jersey. I come from farmers on both sides of my family. I never thought I would be a city girl with a job that didn’t have to do with farming. My father’s side of the family are potato farmers and my mother’s side are dairy farmers.

I grew up on a potato farm, 350 acres of land. I didn’t have the livestock component, but when I would visit my grandparents we would go to the dairy farm and watch my grandfather milk the cows. It was not part of my plan to go off to Washington, D.C. and get a job.

NAWRB: When did you leave the farm and go into the city?

Marcia Davies: I actually moved to Washington D.C. over

30 years ago because my sister was working here. My first job was at the Association of Trial Lawyers. Four years later, I was at Freddie Mac. NAWRB: Congratulations on leading mPower, “MBA’s

networking platform for women in the real estate finance industry.” What are the benefits and what is the importance of creating a strong women’s network?

Marcia Davies: We are thrilled with how many women are in-

terested in mPower. Some of the benefits are embedded in the networking that mPower events offer. Each event is a little different and we try to provide a wide range of topics and speakers in order to make sure that women in our industry not only get information, but get a chance to network with each other and ask questions.

We don’t want it to stop at our events; when you join mPower you’re part of a community.

It is a private online community within which you can post questions and reach out to others. You can ask advice and there are also resources; we have a library that has articles of interest, studies, and we post videos we share with other women’s networks. Seneca Women is one of the partners in our network and they have great tools for women that they are offering to our community as well. They share NAWRB’s vision that we have to collaborate and we agree.

If we all join our networks we can make it easy for people to connect and continue to reach out to women, giving us a chance to not only talk about the opportunities, but share our stories. I think there is a lot of power when women come together and share our stories.

I am encouraged that there are men who come to our mPower events, and there are many men championing the work that we’re doing. We need all leaders, male and female, to help champion women’s issues and all diversity issues, frankly. I encourage everyone in the industry to participate in mPower and really take to heart the information out there that we are trying to provide.

NAWRB: What is the biggest difference between you at the

start of your career and now after 30 years of executive industry experience?

Marcia Davies: I would put this in a few categories, the most

important being that I now know my value. It took a long time, but I do know it now. I have much more confidence in the workplace than I did when I started my career, and I am

“My father’s side of the family are potato farmers & my mother’s side are dairy farmers...

It was not part of my plan to go off to Washington, D.C. and get a job.”

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SHECENTER(FOLD): MARCIA DAVIES Marcia with her husband Scott and Dave and Mary Stevens

“I have much more confidence in the workplace than I did when I started my career, & I am very confident in my decision-making.” very confident in my decision-making. Whether it’s complex or not, when I make a decision I know it’s the best decision for the organization that I can make. When you’re young and starting out you question a lot of the decisions you make, and now 30 years later I don’t question my decisions. I still learn from them, but I am confident that I made the best decision that I could with the information I had.

The biggest difference is knowing my value. I think for women it’s hard to get your hands around that early. It takes a lot of growing and confidence for you to really see the value you bring, own it, and not give it away.

At this stage in my career I really feel that I have a good handle on that. I’m in a job I love and I’m fortunate enough to work with really good people I like in an industry where I have developed meaningful friendships. I have history, and that to me is a great part of being in this industry; we share history together.

My boss Dave and I first worked together at Freddie Mac. When we started working together we fought like cats and dogs. I had been at Freddie Mac for quite a long time and at one point, through a change in management, he became my boss. By then we had learned how to work together, but when you have two people who are very driven and feel strongly about their opinions, it takes a little while to figure out how to best work together.

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He actually brought me into FHA and then to MBA. People who see us now working together say we have such a great working relationship. I tell them it’s really great now but it started out bumpy. The funny story I tell is we were in a strategic planning meeting and our boss kicked us both out of the room and told us not to come back until we could learn how to get along.

I’m fortunate enough to work for someone from whom I can still learn. We bring different skills to the job. I’m the person who deals with a lot of operations and Dave has different skill sets than me. That means I still learn from him. When you work for someone you can still learn from after all these years, it’s really great.

Every day is a new day, you never know what’s coming your way, but you know that when you’re working with a good team and have a leader that leads and can teach at the same time, it’s a great combination.

NAWRB: Do you have any goals, either personal or

professional, which you haven’t been able to address but would really like to accomplish in the future? How do you see your life in 10 years?

Marcia Davies: I will answer the second question

first. Hopefully in 10 years I’m blessed with good health, contributing in a meaningful way and spending more time on the Eastern shore. That’s my high-level bucket.

I don’t think I have goals that I haven’t accomplished, but I hope I can do even more to help women in whatever capacity I can and however that may look going forward in the future. I’m not sure how this will come together, but it’s a passion of mine, and hopefully I will still be contributing to helping women.

I think this goal is a combination of knowing my value and spending many years as the only woman in the executive office. I meet and network with women who have so much to offer but are dealing with difficult obstacles, and anything we can do to champion women to know their value will help remove some of these obstacles. I think women are sometimes afraid of overcoming these obstacles, and it’s a matter of getting them the tools and ensuring they know their value to push through and attain whatever position they want.

Not every woman has to be the head of a department or be at the top, they just have to be in a role where they feel most valued, in which they can contribute and feel joy.

SHECENTER(FOLD): MARCIA DAVIES NAWRB: As someone with extensive marketing experience,

what are some best practices you can share with our readers?

What are some precarious marketing pitfalls to avoid?

wasn’t far from where I grew up and that’s where you could get “office” jobs. I would have had an office job and who knows where that could’ve taken me.

Marcia Davies: It sounds basic, but you really need to know

NAWRB: What is your perspective on work-life balance? Do

your customer, their buying habits, their needs, and you must put yourself in their shoes. Make sure you’re thinking like them and have the right data to reach them. Have clean lists and ensure your outreach is going to hit the right target market. Look at your customer base by segments and understand what’s unique in those various segments.

I think the pitfalls are the expenses regarding clean lists; this can get expensive depending on the company you’re utilizing for these services. You need to make sure you make the right investments because reaching your target audience is the most important.

NAWRB: If you hadn’t entered the real estate finance indus-

try, what do you think your career path would have been?

What job would you most want to have?

Marcia Davies: As a Jersey girl, my dream job was always

you unplug after leaving the office, or are you always working in some capacity?

Marcia Davies: I’m always working in some capacity, always

plugged in. And with the functions that report into me, I don’t have the luxury to unplug. I have a great team and they also can’t really unplug.

When it comes to being responsible for public affairs, while we hope that people won’t have to check their email all the time, you know that you’re checking it as frequently as possible in order not to miss a response or reaction. We’re pretty much plugged in all the time, and to varying degrees. Today I’m working remotely on the Eastern shore so I won’t have a commute.

NAWRB: Who has inspired you most throughout your life?

to work with Bruce Springsteen. Clearly that didn’t happen.

Here’s the thing, he lived in the next town over. When I would go to the Jersey shore, this is before he was famous, he would perform at the bar we used to go to. He would also hang out in Manasquan and eat at Carlton’s Corner.

Marcia Davies: I lost my father when I was 23. He was very

When he started to become famous I thought, “That would be a great job.”

My father owned his own business. He left farming—he still owned the farm but his brother took over the day-to-day farming—and bought a bowling alley and bar. He started to be a businessman and was very successful. He taught me by his actions how to take care of people who work with you; people who protect your company and will work long hours to make sure you are successful. He was very generous to his stellar employees. It wasn’t something where he sat us down

NAWRB: What job would you have wanted working for

Bruce Springsteen?

Marcia Davies: It wouldn’t have mattered! I could’ve been

young, he had just celebrated his 50th birthday. The lessons that he instilled when we were very young, the ones that stuck with me, have made me not only a better person but a better work colleague.

a roadie, a publicist, I was just such a big fan. When Hurricane Sandy hit, it was the weekend Marcia’s parents Frank and Eunice Matheson. after we got back from our annual conference, and they had that benefit concert with Bon Jovi, Springsteen and all the guys from New Jersey. I texted Dave, “By the way, if Springsteen ever needs me for anything, I’m gone.” He wrote back, “I’ll take my chances.”

What would my career path have been?

I probably would have had an office job.

My first job in New Jersey before moving to D.C. was working for a French chemical company, because New Brunswick

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SHECENTER(FOLD): MARCIA DAVIES

Marcia Davies hosting a Q&A panel with Kim Azzarelli, Founder of Seneca Women and Cofounder and Chair of Cornell Law School’s Avon Global Center for Women and Justice, at MBA’s National Secondary Market Conference and Expo in May 2016

as kids and said, “This is how I expect you to behave.” We watched his actions.

Another thing he would do, which sounds simple but isn’t always simple to practice, is always remind us to treat others the way we expected or wanted to be treated. He would reinforce this lesson if we ever had a behavior that he thought would not be the way we would want to be treated. I will say, I think the foundation of knowing he had those expectations and losing him so early has inspired me to not let him down and pass these values along.

NAWRB: What is the biggest challenge you have been faced

with in your career? How did you surpass it? What advice would you give to women experiencing something similar?

Marcia Davies: The biggest challenge was that I walked

away from my career for a period of time. I left Freddie Mac at the height of my career when I was an officer because there were some events in my personal life that really needed my attention, and my mother passed away unexpectedly. I decided it was time for me to turn my attention to the things I needed to focus on personally.

I knew I was not going to be successful in doing this if I tried to keep a very big job, so I walked away from that job and company that had been so good to me. There were a lot of people who could not understand why I would do it. In order to surpass it I had to put my fears of what people would think or say aside, and I had to put my ego aside. I was going to take time and address some personal challenges, and that meant I was stepping out of the business world.

I think what also helped me is during that time I knew I was making the right decision, and I understood my value. So I wasn’t worried about getting another job. Being able to have confidence in successfully reentering the workplace if I had to helped me.

The advice I would give is to listen to your own voice and not dismiss your thoughts. You need to speak up when you feel

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strongly about something. Don’t be afraid to say what you need or give your opinion if you believe something needs to change.

It’s okay if your opinion is different than others’, you need to own yours. Especially if you have challenges, you need to advocate for yourself and reach out for help. There are people in your network who have probably faced similar challenges who can give you advice and counsel.

NAWRB: How can we help more women enter homeown-

ership? Do you think we will see more or fewer women homeowners in the coming years?

Marcia Davies: I think the best thing that we can do as an

industry is to recognize women as a target market. Recognizing women as a target market and really treating them that way can be a great practice through which to grow your business because of the power of women. There are statistics that reveal women are capable homebuyers because they are riskaverse and better at paying their mortgages. They are a true market that needs to be targeted. I think this will help more women transition into homeownership.

Do I think we will see more or fewer? The best thing I can say to answer that question is my 27-year-old single daughter just bought her first condo on her own. I didn’t even know she had put in a contract.

She decided it was the right time, she didn’t want to rent anymore and wanted to own something. She took it upon herself to take that first step.

I know there are a lot of young people out there who Marcia’s Daughter, Emily. are ready to take that step. I was encouraged by the fact that my daughter decided to take that step and was not afraid to become a homeowner.

I know the generation that has lived through the housing crisis might be more concerned about owning, but if my daughter of 27 is an example, I think they see some benefits in owning versus renting, and if they’re in a position to save enough and make it happen, I think we’ll see more and more people buying homes.

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It’s true, women are better at paying their mortgages, despite imbalances ranging from the 26 percent gender wage gap to a lack of women in boardrooms and C-suites across America.

The new study from the Urban Institute, Women Are Better than Men at Paying Their Mortgages, reveals these findings. The report describes that when examining loan performance for the first time by gender, women’s lower credit scores do not indicate weaker performances, and women actually perform better than men.

In some demographics women are even achieving homeownership at higher rates than men. In 2015, the homeownership rate of female householders in 1-person households was 24.56 percent higher than the homeownership rate of male householders in the same category, according to Census Bureau data on national household demographics.

How are women doing this? Through hard work, good planning, determination and sacrifice. Whether it’s time with family, preferred neighborhoods or dream homes, women do what it takes to achieve homeownership. And once they buy a home, women are better than men at keeping it.

DEMOGRAPHICS • Single borrowers, particularly women, are more likely to be minorities: about 34.1 percent of female-only borrowers are minorities, compared with 32.1 percent of male-only borrowers, 22.4 percent of male-female borrowers, and 27.5 percent of female-male borrowers.

• Single borrowers, particularly women, are more likely to live in lower-income areas: 46.2 percent of female-only borrowers lived in lower-income census tracts, as did 44.7 percent of male-only borrowers.

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STUDY FINDINGS • Single borrowers, particularly women, have higher mortgage rates: from 2004 to 2014, the average rate for female-only borrowers was 5.48 percent compared to 5.41 percent for male-only borrowers • Single borrowers, particularly women, have lower incomes: the average income for female-only borrowers is $69,200, compared with $94,700 for male-only borrowers.

Higher interest rates mean thousands of dollars more paid throughout the lifetime of the loan, a difficulty that is compounded by the fact that, on average, women earned $25,000 less than men.

“How are women doing this?

Through hard work, good planning, determination and sacrifice.”

• Female-only borrowers actually default less than male-only borrowers: for mortgages originated from 2004 to 2007, the default rate for female-only borrowers was 24.6 percent, compared with 25.4 percent for male-only borrowers; from 2008-2010, the female-only default rate was again lower than the male-only rate (9.6 percent versus 9.7 percent). These same patterns are present in 2011-2014 data.

• Female-only borrowers own more of their homes than male-only borrowers: female-only borrowers have lower loan-to-value (LTV) ratios than male-only and female-male borrowers. The LTV for female-only borrowers is 75.07, versus 77.63 for male-only and 75.86 for female-male borrowers.

WOMEN MORTGAGES When addressing whether women are better than men at paying their mortgages, the report states, “Our results indicate the answer is a resounding yes: female performance is much stronger.” With their drive, determination and potential, women homebuyers are a valuable, emerging market.

Notwithstanding women defaulting less and owning more of their homes with lower incomes and higher interest rates, the report affirms that a higher percentage of female-only borrowers are denied mortgages than male-only applicants.

The risk assessment measures in place could be denying mortgages to women who are fully capable of paying them.

If these systems are not modified, they will continue unjustly hindering the market of women homebuyers.

The opportunity cost of women homebuyers for the housing industry and economy is tremendous. The Urban Institute study is representative of women’s ability to do more with

“With their drive, determination and potential, women homebuyers are a valuable, emerging market.” less, begging the consideration of what they could do if they had the same resources. If women’s credit scores and incomes do not translate to weak mortgage performance, they should not be treated as such.

NAWRB MAGAZINE |

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Stay informed with a free subscription to National Mortgage Professional Magazine, “The source for top originators,� as a benefit of your membership to NAWRB. A subscription to NMP allows you to stay on top of the latest news and headlines and share the informative articles and insights with your colleagues and business partners.

PERSONAL CONNECTIONS

O

ne lesson I’ve encountered in my tenure as a realtor is that learning to stay away from the shiny object syndrome is a big challenge. I’ve always admired technology and what it has done for my business and industry. I admit I am the agent who downloads every new application I can find and I love finding ways I can apply it to my business. Technology has made my life simpler in many ways, but I believe it has also taken some of the true essence of real estate away from us. We can communicate faster; we don’t have to drive documents around or even worse, fax them; we can instantly have all the information we need about a property at our fingertips; and we have numerous platforms to connect with the people we serve. However, everything comes with a cost. The cost is the threat of losing that personal, face to face connection with our clients.

Something on which I advise my team, and the agents I mentor and train, has always been preventing yourself from being replaced by technology. At the end of the day our clients need us for many things that technology cannot provide.

My personal experience has taught me

that clients, especially millennials, love using technology; they love being able to sign things digitally on their phone, look up schools in the area, browse homes in a neighborhood by using GPS and even utilize email and text to communicate while they are at work and can’t talk. What I have

person: showing the property, negotiating the offer, explaining the contract, reviewing repair requests, dealing with financing challenges, the list goes on and on. Can an app satisfy responsibilities like negotiate an appraisal challenge? The simple answer is no.

"At the end of the day our

Human interaction creates what is most important in life, a relationship. Which leads me to the next reason I believe you should not relinquish your job to technology.

clients need us for many things that technology cannot provide.” also learned is more than ever, people are longing for human connection, guidance and support. Believe it or not, millennials are craving this the most.

In my business I have used all of the technology possible to help my clients— find their homes, manage the transaction and make the escrow move as smoothly as possible—but I never abdicate the human element when dealing with the important steps in the transaction. There are things that must simply be done in

What is the number one way that most successful, thriving agents obtain business? The answer is repeat and referral.

Throughout my career I have placed a huge emphasis on investing time with clients and people, connecting with them through several avenues including phone calls, face to face visits, client parties and social media. Nothing has brought me more success in my business than focusing on the relationships and not the transaction. None of this can be done without your personal touch. People do not refer a technological platform or tool when someone says, “I need a realtor I can trust.” They refer them to a person,

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PERSONAL CONNECTIONS

and typically one with whom they already have a relationship. These relationships are formed through communication and the respect you gain as a trusted advisor, not because of the technology you utilized or the number of times you emailed them.

There have been numerous times in my career, including recently, that I have gotten referred to a client who had worked with a different agent in the past. The first question I always ask is, “How was your previous experience?” or, “What can we do differently to ensure you have a good experience this time?” The number one answer I get is, “Can you actually help me find a home?” When I ask what they mean by this they typically respond, “We always had to tell our previous agent what homes we wanted to see. They never helped us locate options. All they did was rely on us to find properties on the internet. Isn’t that your job?” The short answer is yes, of course!

It is our job. Here’s the bottom line: if you want your clients to be satisfied at the end of the transaction and refer you in the future, you have to be present, show your value and communicate each step of the way. That can’t and won’t be done by technology. Technology will not replace the human touch, emotions or connections necessary to ensure your clients become clients for life.

This leads us to answering the ultimate question, “How has technology changed the real estate industry?” The answer is that it has changed the way we conduct business, but not the core of how we do business. It has altered the quickness and accessibility of transactions, but not the value we provide as realtors. That is a human value; it’s the importance of being present for your clients when they need you to be their champion through negotiations, encouragement in transactions and a celebrator when they reach their real estate goals. One of my favorite things about real estate is giving a homebuyer keys to their new home. I’m sure we all can agree there is no app for that.

Barbara Betts REALTOR®

The Betts Team, Keller Williams Pacific Estates

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Skiing

Cross-Country

HEALTH WHAT WOMEN WANT

As we glide into winter’s frosty days and snow-covered landscapes, many hang up their running shoes and dust off their skis. Skiing is an excellent way to stay active during these cold months, and people of all ages and proficiencies can enjoy a day out in the snow. If you’re searching for a higherintensity exercise, cross-country skiing provides the setting and necessitates the endurance for a great workout.

Cross-country skiing is a form of the sport in which skiers use their own locomotion and strength rather than ski lifts or purely downhill momentum to navigate snowy terrain.

All exercises have the potential of benefiting the body and mind; skiing has the added perk of allowing skiers to connect with nature and the great outdoors. The combination of physicality, being outside, and exposure to the sun during the cold, gloomy winter months makes cross-country skiing an excellent source of wellness.

Benefits: • • • • • • •

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Improved proprioception Increased cardiovascular health Strengthened bones & joints Improved mood & outlook Stronger core & legs Better balance Improved flexibility

| NAWRB MAGAZINE

Meghan Medford

Laura Harbison

Novelette Witt

Medford Roofing, Inc. meghan@medfordroofs.com www.medfordroofs.com 901.324.4577

Realty Executives of Southern Nevada Harbison Team

Novelette.Witt@MorgenRealEstate.com

LauraHarbison@HarbisonRealEstate.com

LauraHarbisonRealEstate.com 702.777.1234

Morgen Real Estate www.MorgenRealEstate.com 310.714.1317

Sandra L. Verdugo

Adenike Fasanya-Osilaja

Robin P. Wright

SnS Commercial Snscommercial@yahoo.com www.snscommercial.com 800.918.8991

Marvel Ventures Mortgage, Inc. & MV Professional Solutions, Inc. nike@mvpsolutionsinc.com www.marvelmortgage.com & www.mvpsolutionsinc.com 773.779.1190

Wright, Finlay & Zak, LLP rwright@wrightlegal.net www.wrightlegal.net 949.477.5050

Debi Jensen

Hilary Marks

LaToshia Hall

Century 21 All Professional Debi.Jensen@Century21.com www.Century21AllProfessional.com 772.335.1121

Real Estate and Notary Services Hilarysells@yahoo.com www.hilarymarks.com 909.529.3707

Powerhouse Realty Inc. buyorselljax@gmail.com www.buyorselljaxhomes.com 904.742.2011

Sarah E. Carmona Zink & Terry Rasner-Yacenda

Silvia N. Rathell

Marguerite Crespillo

Rathell Properties LLC SilviaRathell@gmail.com 202.271.8038

& The Crespillo Group Powered by eXp Realty

Reno/Tahoe Realty Group, LLC info@renotahoerealtygroup.com www.Renotahoerealtygroup.com 775.473.8899

MasterClassRealEstateAcademy.com www.margueritecrespillo.com support@margueritecrespillo.com 916.905.6130

Many real estate professionals are overwhelmed by the

need to stay on top of technology and the question of where to focus their return on investment (ROI). Areas such as branding, offline versus online marketing, advertising, generating content and various income producing activities are in constant need of a systematic plan and approach.

Technology

According to the National Association of Realtors’ (NAR) 2016 Member Profile report, ... agents spent a median of $80 a year to maintain a website in 2015, down from $130 in 2014. The report further reveals, “Members typically brought in one inquiry and one percent of their business from their website.” While saving on costs may seem solely positive, real estate professionals who invest in key components of their website see a higher conversion rate and ROI. Most important in leveraging your technology is converting customers to clients once your website provides a lead.

ier. Real estate professionals truly leveraging technology in their businesses know that simply having a great website isn't enough, especially if your market of new customers doesn't know it exists.

The 2016 NAR Profile of Home Buyers and Sellers reports that for 44 percent of recent buyers, looking online for properties was their first step, while 17 percent contacted a real estate agent first. If you’re an agent that specializes in a specific location, your website is fundamental in helping you capitalize on local business.

Developing a dedicated budget in your business plan for search engine optimization will cement . your business’s presence among online search results, giving you a better chance to secure new buyers and raise your bottom line.

" a high percentage of agents fail within their first five years in real estate "

Investing in online marketing, advertising and customer relationship management is vital. Offline marketing can also direct customers to your website, however, online is more cost efficient, making tracking ROI and target market eas-

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Your technology can help identify when a consumer that registers on your site frequently logs in to view property updates or save properties. Users displaying active interaction are often genuinely interested versus others who simply check in and out. The question is, how would you specifically know who's checking unless you monitor the technology and efficiently interact as a real estate professional? Conversing directly with your clients is more effective for discovering

DIGITAL MARKETING how they've been responding to listings or interacting with the data provided on your website. Technology can play an important role in the equation, but it is not a one-man show.

Digital Marketing

In today's real estate market, you have to increase your digital marketing budget if you want to have digital market share. Your website is the foundation and it should feature landing pages to your target market’s neighborhoods along with website registration options.

By resourcefully monitoring your website, you find which properties your customers view and better understand their needs. With this knowledge you can establish yourself as the source—automatically generate daily new listings for your clients, reduce the overwhelming amount of searchable homes and create a steady relationship with them.

Most Agents aren't patient enough to go through the process or don't want to invest in a consistent advertising budget to create targeted traffic to their website. It's not a surprise that a high percentage of agents fail within their first five years in real estate. Leveraging technology can determine your longterm or short-term success in any business and real estate is no different.

Agents that have more referral business tend to be more passive in leveraging technology, and we all know that referral business is the best business. However, you should be constantly leveraging technology for sustainable growth and success.

Angel Knight

Diamond Realty Brokers Founder and CEO

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WHAT WOMEN WANT RECIPE

Broccoli Chicken Cheese Pie Pockets

Cream of Green Vegetable Soup ∙ 1 onion, chopped ∙ 2 cloves garlic, finely chopped ∙ 2 Tbsp olive oil ∙ 4 cups chicken broth ∙ 2 cups broccoli cut into florets ∙ 2 cups fresh or frozen asparagus cut into chunks ∙ 4 cups (1 litre) spinach ∙ Salt and pepper ∙ Feta cheese (optional) In a large saucepan, soften the onion and garlic in the oil. Add the broth, broccoli, and asparagus. Bring to a boil. Simmer, uncovered, for about 15 minutes or until the vegetables are tender.

Add the spinach and simmer for about 1 minute. In a blender, purée the soup until smooth. Strain. Add broth, if needed. Season with salt and pepper. To serve, top with spinach leaves and crumbled feta cheese.

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∙ 2 Tbsp olive oil ∙ 2 boneless skinless chicken breasts, chopped into chunks ∙ 1/2 tsp. salt & 1/2 tsp. pepper ∙ 1 Tbsp all-purpose flour ∙ 1 cup milk ∙ 1 bag (12 oz) frozen broccoli florets, thawed ∙ 1 cup shredded mild Cheddar cheese (4 oz) ∙ 1 box Pillsbury™ refrigerated pie crusts ∙ 1 egg ∙ 1 Tbsp water Heat oven to 350°F. Heat 10- to 12-inch skillet over medium heat. Add oil. Sprinkle chicken with salt and pepper; add to skillet. Cook chicken until no longer pink in center. Remove chicken from skillet to plate; set aside.

Add remaining oil to skillet. Add flour; stir with whisk and cook 2 to 3 minutes. Stir in milk; heat to boiling. Add cooked chicken and thawed broccoli; cook until sauce has thickened. Remove skillet from heat; stir in cheese until melted.

Cut out 3 large rounds from each pie crust.

Spoon about 1/4 cup chicken-broccoli-cheese mixture onto each pie crust round. Fold dough over filling to form semi-circle; press edges with tines of fork to seal. With sharp knife, cut 2 or 3 slits in top crust to allow steam to escape.

Place on ungreased cookie sheet.

In small bowl, beat egg and water with fork or whisk until blended. Brush over pies. Bake 12 to 15 minutes or until light golden brown.

Chocolate Chip Cookie Dough Dip ∙ ½ cup (1 stick) unsalted butter ∙ 1/4 cup packed light brown sugar ∙ 1 (8oz.) package cream cheese ∙ 1/3 cup sugar ∙ 1 Tbsp coco powder ∙ 2 1/2 tsp. vanilla extract ∙ 1/2 tsp. salt ∙ 1 ½ cups semisweet chocolate chips ∙ Pretzels or fruit, for dipping Blend together butter, cream cheese and sugars until fully combined (about 2 minutes).

Add vanilla and salt. Hand mix in chocolate chips. Serve the dip with pretzels or fruit.

Source: www.ricardocuisine.com, www.normalcooking.com, www.justataste.com

WHAT WOMEN WANT REVIEWS

Sons & Daughters of Ease & Plenty

by Ramona Ausubel

Read it Before the Fall

by Noah Hawley

&Watch it Fantastic Beasts & Where to Find Them

The Wolf Road

by Beth Lewis

Moana Fern and Edgar are preparing for a birthday party at the family beach house when they are suddenly made aware of the unthinkable: the estate of Fern’s parents, which is their only source of income, has no more money. Distressed, the family begins to fall apart. Fern embarks on a road trip, Edgar a sailing voyage, and their children are left to fend for themselves.

Discussing family, tragedy and humor, Sons and Daughters of Ease and Plenty illuminates what lies at the core of a person’s being.

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Eleven passengers, 10 rich and one poor painter, are headed to New York one foggy night. The unimaginable takes place when the plane disappears into the ocean, leaving all dead except Scott the painter and the four-year-old child of a wealthy family. In intercalary chapters, we learn of the crash’s aftermath and the lives of the passengers. Was this a spontaneous tragedy or an orchestrated endeavor? Scott’s relationship with the young boy brings forth contemplations regarding human nature, destiny and the connections we share regardless of social standing.

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Starring Auli’i Cravalho, Dwayne Johnson, Nicole Scherzinger

Elka’s entire world is questioned when she sees a poster in town showing that Trapper, the man who took her in when she was just seven years old, is wanted for murder. Magistrate Lyon, on the search for Trapper, wants to interrogate Elka but she flees to the woods in search of her real parents. Determined to bring Trapper to justice, Lyon follows Elka’s every move as this bubbling storyline tests the meaning of friendship and a person’s capacity to face a life they’ve left behind.

Moana, a courageous teenager, embarks on an ancient journey to save her people. On her quest she meets the demigod Maui and their voyage is filled with action, adventure and battles with monsters. Doing almost the impossible to save her people, Moana fulfills the ancient journey and discovers more about herself than she originally anticipated.

Starring Eddie Redmayne, Katherine Waterston, Colin Farrell

Harry Potter fans rejoice! The next installment in J.K. Rowling’s magical universe is here.

Taking place in 1926, Newt Scamander has just concluded a global voyage finding and documenting magical creatures.

Newt meets Jacob after stopping briefly in New York, and the encounter leads to the loss of his magical case and escape of the fantastic beasts.

Where did the beasts go, and can Newt protect the wizarding and muggle worlds from his catastrophe?

Office Christmas Party

Starring Jennifer Aniston, Jason Bateman, T.J. Miller

With a domineering CEO sister threatening to shut down his branch, Clay must come up with a solution to save his office. The plan? Throw an epic Christmas party to impress a big client and close a job-saving sale. Will Clay and his colleagues save the day, or will their plan and careers come crashing down?

WHAT WOMEN WANT HEALTH

Advances: New Immunotherapy Treatments for Breast Cancer in 2017 Peter P. Lee, M.D., the Billy and Audrey L. Wilder Professor in Cancer Immunotherapeutics at City of Hope, has for two decades been interested in treating cancer by stimulating or enPeter P. Lee, M.D. hancing a person’s own immune system.

This approach, called immunotherapy, has gained much attention in recent years and Lee is a leader in the field. His outlook for 2017 is full of promise for a more personalized approach to breast cancer treatment.

“It’s very exciting that we’ve seen a dramatic response for immunology in patients with cancers like melanoma, lymphoma, bladder cancer and others,” said Lee, who is chair of the Department of Immuno-Oncology, co-leader of the Cancer Immunotherapeutics Program and a professor in the Department of Hematology & Hematopoietic Cell Transplantation. “But breast cancer has lagged behind a bit and so we’re trying to understand why it’s different and how to make immunotherapy more effective for breast cancer patients.”

Fortunately, he said, there have been advances in understanding the relationship between the immune system and

by Katie Neith

breast cancer and the difference between subtypes and their response to immunotherapy.

For example, new data has shown that tumors that are infiltrated by T cells — a type of white blood cell that plays an important role in immunity — translate to better outcomes in response to immunotherapy. However, this effect is seen more so among patients with the subtypes of triple negative and Her2 type breast cancers than in the more common types of breast cancer that fall under the luminal subtypes.

“...there have been advances in understanding the relationship between the immune system & breast cancer & the difference between subtypes & their response to immunotherapy.”

“We have some new insight on why this may be and are working to develop approaches based on those theories that will lead to better immunotherapy options for all types of breast cancer,” said Lee.

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HEALTH WHAT WOMEN WANT right patient for a particular immunotherapy based on indicators like biomarkers and the tumor microenvironment.

“You can tie this in with the notion of precision medicine, which City of Hope is also very interested in,” he said.

In fact, City of Hope and the Translational Genomics Research Institute (TGen) recently joined forces to advance precision, or personalized, medicine and accelerate the speed with which scientists and medical staff convert research discoveries into cures for patients.

“Everyone talks about sequencing cancer cells when they talk about precision medicine, but immunotherapy looks outside the cancer cell at the host response,” said Lee. “So I’m looking for that mirror image, to try and expand the vision of precision medicine and look at the host response, too.”

“The host response is of particular importance since cancer actively evades & suppresses the immune system of the host, or patient.”

The host response is of particular importance since cancer actively evades and suppresses the immune system of the host, or patient. So if researchers can understand the mechanisms by which cancer suppresses immune function, they can then develop strategies to enhance immune function and ultimately make it successful in controlling the cancer.

This is the aim of many new drugs and clinical trials at City of Hope, said Lee. “The key is finding the right combination of therapies,” he said. “No one thing will work for everyone, so my goal is to intelligently devise synergistic combinations for a wide range of patients with different subtypes of breast cancer.”

Reprinted with permission from City of Hope

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upcoming

EVENTS

February 19-22 CREF/Multifamily Housing Convention & Expo San Diego, CA

NETWORK March 9-11 NAREB Mid-Winter Conference Charlotte, NC

With sessions addressing everything from working with foreign sellers to the pitfalls in commercial leasing, this event provides attendees with insight and strategies to build wealth.

March 14-15 IMN Bank & Financial Institutions Special Assets Forum on Real Estate Fort Lauderdale, FL

Join more than 3,000 commercial and multifamily real estate finance professionals at this MBA convention. Expert panelists who discuss the latest industry trends, regulatory developments and strategies to succeed.

IMN’s forum will cover the latest on credit, loan review and workouts for a range of assets that includes Real Estate, Agricultural Loans, C&I, and Equipment Lending.

February 22-23 MBA Mergers & Acquisitions Workshop Dallas, TX

March 14-15 SCMSDC Gateway Conference City of Industy, CA

If you would like to buy, sell or grow your business, this workshop will equip you with the knowledge to make strategic informed decisions in today’s business and regulatory environment.

February 26-March 1 SFIG Vegas 2017 Las Vegas, NV

Co-hosted by SFIG and IMN, this three-and-a-half day capital markets conference presents the full spectrum of industry participants including investors, issuers, financial intermediaries, regulators, law firms and more.

March 1-4 MBA Mid-Winter Housing Finance Conference Avon, CA

Featuring senior executives gathering to address today’s most pressing issues in real estate finance, this conference provides an opportunity for peer-to-peer interaction in small, intimate groups.

March 6-7 LendIt USA 2017 New York, NY

Join established and emerging online lending companies and investors at the Javits Convention Center in New York for two action-packed days of learning, networking and deal-making.

March 8 CWE Women & Wine Boston, MA

Whether you’re an aspiring entrepreneur or an established business owner, attend this event and take advantage of the opportunity to connect and network with accomplished women of all ages and backgrounds.

March 8 WIPP Understanding the Transition’s Potential for Women’s Business Enterprises Washington, D.C.

On International Women’s Day join WIPP and WBENC for an afternoon discussion exploring the new administration’s approach to women entrepreneurs.

This conference offers unique business educational tracts, an opportunity for attending suppliers to pitch their goods and services to corporations within their specific industry, evening receptions open to all attendees, an exhibit fair featuring corporate and more.

March 15 Million Women Mentors Senate Day and Leadership Council Meeting Washington, D.C.

Join Million Women Mentors, sponsors and over 125 representatives of industry, education and non-profit organizations to celebrate, promote and strategize how to further advance more women and girls in STEM careers through mentoring.

March 16 ChallengeHER Las Vegas Las Vegas, NV

ChallengeHER works specifically with the Women-Owned Small Business (WOSB) federal contracting program as a tool to help leverage federal awards, learn the federal procurement process, and to connect with the right people.

March 11 NAIFA Legislative Brunch and Woman’s Forum Monrovia, CA

Featuring a panel of inspiring women business owners sharing their journeys to success, this event will provide opportunities to sponsor, connect and celebrate women’s success.

March 21-23 WBENC Summit & Salute New Orleans, LA

The Summit is a two-day program focused on the future of various industries, business networking, and development opportunities.

The Salute highlights WBENC’s 2016 America’s Top Corporations for Women Business Enterprises.

March 22 IMN Investors Conference on Equipment Finance New York, NY

This one day event focuses on educating investors and equipment finance companies about the latest industry trends and developments, showcasing institutional and private investors alongside key decision makers.

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Small businesses are the backbone of the U.S. economy.

With the jobs and services they provide, the 30 million small business owners in the U.S. keep the country moving forward one community at a time. However, with limited employees, depleted resources and unforgiving competition from larger companies, small businesses are often at risk of being forced to close their doors.

• identify problems that small businesses have with securing access to capital, including any unique challenges to minority-owned and women-owned small businesses;

The resources for small business owners, like the Small Business Administration (SBA) and campaigns like Small Business Saturday, are important and incredibly useful. With the funding opportunities and awareness they provide, these outlets can mean the difference between increased revenues and a permanently closed sign. Soon small businesses will have one more valuable resource at their disposal.

• analyze the potential impact on such businesses and investors of proposed SEC regulations and proposed rules that are likely to have a significant economic impact on small businesses and small business capital formation;

On December 16, 2016, President Barack Obama signed HR 3784 or the SEC Small Business Advocate Act of 2016 into law. The act will create a new Office of the Advocate for Small Business Capital Formation within the U.S. Securities and Exchange Commission (SEC) tasked with pursuing the interests of and addressing the obstacles to small businesses.

• propose to the SEC changes in its regulations or orders, and propose to Congress legislative, administrative, or personnel changes, to mitigate problems identified and to promote the interests of such businesses and investors;

Responsibilities of the Advocate for Small Business Capital Formation: • assist small businesses and small business investors in resolving significant problems they may have with the SEC or with self-regulatory organizations;

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• identify areas in which such businesses and investors would benefit from changes in SEC regulations or the rules of such organizations;

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• conduct outreach to such businesses and investors to solicit views on relevant capital formation issues;

• consult with the Investor Advocate on such proposals and advise the Investor Advocate on small business-related issues; • submit annual reports on its activities to specified congressional committees; and

SEC SMALL BUSINESS ADVOCACY ACT • be responsible for planning, organizing, and executing the annual Government-Business Forum on Small Business Capital Formation.

The bill will also establish the Small Business Capital Formation Advisory Committee, responsible for providing the SEC “advice on SEC rules, regulations, and policies regarding its mission of protecting investors, maintaining fair, orderly, and efficient markets, and facilitating capital formation,” in relation to: • capital raising by emerging, privately held small businesses and publicly traded companies with less than $250 million in public market capitalization through securities offerings; • trading in the securities of such businesses and companies; and • public reporting and corporate governance requirements of such businesses and companies.

The SEC will review the committee’s recommendations and publicize any courses of action associated with their advice.

What sets this bill and the office it establishes apart is apparent in the bullet points previously listed. Addressing unique challenges to minority-owned and women-owned businesses demonstrates an understanding to the especially disadvantaged business and capital conditions endured by minority and women entrepreneurs. That the office will analyze the potential impact of rules and regulations on small businesses and their investors depicts a proactive approach, situating the SEC to identify and address problems before they occur.

The outreach the SEC will conduct to these businesses will enable the agency to accurately understand issues because they will hear about them from actual business owners; this connection, between rule makers and the businesses affected, is crucial, and contributes to the prevention of misguided regulations.

The awareness this office will create and the consideration it will provide small, women-owned, and minority-owned businesses is fundamental to increasing their sustainability.

We rely on small businesses to keep this country moving, by helping drive their success we are contributing to our own.

“...small businesses are often at risk of being forced to close their doors.”

Timeline 12/16/2016 Became Public Law No: 114-284.

12/16/2016 Signed by President.

12/15/2016 Presented to President.

12/10/2016 Passed/agreed to in Senate: Passed Senate without amendment by Unanimous Consent.

12/10/2016 Senate Committee on Banking, Housing, and Urban Affairs discharged by Unanimous Consent.

02/01/2016 Passed/agreed to in House: On motion to suspend the rules and pass the bill, as amended Agreed to by voice vote.

02/01/2016 Reported (Amended) by the Committee on Financial Services.

10/21/2015 Introduced in House

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SHE SHOWCASE

Showcasing Women

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Elisabeth M. Kovacs

Elisabeth M. Kovacs has been promoted to Deputy Director of Workforce Development for the S.C. Department of Commerce. Previously, Kovacs held the role of Workforce Development Manager.

Andrea Greenberg

Andrea Greenberg has joined Douglas Elliman’s Marketing Department as Chief Marketing Officer. Greenberg previously worked at Fortune International Realty as Vice President of Marketing for 16 years.

Luz Chatman

Luz Chatman has been appointed Director of Sales and Marketing at Stanford Court, the contemporary 393-room San Francisco hotel. Chatman brings more than 17 years in hospitality industry experience to her role.

Stephanie Hainley

Stephanie Hainley has been appointed Chief Operating Officer and Senior Project Manager at White + Burke Real Estate Investment Advisors, Inc. Hainley has been with the company since 2006 and will be responsible for day-to-day operations.

Cheri Bungard

Cheri Bungard has joined Weichert New Homes as Senior Vice President. She will be responsible for daily operations, including growing and strategically directing the sales and marketing business.

Susan Donegan

‘On the Move’ in the

Susan Donegan has been named the new Chief Regulatory Services Officer of the National Council on Compensation Insurance in Boca Raton, Florida. Donegan is the former Commissioner of the Vermont Department of Financial Regulation.

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SHE SHOWCASE

Deena Sisson

Deena Sisson has joined 1st Advantage Mortgage, a Draper and Kramer Company, as Regional Vice President. Sisson brings with her 28 years of experience in leadership roles helping expand business and grow production.

Erin Ostler

Erin Ostler has been hired as Midco’s Vice President of Business Sales. She has over 25 years of experience in sales and telecommunications, including national wireless providers.

Suzanne Kecmer

Suzanne Kecmer has been hired as Vice President of Business Development at Norwich University Applied Research Institutes. Kecmer was previously a corporate strategist at the Raytheon Company.

Allyson Sweeney

Allyson Sweeney has been appointed Executive Director of the Residence at Shelburne Bay. Sweeney was most recently Director of Community Relations and Associate Executive Director at the Arbors at Shelburne.

Jennifer Dill

Jennifer Dill has joined the New England Federal Credit Union as Deposit Services and Plastic Card Operations Manager. Dill brings with her over 18 years of local banking operations management and supervisory experience.

Alexandra Walsh

Housing Ecosystem

The Westin New York at Times Square has named Alexandra Walsh Director of Sales & Marketing. Walsh was most recently the Director of Sales and Marketing of Sheraton on the Park in Sydney, Australia.

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NAWRB

Third-party Women-Owned Business Certification Specializing in the Housing Ecosystem

Four fundamental categories taking the mystery out of being certified.

1. Benefits of being certified: • Access to contracting opportunities specifically for Women-Owned Businesses • Connection to professional community of women and women business owners • Highlights your technical expertise and experience while providing exposure to the industry and validating your business • Certified businesses can tap into a multitude of public and private sector contracts and support client initiatives

2. Requirements for Certification: • The business must be 51 percent or more women-owned, controlled, operated and managed • The women business owner must be a U.S. citizen or legal resident alien • Technical expertise in the housing ecosystem

3. Process of Certification:

1. Application available online at NAWRB.com 2. Submit completed hard copy application with supporting documentation, sworn affidavit and application processing fee in a 3-ring binder 3. Review of application packet by certification staff 4. Follow up with applicant to obtain any additional materials necessary 5. Committee and Board Review 6. Certification can take up to 45 days upon complete application

4. Why Certify with NAWRB: NAWRB is the only third-party, industry-specific certifier of Women-Owned Business (WOB) and Minority Women-Owned Business (MWOB) certifications specializing in the housing ecosystem.

Take advantage of the benefits of being certified as a Women-Owned Business today.

To obtain your application: visit www.NAWRB.com

800.337.3996

certification@NAWRB.com

NAWRB is a proud Sponsor on the MWM Movement

Reflecting on our Journey, Looking Forward MWM State Teams work closely with local and state governments.

Currently there are two governors, fourteen lieutenant governors, and one state congresswoman serving as honorary chairs.

Additionally, eighteen mayors from across the country are involved with the MWM State Teams.

Million Women Mentors (MWM), an initiative of STEMconnector, aims to increase the number of women and girls entering STEM fields through mentoring and thus increasing their interest and confidence in STEM. In order to achieve this important goal MWM works with: Over 60 National Partners

45 Corporate Sponsors

35 State Teams

2 Governors

14 Lieutenant Governors

18 Cities

MWM promotes a wide and varied range of mentoring styles, or pathways, to match the varied needs and capabilities of both mentors and mentees. These pathways include:

Face to Face

Online

Paid Internships

MWM has created five simple objectives to make the goal of a million mentors a reality.

1) Leading a national call to action

COMMUNICATIONS & BRANDING Sodexo

CORPORATE & BD STRATEGY Apollo

PARTNER ENGAGEMENT Cisco

ENTREPRENEURSHIP Pinnacle Group

STATES Lt. Gov. Kim Reynolds

TATA Consultancy Services

GOVERNMENT Mayor Martin Walsh / Mayor Betsy Hodges

GLOBAL STRATEGY Pepsico

HIGHER EDUCATION Des Moines Area Community College

WOMEN’S VETERANS Cognosante

2) Providing an easy-to-use platform 5) Recognizing best practices

Through the use of these objectives MWM is well on its way to achieving its million mentor goal!

As of June 2016, more than 680K pledges have been made towards MWM's one million mentor goal and of those pledges over 50% have matured into mentor/mentee relationships!

0

0

680K pledges

355,971 COMPLETED

Since MWM’s inception it has amassed a large and vibrant social media following!

Sponsorships

LEADERSHIP COMMITTEES & CHAIRS

3) Matching mentors to mentees

4) Building and supporting state teams

Workplace Mentorship

1,000,000

1,000,000

Twitter (@MillionWMentors) 55K + Impressions

TECHNOLOGY

To effectively reach MWM’s goal, best practices are recognized and shared with all members and partners. Best practices shared this year include:

Easy-to-use Forms

Programs & Events

MWM Platform

Facebook: 3,143 likes

Metrics

Newsletter Recipients: 10K +

For more information, contact: Lorena Fimbres, VP & Chief Business Development Officer / 202.296.3009 / Lorena.Fimbres@STEMconnector.org