Vol. 7 Issue 1

sheCENTER(FOLD)

Gina Diez Barroso

Page 34

Women’s Economic Growth VOL. 7 / ISSUE 1

Current Corporate

Management Diversity

Women

Page 29

Veterans:

The Challenges They Face & A Way Forward Page 13

On the Margin of the

72nd U.N.

General Assembly

Women’s Global Leadership Advancing Economic and Innovative Growth for Women in Emerging Countries Page 4

Cybersecurity Q&A

with Crowell & Moring’s Paul Rosen Page 27

Women Leaders at the Front of the Line

-NDILC in the News Page 40

Natural Disasters: Know the Resources Page 22

On the Margin of the

72nd U.N. General Assembly Women’s Global Leadership Advancing Economic and Innovative Growth for Women in Emerging Countries

Imagine the synergy of having a female President and five

First Ladies across two continents come together with the mission to help women and girls. On the morning of September 21, 2017, New York City’s hustle and bustle perfectly matched the excitement at the 2017 International Conference on Gender and Sustainability (ICOGAS).

On the margins of the 72nd U.N. General Assembly, and in this incredible setting, the Hilton in Midtown Manhattan witnessed the collaboration and camaraderie of leading global strategists, academics, CEOs and international leaders to generate actionable gender equality and women’s economic sustainability solutions.

Among leaders were Ameenah Gurib, President of Mauritius, and First Ladies Reema Carmona of Trinidad and Tobago, Sandra Granger of Guyana, Lorena Castillo de Varela of Panama, Roman Tesfaye of Ethiopia and Dominique Ouattara of the Ivory Coast. To have these leaders united at one event under a common goal ensured through power and dedication that the issues and questions raised during the conference did not fall on deaf ears.

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The global gender inequalities of present day are alarming, and while these imbalances may differ from country to country, they are products of pervasive gender gaps systematically holding back women and girls. Globally, 130 million girls are out of school, 35 percent of women have been victims of physical or sexual violence and in low- and middle-income countries, 40 percent of girls are married before they turn 18. In the U.S., a country that is arguably well ahead of others in gender equality, women continue enduring an insidious 25 percent gender wage gap and violence against women is a menacing phenomenon. The National Coalition Against Domestic Violence (NCADV) reports that victims of intimate partner violence lose 8 million days of paid work every year in the U.S.— the equivalent of 32,000 full-time jobs—and intimate partner violence costs the American economy between $5.8 billion and $12.6 billion annually.

As with several women’s issues, domestic violence is enveloping, at once hindering women’s ability to earn and accumulate wealth and preventing them from being

financially independent enough to change their living situations. Around the world, the road to advancement for women is fraught with obstacles fueling vicious cycles that keep women right where they are.

ICOGAS 2017

Equality and economic sustainability for women is not yet a reality, and some countries deliberately limit women to what some consider traditional roles. The right and obligatory thing to do is to work together—individual to individual, group to group, country to country—to eliminate gender-based obstacles on a global scale.

Gender equality is a major change that means uprooting and eliminating antiquated ideologies and stereotypes that have been purported for centuries to justify women’s limited participation in the community, workforce and historically male-dominated sectors.

For this elaborate, groundbreaking undertaking, collaboration is essential, and it is upon this backdrop that ICOGAS 2017 painted its impact.

ways in which these gender imbalances can be addressed and eliminated.

Arhin, confident in the momentum of the women’s movement, shared with NAWRB, “Every moment is a teachable moment. Women contribute $20 trillion to the global economy; naturally we should define and implement economic goals. In the words of Kwame Nkrumah, ‘Those who would judge us merely by the heights we have achieved would do well to remember the depths from which we started.’”

“Around the world, the road to advancement for women is fraught with obstacles fueling vicious cycles that keep women right where they are.”

Focusing on three themes—Gender Diversity in Corporate Boards & Triple Bottom Line Sustainability, The Intersection between Gender Diversity, Innovation and Economic Sustainability, and The Role of Women Leaders in Delivering SDGs—speakers and attendees shared distinctive issues, views and goals, collectively delivering a global snapshot of the state of women and gender equality worldwide.

This optimism was palpable in the room as attendees began learning from one another and sharing best practices for the issues in their respective countries. The spirit of the event must be distinguished; it’s the feeling of power, the expectance of change, the belief that the work we are doing for women and girls will have real consequences.

It is with this attitude that the women’s movement is progressing around the world. We no longer simply hope our work will drive change and accountability, we know it is only a matter of time.

An Opening Session with Washington, D.C.-based news anchor and reporter Maureen Umeh; a Welcome Address from Esther Ayuk, MPH, R.Ph, Managing Broker, Bess Realty Professionals; a Chairman’s Opening by Joe Beasley, Chairman, African Leadership Advisory Board, Atlanta, Georgia; and introductory remarks from Matilda Arhin, President, Ghana International Chamber of Commerce, reminded attendees of the disparate conditions women and girls are faced with around the globe and implored the audience to listen and explore the deliberate

Esther Ayuk was inspired by the camaraderie she immediately witnessed at ICOGAS 2017, “What stood out for me the most was the fact that gender equality issues are real regardless of the country of origin. It was reassuring that there are women all over the world who have recognized the fact that these issues exist and each one of them is making efforts to address them and bridge the gap. The first ladies, who were present as the top female voices from their various countries, as well as the corporate executives, are taking on the fight by focusing on specific

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72ND U.N. GENERAL ASSEMBLY

areas where they can make an impact such as healthcare, education, entrepreneurship, sponsorship into the C-suite and a host of other ways.

“In fighting for young girls and women, these leaders are in essence addressing and fulfilling some of the United Nations’ 17 Sustainable Development Goals to Transform Our World by 2030. Events like these not only create awareness of what is going on in other parts of the world, they generate an opportunity for collaboration and partnerships in dismantling common issues.”

Gender & Global Sustainable Development

Showcasing several of the finest global leaders and private sector titans, the Gender & Global Sustainable Development Roundtable began centered on the theme of Gender Diversity in Corporate Boards and Triple Bottom Line Sustainability.

With incredible wisdom and power, the roundtable delivered an in-depth account of the gender-based obstacles women and girls endure and the groundbreaking work that is being conducted to help eradicate these barriers.

Eva Vati, Head of Sustainability & Network Development, Ework Group, Sweden, emphasized the importance of events that empower women, enabling them to provide a voice for women’s issues around the world. Vati stated, “It was a privilege and an honor to attend ICOGAS 2017, and most importantly, an opportunity to contribute with my experiences to the gender equality movement for women and girls in leadership, executive leadership and boardrooms.

“The Nordic countries are scoring highest regarding gender equality in the world, according to the Global Gender Gap Report published by the World Economic Forum.

Attending ICOGAS 2017, I gained insight into how far behind the majority of African countries are in gender

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equality. This makes me sad but at the same time encourages me to continue my work to raise awareness of the positive effects of boardroom and executive management gender diversity on financial performance. My mission is to make a difference in people and businesses to make the world a better place.

“Gender equality does not come about of its own accord, it requires the collective action and solidarity of women human rights defenders, political change, and tools such as legislation, gender budgeting and quotas. Furthermore, initiatives like ICOGAS 2017 where women’s participation in leadership can be discussed are crucial. We make the invisible realities of women visible, including discriminatory practices like sexual harassment and abuse. I believe it is important to have forums like ICOGAS 2017 during which women and men can share power with each other as decision-makers and gradually increase the number of men in the movement for gender equality.

“In my daily work in Sweden, I work in executive management as Head of Sustainability and I also work on the Board of Directors for two other companies. I write articles and give lectures about gender diversity and the positive effect it has on a company’s performance. I gather statistics from different institutions and research showing the benefits of gender diversity and republish it on social media. I have initiated and been founder of different female networks and industry organizations across various technical fields and have acted as chairman for some of them.

“I am mentoring younger women and empowering them to be visible and take leadership in their own lives, daring to choose and follow their own dreams. I believe the future is equal. I believe in the power of daring to lead.

‘Dare to lead’ is my motto.”

Namane Magau, CEO of Business & Development Solutions, South Africa, delivered one of the session’s most trenchant statements. “But, also, I find that when

72ND U.N. GENERAL ASSEMBLY I’m chairing on boards or even acting as a director, I bring with me that knowledge of having been an executive,” said Magau of her work in South Africa. “So, in a sense, when you get into a board, you bring with yourself the insight, the pain, the learning of having been there … I’m still focusing now on the empowerment of women on a high level, and privileged as well to be working with organizations like UN Women where we are looking at areas of affirmative procurement.”

Dedicated to youth development and engagement, Magau recognizes the need in providing proper education to ensure women are capable of filling the vacant positions of the future. As President of International Women’s Forum, Magau has transformed this passion into action, establishing a platform for young women professionals enabling them to connect and learn from one another.

Global Female Business Leaders

Building on this impetus, the Global Female Business Leaders Roundtable addressed The Intersection between Gender Diversity, Innovation and Economic Sustainability.

Desirée Patno, NAWRB CEO & President, was honored and privileged to represent one of the 17 countries in women’s global leadership advancing economic and innovative growth for women in emerging countries.

“With the build up to the conference, there were many first for me which caused anxiety and doubts,” shared Patno. “At the ripe age of 56, I had never been to New York except on a layover, I had never been to any of the 17 countries, and I had never spoken to any of these women before. The intense pressure of what to say about women’s issues on a global scale began to weigh heavy on my shoulders. Over the past decade, with the help of my team, colleagues and family, I have chosen a true purpose that will live on for future generations.

“Being the only girl in my parents’ family, having four

sons and no daughters in my family, and having no girlfriends while growing up, let’s face it, I was a true tomboy.

I could fix the family cars, build a house, fly an airplane, ride a motorcycle, be the landscaper and be the only girl water polo player in the entire league in high school.

“Not only had I been the only female in several situations, it wasn’t something that scared me, it was just the way it was. Having my mother repairing her own roof at the age of 71 was normal. The Patno women got it done and did not think twice.

“Women’s economic growth, gender equality, confidence and empowerment became my mission. When women were taken advantage of, the systems to help were missing, and there was a lack of collaboration between resources, the path for NAWRB was shaped. So, I asked myself, “Why not me?” When Esther Ayuk asked if I would fly to New York and bring our leadership to help the women of Ghana and other African countries, I didn’t think twice. I said yes without hesitation.

“Women, including five first ladies and a president, had been flying all night from several continents. As these incredible women dressed in beautiful colors began to arrive, it was time to unite our wisdom and resources for women.”

Anna Mokgokong, Honorary Consul General of Iceland and Executive Chairperson, Community Investment Holdings, has utilized her entrepreneurial skills to achieve demanding goals since she was a girl. Mokgokong, a medical doctor and former restaurant owner, said, “Women of the world, luminaries in their own right, gathered in New York City to discuss a much debated and talked about subject, the emancipation of women and the development of the girl child. For us in leadership positions, it is critical that we become the agent for change, as the thrones of power and influence we sit on could be catalytic in bringing about change. The thrones we sit on could leverage the needed policies that can enable the empowerment and emancipation of women by fostering the development, training and education of young girls.

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72ND U.N. GENERAL ASSEMBLY In my company we focus on three key areas: providing bursaries for girls to train in tertiary institutions, including a program for medicine training; women’s entrepreneurship policies that foster the support of women in our companies’ procurement, which is embedded firmly in policies created by the social and ethics committees; and corporate social responsibility, meaning being a responsible corporate citizen and supporting girls and women in the community where we do business.”

The gender equality movement for women and girl necessitates wide, passionate participation. For leaders and people of power, leveraging your reach and network to advance the movement is an invaluable tool.

Ebelechukwu Nwachukwu, CEO of Zenith General Insurance Company, Nigeria, encapsulated the important in always going above and beyond and thinking ahead for revolutionary women, lest their progress be jeopardized and erased. “The road to V.P. is a long one, and then once you get to V.P., the road is still long because there are about seven different levels of a vice president,” Nwachukwu described. “We want to develop our women, but we want them to have purpose and impact in their work.

It’s not just about the position; it’s about what will you do when you are in that seat, and whether you are clear about what you can do and how you can drive change and make a difference.”

Just like it takes a village to raise a child it takes a community to advance a movement. With their unique understanding of the intricacies of gender equality, women leaders are advantageously positioned to spread

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awareness and influence leading to systematic change on an international scale.

First Ladies on a Mission

The First Ladies on a Mission Roundtable ignited ICOGAS 2017 with the theme of The Role of Women Leaders in Delivering SDGs, featuring Ameenah Gurib, President, Mauritius; Reema Carmona, First Lady, Republic of Trinidad and Tobago; Dominique Quattara, First Lady, Ivory Coast; Lorena Castillo de Varela, First Lady, Republic of Panama; Roman Tesfaye, First Lady, Ethiopia; and Sandra Granger, First Lady, Guyana.

Sandra Granger emphasized the importance of building the self esteem of women and girls and the role of this in their future success. She described a program in Guyana that issues certificates upon completion which are recognized by the government’s small business unit and microfinance enterprises. Program graduates can then present their certificates as proof of education, enabling them to access fundamental loans or grants.

“For me it is important to understand the girls and where they are coming from,” Granger, who was honored with the Centre for Economic Leadership and Development (CELD’S) Global Female Leadership Impact Award during the roundtable, said. “These are not just young girls who had been attacked by their boyfriends; some of them had been raped or been victims of incest or trafficking.

They came from different backgrounds, so we had to teach them to believe in themselves in the first instance and we have been achieving some success in that.

72ND U.N. GENERAL ASSEMBLY “For those of us who come from small developing states, where we have this wide base of women who might not achieve the dream which we all hope at one stage, at least we can put them on the step where they can see the possibilities.”

Roman Tesfaye, First Lady, Ethiopia, spoke on her beginnings and motivations in the women’s movement. “The problems are many and it’s tempting to choose which initiative to undertake and which not to,” Tesfaye stated.

“As soon as my husband, the Prime Minister of Ethiopia, assumed his office, I was wondering which initiative and problem of children and women I should address. I decided, for the first time, to undertake the women’s economic empowerment initiative because I am an economist by vocation, and in addition to that, I strongly believe that economic empowerment for women is likely to have dominion and control over all other social and economic spheres. I have to help women and girls in order to be independent economically and help them unleash their potential to contribute to the country as a whole.”

As Tesfaye identifies, economic empowerment for women has an effect on every aspect of their lives; for this reason, gender equality is fundamental, and its absence throughout history carries with it that much more significance.

Simply considering the number of women and girls who have been held back, had their dreams destroyed, and prevented from fulfilling their potential is astounding.

Economic independence allows women to live freely, empowering them to feel secure in changing careers or solidifying their professional progress through life milestones like homeownership.

It’s time to let women live life on their own terms.

Conclusion

By presenting a platform for renowned leaders of global economies, seasoned businesswomen and academics, and industry titans and development partners to meet and collaborate, 2017 ICOGAS established the foundation for global partnerships addressing women’s issues on a global scale.

The collaboration at the conference and longstanding relationships NAWRB had the privilege of forming remind us of the reason we do what we do. The women’s movement for gender equality doesn’t move forward by leaps and bounds, it does so slowly but surely. This is what NAWRB does, whether from our headquarters in California or an international leaders panel in New York, we move women’s gender equality forward in the meaningful ways.

“It’s time to let women live life on their own terms.”

By attending and participating in events like this, NAWRB is helping pave the way to success for tomorrow’s generation of women and creating a global platform for women to leverage in service of gender equality. The influence and passion present at ICOGAS 2017 was clear, and NAWRB is honored and energized to be at the forefront for women in the housing ecosystem as part of this inaugural ground-breaking event.

In providing an in-depth look at the imbalances women face on a global scale, the speakers and leaders at ICOGAS 2017 are instrumental to developing solutions for these problems. Seemingly simple, the acknowledgement of these gender-based obstacles is a feat in and of itself, as history reminds us that the absence of equality between women and men was at one time been considered acceptable. Today, this inequality continues to be commonplace, albeit on a smaller scale in some regions.

As individual countries working together across oceans and hemispheres, we can create a more equal world.

Events like ICOGAS 2017 and its attendees are helping by effectively propelling the movement forward one step at a time.

Desirée Patno

President & CEO of NAWRB

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TABLE of

CONTENTS

34 sheCenter(fold) Gina Diez Barroso

4

On the Margin of the 72nd U.N. General Assembly: Women’s Global

52

Women Veterans: The Challenges They Face & A Way Forward

by Erica Courtney

55 56

13 20 22 27 29

Leadership Advancing Economic and Innovative Growth for Women in Emerging Countries

sheShowcase Natural Disasters: Know the Resources Cybersecurity Q&A with Crowell & Moring’s Paul Rosen Current Corporate Management Diversity by Betty T. Yee

58 31 33 34 40 41 42 45 50

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DC Finance Family Office & Wealth Management Conference: Art Basel, Florida Kate Spade sheCenter(fold) Gina Diez Barroso Women Leaders at the Front of the Line - NDILC in the News Fashion page

61 63 64 66 67

Has the Role of Women in Business Made Progress? Women in Real Estate & Technology by Debbie Hoffman & Alexandria Decatur SWAN MBA’s Independent Mortgage Bankers Conference 2018

by Gwen Muse-Evans From the Netherlands to Washington, D.C. - An NAWRB Intern’s Journey

by Marissa de Swart Read it / Watch it Reviews The Fight for Women at Art Basel Creating A Female Coalition Can Define Your Leadership Influence

by Valerie H. Little, Ed.D. Kickboxing Upcoming events

What Working Women Give Up to Climb the Executive Ladder

by Kim Lanham Life of a Female Veteran: U.S. Army Combat Veteran Erica Courtney (Part 2 of 6) Infographic: Women’s Snapshot

Vol 7. Issue 1: Women’s Economic Growth

NAWRB Magazine Volume 7, Issue 1, Women’s Economic Growth, brings together a diverse array of voices in conversation about how we can provide women professionals with opportunities and resources for economic independence and stability. This issue presents the current issues women face in their professional and personal lives, from gender imbalances in the workplace, changing dynamics in the industry and the struggle in maintaining a work-life balance.

We have the utmost pleasure of introducing Gina Diez Barroso, President and CEO, Grupo Diarq; Founder, Fundación Pro-Educación Centro and Fundación Diarq; and Chairman, Dalia Power as our sheCENTER(FOLD). Diez Barroso, founder of Mexico City’s first and top-ranked university specializing in creative studies, and one of only two Hispanic women in the C200, takes us through her childhood in Mexico and her journey to success in an exclusive interview with NAWRB. Her story will inspire women and young girls to be tenacious in achieving their goals.

Our contributor articles bring invaluable knowledge of the current trends and issues in the housing ecosystem, including the important role women play in real estate and technology, the sacrifices women make in climbing the corporate ladder, the power of having a strong female coalition in one’s leadership, an interactive discussion on cybersecurity, and more.

This issue includes the sequel of a moving six-part autobiographical series from U.S. Army combat veteran and 2020vet CEO Erica Courtney. In addition, California State Controller Betty T. Yee makes an exclusive contribution to this issue, discussing the necessity of have a diverse management team in a corporate setting.

NAWRB Magazine is your prime source for women’s issues in the housing and real estate ecosystem on a global scale. We not only deliver the most pressing obstacles women face in achieving professional advancement and economic growth, but also possible solutions for helping them succeed for generations to come. When women are given the opportunity to thrive in the workplace and hone their talents, it benefits everyone— from businesses to families. Come join us on the front lines of gender equality in effecting change for all.

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

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WOMEN’S ECONOMIC GROWTH

PUBLISHER/ EDITOR-IN-CHIEF

Premier

Proud Winner of Publication Excellence 2015- 2017 Grand

Desirée Patno

SENIOR GRAPHIC DESIGNER

Kendall Roderick

CONTENT WRITERS

Burgandy Basulto

PRODUCTION ASSISTANTS

Jay Jones Yvette Hernandez Lucille Chaney Jing Tian

Executive

CONTRIBUTORS

Kim Lanham Debbie Hoffman Alexandria Decatur Valerie H. Little, Ed.D. Betty T. Yee Marissa de Swart Paul Rosen Gwen Muse-Evans Erica Courtney Gina Diez Barroso

NAWRB.com As a leader in Women’s Economic Growth, we provide new emerging ideologies, employment & business opportunities, accountability &

deliverables on behalf of women in the housing & real estate ecosystem, bringing women to the forefront to advance

women’s independence. for generations to come. /NAWRB

/NAWRB

NAWRB Magazine is a bi-monthly magazine featuring unique content, articles on diversity, inclusion and engagement 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.

949.559.9800 | Media@NAWRB.com

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How much should we as a nation allow them to sacrifice once they leave the military?

Although not officially recognized as members of the armed forces until 1901, the involvement of women in the military dates back to the Revolutionary War.

Each year, the population of women veterans grows steadily due, in part, to the increasing number and proportion of women entering and leaving military service. Most women veterans possess those traits that are valued in military service and beyond: steady nerves, sound judgment, courage, tenacity, patriotism, and sacrifice. The question is, how much should we as a nation allow them to sacrifice once they leave the military? Do we adhere to what President Lincoln said so many years ago? With the words, “To care for him who shall have borne the battle and for his widow, and his orphan,” President Lincoln affirmed the government’s obligation to care for those who serve. Clearly he wasn’t expecting to add women to his speech but here we are, serving right beside our male brethren as a force multiplier adding value in ways never expected.

Women have proudly served their country throughout all periods of United States history, whether disguised as male soldiers during the American Revolution and Civil War, or as nurses in World War I. They have taken roles in aviation, medicine, communications, intelligence, science, and technology fields during WWII, and in combat arms during OEF/OIF. It is the extent of their involvement, degree of militarization, and integration into the services that have changed dramatically over time.

Unique Challenges: Women veterans face unique chal-

lenges that their male veteran counterparts and female business owners do not. As the fastest growing cohort

within the veteran community at 9.4 percent (2M), expected to grow to 16.3 percent by 2043, it is imperative we capture data on this demographic in order to address specific needs.

Historically, only 1.4 percent of all female Americans have served in the armed forces. Their unemployment and suicide rates are at an epidemic high; they are less likely to win contracts and ask for loans; they have higher rates of homelessness; and they lack VA mental and physical health care addressing women’s needs. They may become entrepreneurs by necessity as they face unusually high unemployment rates of 11.1 percent compared to 7.1 percent for other women.

Younger women veterans face a rate of 35.4 percent.

They also face the cultural challenge of going from a soldier to what society expects of appropriate female behavior. They are more likely to have family to take care of and have a harder time translating their military experience into civilian speak. Even if they were combat arms, males are often seen as warriors and women veterans regularly do no self-identify as a veteran.

Then, there are factors like the lack of access to capital women face, as a whole. They are 21 percent less likely than males to win government contracts. A recent report revealed that women are less likely to ask for business loans out of fear of being denied, even though their financial profiles are often better than their male counterparts.

Women veterans are three times as likely to experience homelessness and poverty over non-veteran women. They suffer higher rates of PTSD and depression over their male veteran counterparts, but less substance abuse. According to the VA, women veterans die by suicide at six times the

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WOMEN VETERANS herent trust amongst women veterans, and they are willing to learn from one another because of a sense of community and shared experiences. By providing these women purpose, it is powerful.

Timing: It is somewhat unclear what is causing these

rates due to serious lack of data. What we do know is if we provide them the tools to be successful in business, it gives them purpose and a livelihood they can be proud of.

By empowering them to make up for lost time while they were serving their country, they add to the system instead of drawing from it, which ultimately helps the veteran, the community and nation.

“This is a great time to be a women veteran entrepreneur as we are the fastest growing segment within the entrepreneurship community.� rate of non-veteran women. Younger women veterans are at higher risk at 12 times the rate of non-veteran women.

Compare this to male veterans who have twice the rate of suicide over non-veteran males. It is an epidemic. While only constituting 15 percent of the military, women account for 95 percent of reported sex crime victims and are considered seriously underreported due to retribution.

From 2005 to 2015, the number of women veterans using VA health care increased 46.4 percent, from 237,952 to 455,875.

The changing demographics of the women entering, and ultimately leaving, the Armed Forces have an impact on the kinds of services they will require in the future. As more and more women move into the ranks of veterans, it becomes important to investigate their post-military outcomes. Who are women veterans, and how are they different from their non-veteran counterparts? How do women veterans use the benefits and services?

Finally, we should be connecting women veterans to help each other through the transition. When attending veteran events, it is apparent there are few women participating or in positions of leadership. Many voice their frustration of being the minority and feeling out of place. We should be working to unite this demographic amongst their peers. There is in-

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Veteran women entrepreneurs possess traits that make them ideal business owners. Due to military training and knowledge, veterans are dependable, conditioned to make hard decisions, have integrity, take initiative and can adapt easily to challenging and evolving situations—all characteristics of a successful business owner. These women may see entrepreneurship as a means to prosper on their own terms by being their own boss.

This is a great time to be a woman veteran entrepreneur as we are the fastest-growing segment within the entrepreneurship community increasing by an astonishing 296 percent since 2007. Some of the reasons include a slight increase in women veterans; they are building businesses out of necessity; 40 percent of veterans are going into business for themselves as compared to the 10 percent Vietnam era entrepreneurs; more veterans have disability ratings than in wars past due to technology and better equipment; recent positive legislative changes; demand for third party corporate certification; and more available resources in terms of capital, education and counseling.

It is important to note that despite the hurdles, veteran business owners have proven to be twice as successful in terms of revenue and business longevity, are twice as likely to hire other veterans, and contribute over $1.2T in sales receipts, $210B in annual payroll and employ over 5.79 employees. In 2012, veteran women-owned businesses were responsible for nearly 20 billion in receipts-an increase of 26.3 percent since 2007.

Veteran women continue to serve the United States by reinvesting and devoting themselves to the future, not through military service but through entrepreneurship.

They are no stranger to hurdles and overcoming barriers as many dealt with this routinely while serving in a male-dominated profession. They are strong, smart and

WOMEN VETERANS

“Women veterans die by suicide at six times the rate of non-veteran women.

Younger women veterans are at higher risk...” driven, but we must understand specific challenges they face so we can help them be successful. Through entrepreneurship, many of the issues the community faces subside.

Instead of masking the problem through medication prescribed at record rates, healthcare systems trying to keep up with a new demographic, and job placement programs in which the majority of veterans quit by year two, let’s put our efforts towards something that is working. It is not only a moral imperative that we take care of them, but an economic one as well.

Backup: Currently not one document lays out the issues

and statistics-this is a compilation of data from many credible sources: VA, US Census Bureau, DOL, SBA, DOD, Public Law, GAO, American Community Survey, National Center for Veterans Analysis and Statistics, VetPop2104, Defense Manpower Center, National Women’s Business Council, Women Impacting Public Policy, Disabled American Veterans, and Forbes.

• The overall veteran population is projected to decline over the next 25 years; however, the number of female veterans will increase both in absolute and relative terms.

• Women are now the fastest growing cohort within the veteran community.

• In 2015, women comprised 9.4 percent of the total veteran population in the United States at 2M. By 2043, women are projected to make up 16.3 percent of all living veterans.

• The total population of women veterans is expected to increase at an average rate of about 18,000 women per year for the next 10 years.

• Women represent about 15 percent of active duty military, 18.8 percent of the Reserve and Guard, and 20

percent of new recruits, according to the U.S. Department of Defense. Nearly 280,000 women have served Post 9/11 in Afghanistan and Iraq.

• Roughly 25 percent of women veterans served only in peacetime defined from 1975-1990.

• Most women veterans alive today served only during Post-9/11 period of military service, or September 2001 to present.

• Women veterans represented 11 percent of the forces that have deployed in support of Iraq and Afghanistan, representing the largest cohort of women in history who were extensively involved and active in combat operations.

• In 2015, 23.4 percent of all women veterans were currently divorced compared with 12.6 percent of non-veteran women.

• In 2015, 19 percent of women veterans were African American, compared with 12 percent of non-veteran women. African American women are also overrepresented compared to African American men in the military.

• Twenty percent of all living women veterans served only during peace times. Fifty-six percent of all women veterans have served during the Gulf War Era (August 1990 to the present).

• A higher percentage of employed women veterans 17 to 64 years old worked in the government sector (34 percent) than non-veteran women (16 percent).

• About 10 percent of all women veterans and 15 percent of all non-Veteran women had incomes below the poverty threshold.

• Roughly 44 percent of women veterans had some college as their highest level of education compared to 32 percent of non-veterans. Overall, a higher percentage of

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WOMEN VETERANS all women veterans (34.5%) than non-veterans (28.1%) had completed a Bachelor’s or advanced degree.

Women Veterans Mean Business

• As of 2012, there are 383,302 veteran women-owned businesses in the U.S., making them the fastest-growing segment within the entrepreneurship community.

This reflects an increase from 2007 of nearly 300 percent, or an additional 286,188 businesses.

• During that same time period, by comparison, the number of businesses owned by male veterans actually decreased by 7 percent, and the total number of businesses, nationwide, grew by about 2 percent.

• The number of women veteran business owners has expanded rapidly. In 2008, only 2.5 percent of veteran business owners were women; as of 2012, that number was up to 4.4 percent.

• In 2007, 4 percent of U.S. businesses were veteran women-owned. By 2012, it increased to 15.2 percent • In 2012, veteran women-owned businesses were responsible for nearly 20 billion in receipts in 2012, an increase of 26.3 percent since 2007.

• States with the highest number of veteran women-owned firms include California, Texas, Florida, New York, and Georgia.

• Top industries include Other Services, Health Care and Social Assistance, Administrative and Support and Waste Management Remediation Services. Professional, Scientific and Technical Services and Retail Trade.

• 30 percent: The portion of all American businesses owned by veterans; interestingly, while veterans make up only 8 percent of the U.S. population, they are twice as likely to own a business as the general population.

• Studies show that veteran business leaders, male or female, tend to hire veterans at twice the rate of non-veteran firms and are twice as likely to be successful in terms of longevity and revenue.

The Business Landscape for Women

• A report by Babson College on the Goldman Sachs 10,000 Women Initiative revealed that women are less likely to ask for business loans out of fear of being denied, even though their financial profiles are often better than their male counterparts.

• Women business owners in general are 21 percent less likely to win federal contracts over men—more data is needed

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to determine what the disparity is for women veterans.

• Thirty-nine percent of women looking to expand their businesses get a conventional loan, compared with 52 percent of male-owned companies.

• Women account for only 16 percent of conventional small business loans and 17 percent of SBA loans, even though they represent 30 percent of all small companies. Of conventional small business loans, women only account for 4.4 percent of total dollar value of loans from all sources. In other words, just $1 of every $23 in conventional small business loans goes to a woman-owned business.

“Women are now the fastest growing cohort within the veteran community.”

• Women receive just 7 percent of venture funds, and the percentage of female venture capitalists has actually declined from previous years. That decline means less women are in the position to support women entrepreneurs by investing in their growth.

• Women in contracting terms are considered minorities. Additionally, being a veteran is a subset within the women business owned group in which very little data exists to show disparities. It is known that minority firms indicate large disparities in access to financial capital, are found to pay higher interest rates on loans, are more likely to be denied credit, and are less likely to apply for loans because they fear their applications will be denied. Furthermore, minority-owned firms are found to have less than half the average amount of recent equity investments and loans than non-minority firms. Even though minority status helps in some areas of contracting, there seems to be more barriers to overcome than the benefit of being a set-aside group.

Unemployment

• The current unemployment rate for women who have served since 9/11 is 11.4 percent compared to 7.1 percent for other women, while that same rate for male veterans is 4.5 percent.

• Among young female veterans, the numbers are worse for ages 20-24 having an unemployment rate of 35.4 percent.

• Women vets have a lower workforce participation rate – according to the BLS, 61.9 percent of female veter-

WOMEN VETERANS

“The lessons learned through military service, like leadership, teamwork, competitive spirit, mission-orientation & ambition, are the same attributes needed to succeed in business.” ans are in the labor force, while that same number is 81.6 percent for men. This doesn’t even take into account those women who are so discouraged they drop out of the labor force entirely.

• It is estimated that 2 percent of all women veterans and 13-15 percent of them living in poverty experience homelessness for over a year.

• Nearly 80 percent of homeless veterans suffer from mental health disorders, drug and/or alcohol abuse, or co-occurring disorders.

• In 2014, 40 percent of homeless female veterans were middle-aged using VA’s homelessness programs, 31 percent were considered older, 8.5 percent are OEF/OIF and 4.3 percent are considered younger women veterans.

Mental and Physical Health

• While only constituting 15 percent of the military, women account for 95 percent of reported sex crime victims. According to a recent Pentagon report, the rate of violent sexual crimes within the military has increased by 64 percent since 2006.

• Female veterans are more likely to have children and family to take care of than male veterans, making it harder for them to find and hold down a job.

• The Department of Defense is aware that this is a “very under-reported crime,” for fear of retribution with actual incidents of military sexual assault (MSA) being 6 times higher than reported.

• Studies have shown that if a male and female veteran interview for the same job, the male veteran is seen as the ‘warrior’ despite the fact that the woman may have encountered much more danger over the course of her career. Often, the male gets the position, even if both are equally qualified.

• Because those who experience personal violence, including rape, are 6.5 times more likely to experience homelessness, women veterans who have experienced Military Sexual Trauma are at a greater risk for experiencing homelessness, especially when compounded

by PTSD.

• Homeless women veterans face substantial barriers to employment. According to the VA, 77 percent of homeless female veterans were unemployed. One of the key factors for this larger percentage could be the lack of accessible and affordable child care.

• Data from 2012 show women are less likely to be diagnosed with a substance abuse problem over male veterans, but are more likely to have serious mental health illness, particularly PTSD and depression.

Homelessness

• Because veterans are overwhelmingly male, many of

• Veteran women are more than three times as likely as non-veteran women to live in poverty and experience homelessness.

• The number of women veterans accessing VA specialized homeless programs has tripled in the last five years.

• It is estimated that between now and 2020 there will be an increase of 4.4 percent participation in VA homelessness programs. From now to 2025, the number will rise to 9 percent.

• HUD determined that 9.1 percent of the entire veteran homeless population are women.

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WOMEN VETERANS the VA programs designed to help veterans have do not serve the specific needs of women veterans. Despite this rapid and significant rise in the number of women veterans, VA programs are slow to change to address this changing demographic. o A third of VA clinics don’t even have gynecologists on staff. o Thirty-one percent of VA clinics lack the resources to provide treatment for sexual assault despite the fact that approximately 1 in 4 women report having experienced military sexual trauma.

• The VA lists women veterans as a top priority through the increasing quality and accessibility of its services, through outreach and education campaigns that specifically target women veterans, and through the creation of additional surveys and research agendas that focus on the needs of women veterans.

• According to the VA, women veterans also die by suicide at 6 times the rate of non-Veteran women. Younger women veterans are at higher risk at 12 rimes the rate of non-veteran women. By contrast, male veterans have twice the suicide rate as their civilian male counterparts.

• From 2005 to 2015, the number of women veterans using VA health care increased 46.4 percent, from 237,952 to 455,875. To put this in perspective, about 13.1 percent of all women veterans in 2005 used VA health care compared with 22.4 percent of all women veterans in 2015.

• In 2015, 405,418 women veterans received compensation from VA for a service-connected disability, representing about 20.1 percent of the total population of women veterans. Fifty-four percent of women veterans receiving compensation had a combined disability rating of 50 percent or higher.

• The top five conditions for women veterans in 2015 (post-traumatic stress disorder, major depressive disorder, migraine, lumbosacral or cervical strain and uterus and ovaries removal) accounted for roughly 33 percent of all service-connected disabilities for women veterans.

• Of the women veterans receiving compensation for a service-connected disability, roughly 72 percent were between 25 and 54 years old (Figure 22). Women ages 45 to 54 made up 26 percent of the total population of women veterans receiving service-connected disability compensation in 2015.

• In 2015, 149,375 women veterans used education benefits. This represented about 7.4 percent of the total

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population of women veterans. Roughly, 61.2 percent of women veterans who used education benefits did so from age 25 to 34 years old.

• Many studies show women increasingly feel ignored, dismissed, disenfranchised as everything is centered around male vets-going back to pre 1970s terminology of the ‘invisible veteran’.

• Women veterans are unlikely to self-identify as women veterans, especially for those that have not served on active duty abroad.

• Historically, only 1.4 percent of all female Americans have served in the armed services, compared to 13.4 percent of all male Americans. This is one reason women feel alone, especially when trying to relate to the vast amount of women who have never served.

• Current numbers show all living Americans who have served in the military at some point in their lives is at 7.3 percent, and women make up less than 1 percent of living veterans.

“Because veterans are overwhelmingly male, many of the VA programs designed to help veterans have do not serve the specific needs of women veterans.”

Military Veterans in Business as a Whole

Despite common misconceptions and stereotypes, successful veterans are not wedded to bureaucracy. In fact, they thrive in small groups, having led small teams or platoons throughout their military career. They are flexible, having been plunged into a highly unique environment with pressure cooker situations requiring literal do or die-based skill training. They learned how to be leaders early in their career, know how to execute plans and have the drive and desire to continue to be leaders after military service.

The lessons learned through military service, like leadership, teamwork, competitive spirit, mission-orientation and ambition, are the same attributes needed to succeed in business. More veterans are born with winning entrepreneurial

WOMEN VETERANS

“Today’s service men & women are smarter, better trained, equipped, & prepared than at any time in the nation’s history...” personality traits, which combine well with military training and experience. According to a 2009 study on veterans in the entrepreneurial world, veterans possess greater entrepreneurial personality characteristics than those who are not veterans. Bow Rodgers, an angel investor, veteran and president of Vet-Tech, and Doug Doan, veteran and founder of Hivers and Strivers, have identified the following skills and personality traits that make veterans good entrepreneurs: • Early leadership training: The armed services teach leadership to all recruits, and provide experiences needed to practice what they have learned.

• Leadership growth: Many are eager to continue being leaders even after they leave the service. Twenty percent of every dollar spent on an Army officer, for example, is spent on professional development.

• Working with teams: Whether on the battlefield or in strategic planning, veterans are surrounded by teammates, which serves them well when running a business.

• Focus and execution: “American soldiers get more done by 9 a.m. than most people do in a day,” touts a NaVOBA flyer that urges people to “Buy Veteran.” With this work ethic, it is no wonder they make great entrepreneurs. “These are fine young men and women with fine ideas who have the ability to execute,” Rodgers says. “If you don’t have the team to execute, what good is the good idea?”

“A 22-year-old responsible for leading 46 men and tens of millions of dollars of equipment is going to screw up. He/she is also going to develop much faster as a leader relative to peers.”

• Knowledge seekers: Veterans are good at seeking knowledge from subordinates and learning iteratively.

They review what did and did not work after every exercise, something that serves startups well.

• True doers: Many vets who joined the military after 9/11 were driven, unafraid, and determined to directly confront the biggest challenges of the era. Having elected to shoulder the responsibilities themselves rather than watch or comment from a safe distance, they are the “true doers” of this generation.

• Best practices: Today’s service men and women are smarter, better trained, equipped, and prepared than at any time in the nation’s history, especially those coming out of the military academies.

Erica Courtney

U.S. Army Officer, Advocate and Entrepreneur

• Progress after a failure: “The military’s culture has adapted to support the development of leaders well-suited for entrepreneurship by teaching how to plan for failure, how to seek knowledge from direct reports, and how to learn iteratively as a group. The military entrusts significant authority to junior leaders who are expected, and encouraged, to fail during the early stages of their careers,” writes veteran entrepreneur Blake Hall.

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sheSHOWCASE

Ginger Wilcox

The U.S. Small Business Administration named Kathleen McShane as Assistant Administrator of their Office of Women’s Business Ownership. McShane, creator of Ladies Launch Club, has 17 years of experience in the corporate sector. In this position, she will manage efforts to increase the growth of women-owned businesses.

Carina Cortez

Kathleen McShane

Spotlight Capsilon, a leading partner for delivering cloud-based digital mortgage solutions, named Ginger Wilcox Senior Vice President of Marketing. She previously working for Sindeo as CMO and Chief Industry Officer, which she helped launch. Wilcox will lead the company’s marketing, brand positioning and product growth.

Carina Cortez appointed Executive Vice President of Human Resources at Ellie Mae, a mortgage finance industry. Cortez was formerly Vice President of Human Resources for Walmart. In her new position, she will manage human resources, attract diverse talent, and lead workplace planning.

Kathy Rheault Anna Kaminsky

Kathleen Broich, MBA, joined Accredited Investors Wealth Management™.

Broich brings with her nearly 10 years of experience in the legal and corporate health care industries.

Kathy Rheault promoted to Vice President and Mortgage Loan Officer at Bell Bank. She brings with her 27 years of mortgage industry experience.

Anna Kaminsky joined Travelers Haven and Hotel Engine as Vice President of Accounting & Financing. Kaminsky brings over 10 years of experience in the field and previously worked at iZotope.

Elizabeth Peetz

Hilary Provinse appointed Executive Vice President & Head of Mortgage Banking at Berkadia. Provinse has over 20 years of commercial real estate experience including over 15 years at Fannie Mae.

Choice Financial promoted Becky Cronin to Senior Bank Operations Specialist. Cronin previously worked at the financial institution as Director of Transaction Services from 2006 to 2015.

The Colorado Association of Realtors appointed Elizabeth Peetz Vice President of Government Affairs. Peetz is a licensed attorney in Colorado, Nebraska and Washington, D.C.

Michele Jacobs

Nicole Jensen named Vice President of Business Technology at MIBOR. She previously served as CEO of the Palm Springs Regional Association of Realtors and MLS.

Hilary Provinse

Fabienne Lecole

Nicole Kitowski appointed to Associated Bank’s Executive Committee. She is currently the bank’s Executive Vice President and Deputy Chief Risk Officer.

Lourdes Menendez named Director of Marketing and Business Development at Dadeland Mall, a property of the Simon Property Group. She previously held the same role at Fashion Valley in San Diego.

The Economic Council of Palm Beach County hired Michele Jacobs as Chief Strategy Officer. Jacobs was previously at the Forbes Company as Corporate Director of Marketing and Operations for the Florida portfolio.

Nicole Heran

Amanda T. Huston joined Coan, Payton & Payne. She will focus on Business Law and Real Estate matters.

Top Producer Fabienne Lecole joined Compass, a luxury real estate startup.

Lecole previously worked at the Corcoran group, which she joined in 2001.

Kathleen Broich

Becky Cronin

The Federal Reserve Bank of Richmond promoted Lisa White to Executive Vice President of Supervision, Regulation and Credit. White joined the bank in 1995 and has served in several roles.

Nicole Jensen

Nicole Kitowski

Amanda T. Huston

Lisa White

Lourdes Menendez

sheSHOWCASE

Skanska USA promoted Nicole Heran to Project Executive for South Florida.

She previously served as the company’s Senior Project Manager for 11 years.

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From the hurricanes that hit Texas, Florida and Puerto

Rico, to the wildfires that consumed parts of California’s Wine Country, this year has been fraught with catastrophic natural disasters which have uprooted countless Americans from their stable lives. These disasters, also including tornadoes, hail storms, droughts, cyclones and floods, destroyed properties, businesses, communities, cities and United States territories; left families and their pets without shelter, food, utilities and vulnerable to disease; and caused hundreds of deaths and casualties.

The National Oceanic and Atmospheric Administration (NOAA) reports that 15 weather and climate disasters in the U.S. have each caused over $1 billion in damages in 2017 alone. These events have resulted in the death of 282 people and have had consequential economic effects in the locations affected. As of October, the costs for the major hurricanes—Hurricanes Harvey, Irma and Maria—are still being calculated. An article from USA Today, however, estimates that Hurricane Harvey will reach at least $190 billion in damages.

Hurricanes

Hurricane Harvey made landfall in August near Rockport, Texas, and its damaging effects spread across

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Houston and other surrounding areas. Harvey caused torrential rainfall and flooding, causing more than 30 inches of rainfall on almost 7 million people and over 50 inches on 11,000 people. This historical flooding, according to the NOAA, separated over 30,000 individuals from their homes and damaged or destroyed over 200,000 homes and businesses. Eighty-four lives were tragically lost because of the effects of Harvey.

In the following month, Hurricane Irma stormed through U.S. Virgin Islands St. John and St. Thomas before making landfall at Cudjoe Key, Florida. The citizens of Florida Keys witnessed 25 percent of buildings

destroyed while 65 percent were significantly damaged.

The coasts of Florida and South Carolina, Jacksonville, FL and Charleston, SC were also affected by severe

In the Summer of 2017, dry weather conditions and drought created multiple fires in Montana, which burned over 1 million acres throughout the state. According to the U.S. Department of Agriculture, the largest fire was the Lodgepole Complex fire, impacting over 270,000 acres. Ranchers and farmers who were affected by recent natural disasters, by loss of livestock, grazing land, fences and trees, can receive help from safety-net programs administered by the Farm Service Agency (FSA) to recover their losses.

The Eagle Creek fire in the Columbia River Gorge, one of many wildfires in Oregon, began in early September. Believed to be sparked by illegal fireworks, the fires spread over 48,831 acres by October. Cascade Locks and Troutdale areas were given evacuation notices to leave their homes, while Portland experienced poor air quality from fallen ash. Firefighters were helped by cool weather and high humidity in containing the fire. In total, the wildfires that took place burned an area the size of Rhode Island and required over $340 million in firefighting costs, torching Oregon’s beloved nature landmarks, winds and coastal flooding caused by storm surge. Over the course of six days, Hurricane Irma cost the lives of 95 people.

Almost two weeks after Hurricane Irma, Puerto Rico and the U.S. Virgin Island of St. Croix were hit by Hurricane Maria. The winds of Hurricane Maria caused detrimental damage to Puerto Rico’s transportation, agricultural, communication and energy infrastructure, left nearly all of the territory without electricity, and caused the deaths of 38 people. Moreover, the extreme rainfall—reaching up to 37 inches—covered the island in flooding and mudslides. It will take time for Puerto Rico to recover their commerce and standard of living as its infrastructure is rebuilt.

Wildfires

The intense wildfires in the western and northwestern United States, most likely affected by the extreme drought that took place in several states, began in the beginning of June and continued intermittently until the end of September. Numerous fires burned over 8.4 million acres of land and consumed hundreds of homes.

This year exceeded the 10-year annual average of 5.9 million acres destroyed by wildfires.

including Mount Jefferson and the Three Sisters.

In the second week of October, the “deadliest week in California wildfire history” report state officials, many large wildfires devastated parts of northern California, including Napa, Lake, Sonoma, Mendocino, and Butte counties. According to the NOAA, the previous wet winter season, the dried vegetation from seasonal dryness during summer and autumn, and the hot, windy weather in October contributed to wildfire fuels. The wildfires became out of control very quickly, destroying thousands of homes and businesses and causing at least 40 fatalities.

Less than two months after the fires in northern California, the Santa Barbara and Ventura counties west of Los Angeles were hit by the Thomas Fire, which is currently the second largest wildfire in the state’s history.

In early December, powerful Santa Ana winds, going as

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NATURAL DISASTERS

fast as 60 mph, ignited flames through dry chaparral and blew embers forcefully through 100-foot buffers protecting nearby homes.

At time of writing, the fire has burned through 270,000 acres, an area larger than New York City, Washington D.C., and San Francisco combined, and 40 percent of the fire is still not contained. It is close to surpassing California’s largest recorded fire—2003 Cedar Fire near San Diego—which consumed 273,246 acres of land. So far, the Thomas Fire has burned more than 1,000 buildings; caused more than 100,000 people to flee from their homes; created over $124 million in damages; and resulted in multiple casualties, including 2 deaths.

More than 8,000 brave firefighters are risking their lives to contain the fire and protect the homes of nearby communities during the holiday season.

Tornadoes and Floods

In addition to hurricanes and wildfires, other natural disasters such as tornadoes and storms caused significant destruction and fatalities in the nation, costing at least $1 billion in damages.

Tornadoes alone, a little over 1300 in number, took the lives of 34 Americans between the months January and May. In the South, USA Today reports, 79 tornadoes tore through Gulf states and South Carolina in January, costing $1.1 billion and resulting in 24 deaths. Between February and March, 70 tornadoes swept across central and southern states, culminating in $1.8 billion worth of damage and causing 6 deaths. Eleven states in the Midwest were hit by tornadoes that created widespread destruction and an estimate cost of $2.1 billion.

California, Missouri and Arkansas dealt with extreme flooding in the months of February, April and May, respectively. Heavy rainfall in northern and central California caused damage by floods, landslides and erosion.

USA Today reports that about 188,000 residents had to be evacuated once the Oroville Dam spillway was damaged. Rivers along Missouri, Arkansas, Illinois and other

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.

NATURAL DISASTERS

states were flooded after 15 inches of rainfall breached levees. Taken together, these floods cost over $3 billion in damages and caused 25 fatalities.

Do You Think SBA Is Only About Small Business Loans?

You’re Wrong.

Countless Americans that have been affected by these listed natural disasters, are now left to rebuild their lives after this devastating loss. Some have to rebuild their homes, replace their possessions and recover their businesses. This will be incredibly costly if these individuals do not have insurance. According to the Federal Emergency Management Agency (FEMA), 75 percent of small businesses do not have a disaster plan, and 40 percent of small businesses displaced by a natural disaster do not reopen because of exorbitant costs.

Even if they do have insurance, it will cover much but not all of the required costs.

Astonishingly, every 2 out of three homes in the United States are underinsured by 22 percent, reports Value Penguin. Among renters, 3 out of five are not insured for their belongings. Of those homes that experienced flood damage from Hurricane Harvey, only 20 percent had flood insurance. These natural disaster victims with or without insurance, however, will find a resource in the Small Business Association (SBA), who offer low-interest Disaster Loans for businesses, private nonprofits, homeowners and renters who need assistance with uninsured costs.

Even those insured for natural disaster damage are encouraged to apply for a SBA Disaster Loan to provide funding until their check arrives from their insurance company. The SBA can lend you the amount of your total loss, even if you are unsure about how much your insurance will cover. The money received from your insurance, in turn, must be used to pay down your loan.

During Fiscal Year 2017, the SBA approved a total of 27,263 disaster loans for a total of $1.7 billion— $1.3 billion for home disaster loans and $296 million for business disaster loans. The SBA processed 84,705 home loan applications and 10,882 business disaster loan applications, making a total of 95,587 processed loan

applications. For the victims of the California wildfires, the SBA’s Disaster Field Operations Center-West approved more than $30 million in 218 federal disaster loans for California businesses and residents.

“SBA’s disaster assistance employees are committed to helping businesses and residents rebuild as quickly as possible,” said Director Tanya N. Garfield in a press release.

“Don’t miss out on any assistance you may be entitled to by not registering. You don’t need to wait for your insurance to settle or obtain a contractor’s estimate.”

SBA offers one-on-one assistance for disaster loan applicants at multiple local recovery centers. Applicants do not have to make an appointment to have someone walk them through the loan application process.

In 2018, the SBA is continuing to aid victims of these natural disasters through loans. For instance, it approved over $1 billion in low-interest disaster loans for over 28,000 Puerto Rico residents and businesses to

help them recover from Hurricanes Irma and Maria.

The deadline for filing for physical property damage is March 20, 2018. For economic injury loan applications, the deadline is June 11, 2018 for Hurricane Irma, and June 20, 2018 for Hurricane Maria.

The University of Houston has received a $2.3 million continuation grant from the SBA to help them create 300 new small businesses in Houston, Texas. The recipients of the award—Bauer College’s Small Business Development Center—services around 10,000 businesses a year in 32 counties along the Gulf Coast.

Other Resources

Wherever you are in the United States, whether you are a resident, homeowner, business owner or all of the

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NATURAL DISASTERS

above, when disaster hits, there are resources to help you.

Immediately after a disaster, contact the Federal Emergency management Agency (FEMA), Red Cross, and the Disaster Assistance Improvement Program (DAIP) for urgent needs like aid and shelter, various support services, and up-to-date information.

If you are a small business owner, there are additional resources available to you during the recovery process: • If you have a loan from the SBA, you may be eligible for deferred loan payments. If your loan postdates August 25, 2017 and you are located in a federal disaster area, your principal and interest payments will be deferred for 12 months. If your business is located near a disaster area, you may be eligible for a 9-month payment deferral.

• Small business owners can apply for federal assistance—in the form of cash grants— through the Federal Emergency Management Agency (FEMA), online or by calling 1-800-621-FEMA. • Local Small Business Development Centers (SBDCs) are available to help small businesses complete forms for disaster relief, recover records and relaunch their businesses.

• Small business owners should call their insurance agents to settle their claims after a natural disaster.

For detailed information on how to do this, visit the Insurance Information Institute’s website.

• Check to see if your industry and/or vendors offer help for your type of business in cases of emergency.

The executive women of NAWRB’s Diversity and Inclusion Council (NDILC), dedicated to helping raise the number of C-suite women and grow women’s employment at all levels in the housing ecosystem, are providing support for hurricane victims, including those businesses indirectly affected by these natural disasters.

NDILC council member Tami Bonnell is CEO of Exit Realty Corp. International, which has donated $300,000 each to victims of Hurricane Harvey and Hurricane Irma. “This record-breaking storm has left many families devastated,” stated Steve Morris, Exit Realty Corp. Founder and Chairman. “At times like this our EXIT Family rallies to help. It’s what we do.” The organization pooled these funds for those hit hardest by these natural disasters from their Habitat for Humanity and Red Cross disaster relief efforts.

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Linda Erkkila, NDILC council member, is General Counsel and Executive Vice President of Human Resources for Safeguard, a mortgage field services industry leader. Safeguard has provided outreach for hurricanes Harvey, Irma, Maria and Nate, as well as for the California wildfires by inspecting property damage for their vendor base. In addition, the organization sent their field

quality control (FQC) to help heavily-impacted areas in Puerto Rico and supplied the island with satellite Wi-Fi to facilitate communication.

NAWRB is dedicated to help those affected by these recent natural disasters find resources that can help them rebuild their homes, restart their businesses and regain a sense of stability in their lives.

“The hurt of losing a business you’ve worked decades to create, or a home that you purchased for your family through years of work and sacrifice, cannot be put into words,” said Desirée Patno, NAWRB CEO and President. “Single mothers lost their homes, a place of sanctuary and stability for themselves and their children, entrepreneurs running businesses out of their primary residences suffered a dual loss, and family-owned businesses have been forced to replace all equipment. These individuals, and many others with unique circumstances, now have to pick up the pieces and start anew, but they do not have to do so alone.”

e b y C

c e rs

y t i ur

A & Q

e Ros

n

aul P ’s g n i or M l& l e Q. What should executives w o r C do now? h t i w A. Begin by building the right team and understanding the

For many of us, hacking and cybersecurity concerns are

the last thing we want to worry about as we advance our real estate business and work with clients. But, as cybersecurity and government investigations lawyer Paul Rosen shares with us, now is the time to start thinking through your company’s protocols and preparedness. He would know. While chief of staff at the U.S. Department of Homeland Security, Paul helped navigate the government’s response to major hacking and security attacks, including attacks on critical infrastructure and personnel data.

key issues that must drive a cybersecurity plan. The goal of your plan should be not only to prevent a breach, but to have a clear and well-practiced incident response plan for when one occurs. A primary goal will be to protect your company’s sensitive and proprietary data, including any client information. If and when a breach occurs, know what you’re going to do, who you’re going to call, and how to quickly and effectively address the breach.

Q. How do you build a team?

Q. Paul, who should worry A. Your team should be a cross-disciplinary group that about cybersecurity? includes not only tech experts, but representatives from legal, A.

Cybersecurity is now an issue that impacts every U.S. business. The headlines in the news often focus on hacks at major companies, but small and mid-sized businesses are targeted every day. The real estate industry is regularly subject to system breaches, fraud scams, phishing attempts, and a host of other attacks. Historically, these problems were simply delegated to an IT consultant. But today, every business owner and executive should understand their cybersecurity infrastructure and be able to explain it to their clients and employees.

For industries like real estate, which handle sensitive personal information and banking accounts for clients, the stakes are particularly high.

customer relations, business units, public relations, and other areas. The key is to bridge the knowledge gap between the technical experts and the senior decision makers. This team should assess sensitive data, the technology in place to protect that data and prevent attacks, training opportunities for employees, and how you will respond if a hack occurs.

Ultimately, you must identify the accountable executive who will stay on top of the plan—from ensuring technology updates are made to facilitating regular check-ups. The buck always stops at the top, but a CEO or general counsel can’t be expected to have the necessary depth and bandwidth in cybersecurity to own the issue. But someone has to, and that someone has to be a senior, proactive, problem-solving executive.

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CYBERSECURITY

Q. What should senior executives who are not well-versed in technology understand?

A.

You must understand your network and data. Ask yourself: What data is sensitive or vulnerable to theft, either from a cyber breach or from an insider? What systems need to be protected, and how? What marketing data and trade secrets need to be protected? Your lead cybersecurity executive should also ensure that all patches and updates on software and threat prevention software are updated in a timely way.

Sometimes protecting your own data and systems isn’t enough. Often times, businesses rely on third-party vendors to transfer or store sensitive data. This means that the cybersecurity teams need to be involved in selecting contractors and vendors, including appropriate legal provisions in those contracts to protect your business. Any company considering an acquisition needs to ensure cyber due diligence is conducted.

Q. What does it mean to practice an incident response plan?

A. If your company is a victim of a cybersecurity attack, it

“Sometimes protecting your own data & systems isn’t enough.”

Q. How do you know if you’re ready?

A. Today, cybersecurity is an issue that every business

must manage, and even the most sophisticated technology companies must stay vigilant. The important thing to do now is to treat the issue as a business priority and to develop a plan for prevention, maintenance, and incident response that you can improve over time. It is also important to understand what your legal obligations are in the event there is a breach, which is often rooted in the nature of the sensitive information that is entrusted to you.

At the end of the day, cyber risks are here to stay and the more businesses can do to prevent and manage that risk, the better off they will be as the challenges around cybersecurity continue to evolve.

Paul Rosen,

White Collar, Investigations and Cybersecurity Lawyer—Former Federal Prosecutor & Homeland/National Security Executive

could mean a tremendous disturbance to your operations, and it will unfold at lightning speed. Take, for example, the recent Ransomware attacks that occurred over the summer. In many of those attacks, executives came into work to find their computers—and all of their files—completely inaccessible and held for ransom. Companies had to face serious questions about whether they would pay the ransom and whether it was legal to pay. In less problematic scenarios, companies face hours or days of downtime, which can jeopardize deals and raise client concerns.

When you practice a plan, you identify a scenario that your company could face. The cybersecurity team, and often executives, in your organization schedules a time to work through how they would respond and develop solutions for the problem scenario. Knowing who needs to be in the room, who to call, and what actions to take (or not take) with limited information are all critical learning experiences when it comes to the real thing. It will also help you think through business issues beyond the technology, such as client communication and press response. Practice is a key component to an effective incident response plan.

Women, we’ve got this!

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By: Betty T. Yee

Current Corporate

Management Diversity The diversity of business owners strengthens our nation as their unique perspectives are woven into their businesses, communities, and local and regional economies.

However, our nation’s rich diversity still is not reflected in the leadership of companies that sell us products and services and ask us to invest. What a loss.

The Status Quo

Today in the United States, women make up 51 percent of the population. We are 13 percent African American, 18 percent Latino, and six percent Asian Pacific Islander. Yet, here it is 2018, and I am only the 10th woman

According to McKinsey & Company, a staggering

45% of executive teams in the U.S. do not include one

non-white member.

ever elected to statewide office in California – the most ethnically diverse and most progressive state in the nation.

The lack of diversity among our elected officials is woefully apparent. However, behind the doors of board rooms and C-suites across the country, corporations are failing

to integrate diversity, and decisions are made without the range of perspectives that differing backgrounds bring.

According to McKinsey & Company, a staggering 45 percent of executive teams in the U.S. do not include one non-white member. Only about three percent of senior executive teams actually reflect the diverse make-up of our population. Fewer than one percent of Fortune 500 board directors are openly LGBT. Equally disturbing is the divide between the way male and female directors view diversity. A PricewaterhouseCoopers report found that 80 percent of women agreed “very much” that diversity leads to more effective boards, compared to just 40 percent of men.

The sad truth is hardly any corporate board vacancies are being filled by women or minorities. At the current rate of progress, it will take 25 years to reach a point of equality in gender representation at the senior vice president level. For the C-suite, gender parity would take 100 years.

Companies that rise and fall on quarterly earnings reports cannot wait a century to attain true diversity if they hope to succeed.

Not Just for Diversity’s Sake

The rate of progress remains at a glacial pace despite NAWRB MAGAZINE |

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CORPORATE MANAGEMENT

The sad truth is hardly any corporate board vacancies are being filled by

women or minorities.

growing evidence that diversity in management enhances company performance. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above national medians. For those in the top quartile for racial and ethnic diversity, that number is 35 percent.

Women are credited with bringing enhanced collaboration to the boardroom and the management team—and with creating a safer place for innovation, opportunity, and free exchange of ideas. Diverse perspectives and skills add greatly to organizational wisdom and help engineer visionary thinking and strategies. Clearly, companies are stronger when leaders have a broad array of skills, experiences, and viewpoints.

Moving the Needle

I serve on the boards of California’s two largest pension funds, CalPERS and CalSTRS. Both are actively engaging with corporations to achieve greater diversity on boards and management in terms of skill sets, gender, age, nationality, race, sexual orientation, and gender identity.

Both funds have called on the U.S. Securities and Exchange Commission to ask companies to enhance disclosure of board member nominees’ backgrounds. Improved disclosure forces businesses to become aware of their own lack of diversity—the first step to change.

The pipeline of diverse candidates for the C-suite is stymied by the lack of women and minorities at the senior management level. We know from McKinsey & Company that – at entry level – women are within 8 percent of gender parity. At the other end of the pipeline, men dominate the representation 4 to 1. The more organizations can increase the influence and visibility of top-level women and minorities, and connect them to workers early in their careers, the greater their success will be in increasing management diversity and creating inclusive work environments.

Recruiting Qualified Women

Leaders from a wide variety of economic sectors have not been actively included in corporations’ diversity outreach and recruitment efforts, but they should be. Years of experience in business and real estate is analogous to the experiences at the C-suite or board level in private sector corporations honing strategy, management, and oversight skills.

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Small business leadership entails developing long-term strategies for organizations, understanding uncertainties, and exercising sound judgment. It requires succession planning, performance oversight, and human resource management. In addition, business owners oversee procurement needs, integration of upgraded technology, and development of regulations. They make decisions on litigation or alternative strategies, manage risks, and are adept at understanding the role of government and community relations, lobbying, public relations, and communications–all attributes and experiences that make an ideal executive or board candidate.

The argument that there are not enough qualified women to fill high-level positions falls flat. The talent pool exists; it needs to be nurtured. More and more candidates are working their way through the pipeline from several career tracks. Universities are preparing the next generation of diverse entry-level professionals in business, housing, technology, government, and finance, showing the path to corporate leadership is theirs for the taking.

The evidence is clear and the opportunities are waiting.

Recruiters, executives, and investors take note: Board diversity is not a feel-good notion—it is just good business.

Betty T. Yee Chief Fiscal Officer of California, California State Controller

The evidence is clear & the opportunities are waiting. Recruiters, executives, & investors take note:

Board diversity is not a feel-good notion —it is just good business.

DC Finance Family Office & Wealth Management Conference Art Basel - Florida

Last year, NAWRB had the honor of representing women in

the real estate and housing ecosystem at one of the largest events for ultra high net worth individuals and family offices.

The events were hosted by one of the world’s leading conference organizers, DC Finance. This organization has built an international network of high net worth individuals, family offices and investors—spanning over 1,000 families that represent $300 billion collectively— that support one another and collaborate towards mutual success.

The organization is well-known for their Florida Family Office & Wealth Management Conference, that occurs at the same time as the high-profile Art Basel week.

Transitioning from water to the skies, Joseph Napoli, Chief of Staff and Senior Policy Advisor of the Miami Dade Aviation Department, spoke about the South Florida Aviation Industry.

The wide range of industries and topics mentioned on the first day continued throughout the course of the event. Attendees had access to informative sessions from expert thinkers and leaders in their respective fields. Topics ranged from Technology and Innovation and Medical Cannabis, to Impact Investing and Women in Private Equity and Venture Capital.

Expert panels discussed an array of investment opportunities available for family offices, whether they are looking to increase their wealth, make an impact on the world, or both. One panel—including moderator Ira J. Perlmuter, Managing Director of Triple Five Group; Robert G. Blabey, Co-Founder of Align Private Capital; David W. McCombie, Founder and CEO of McCombie Group LLC; and Euclid Walker, Managing Partner of Parkway Investment Management LLC— focused on direct investing, which is one of the fastest-growing areas of investing for family offices. These direct investment experts, who are also contributors to a recently released book, The Complete Direct Investing Handbook by Dr. Kirby Rosplock (Bloomberg 2017), shared trends in sourcing and vetting deals, co-investing and deal clubs, effective strategies for deploying capital and more.

“More women are taking up careers as venture capitalists, and some will leave their positions at successful companies to start their own businesses. ”

The Florida Family Office & Wealth Management Conference brings in about 150 ultra high net worth and family office executives that meet DC Finance’s rigorous qualification system. Of these attendees, 29 percent manage 50 to 250 million U.S. dollars in wealth, and 26 percent manage above 500 million U.S. dollars. While half of attendees are from Florida, a good portion come from New York, Israel and other regions. The event features informative sessions on topics such as family business, investment and real estate planning, gala dinners, exclusive parties, gallery openings, and more.

The event kicked off with opening remarks by Founder and CEO of DC Finance, Denny Chared. He was followed by Eric Eikenberg, CEO of the Everglades Foundation, who spoke about the $10 Million George Barley Water Prize, which aims to find the solution to the global water crisis through innovation.

Another panel on Private Equity and Impact Investing focused on family offices that invest with passion and purpose.

Panelists included moderator Candice Beaumont, CIO of L

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FAMILY OFFICE Investments; Sandra Familiet, Director of the Chauncey F. Lufkin III Foundation; Aneel Ranadive, Managing Partner Soma Capital and Sacramento Kings Ownership (SFO); Sandra Salsano, Chairman and President of the Salsano Group; and Nikos Assanis, CEO of Assanis Group. These leaders highlighted that impact investing is a way of solving the world’s global problems. Investors play a significant role in supporting innovation by providing inventors and scientists with the resources they need to make the next world-changing discovery.

One up-and-coming trend in impact investing is gender lens investment. According to Veris Wealth Partners, investment of this type has risen 41 percent in the past year, up to $910 million. In addition, the number of mandated publicly traded gender lens investment strategies has reached a total of 22, after 5 years of steady growth. This is an incredible increase from the years 1993 to 2012, when there were only 5 strategies for gender lens investing.

When considering diverse resources for increasing wealth, family offices should consider getting involved in the recent trend of gender lens investment. This type of investment focuses on women by evaluating opportunities based on how a certain investment will facilitate the following concerns: • Women’s leadership; • Women’s access to capital; • Products and services that help women and girls; • Equality in the workplace; • Shareholder engagement and policy work; and • Women investing their own resources.

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If an investment satisfies at least one of these criteria, some wealth management companies believe it will have a positive impact on the economic opportunities and growth for women and girls. Desiree Patno, President and CEO of NAWRB, moderated the discussion on Women in Private Equity and Venture Capital, joined by Sarah Cone, Founder and CEO of Social Impact Capital. Cone, a leading female venture capitalist shared her experiences of investing in and building women-led

“...women in the U.S. control $14 trillion in personal wealth—which the BMO Wealth Institute predicts will grow to $22 trillion by 2020—this trend has inspired interest in increasing the presence of women in family offices and wealth management.” companies. Patno, a Top Real Estate Influencer and Women’s Diversity Leader in the real estate and housing ecosystem, gave insight into the powerful effects of investing in women for gender equality and women’s economic growth.

More women are taking up careers as venture capitalists, and some will leave their positions at successful companies to start their own businesses. Keeping in mind that women in the U.S. control $14 trillion in personal wealth—which the BMO Wealth Institute predicts will grow to $22 trillion by 2020—this trend has inspired interest in increasing the presence of women in family offices and wealth management.

FAMILY OFFICE

We are saddened to hear about the death of the influential

designer, Kate Spade. For someone known for an elegance associated with brightness and a certain smart yet playful style- it’s painful to think of such a voice being extinguished.

Kansas City, Missouri native Spade, who recently legally changed her name to Kate Valentine was an answer to an unspoken sartorial prayer: smart, put-together clothing with a quirky flair. Distinguished while not shying away from femininity, Kate helped women in the 1990s and early 2000s realize that to be taken seriously in the workplace doesn’t necessarily mean you have to have massive shoulder pads, dress like a man, or wear uncomfortable heels.

It really started with a handbag. The quest for an attractive yet practical tote, often a woman’s rolling office, medicine cabinet, and make-up bag, was the driving force behind the start of her eponymous brand.

She grew Kate Spade into what we would call today a fully fledged lifestyle brand: including a home and jewellery line. In the process she became much more than a designer: she became a woman to admire for her unique blend of tastemaking and business acumen. Not unlike a Diane von Furstenberg, Tory Burch or Donna Karan.

As recently as 2015 she was named amongst Creative People in Business by Fast Company and inducted into the University of Missouri-Kansas City Hall of Entrepreneur Hall of Fame this past year.

She was someone to look up to and will be dearly missed. Our condolences go out to her family and everyone whose lives she touched.

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President and CEO, Grupo Diarq; Founder, Fundación Pro-Educación Centro and Fundación Diarq; and Chariman, Dalia Empower

Gina Diez Barroso Gina Diez Barroso, founder of the first university in Mexico City focused on creative studies, and the only Mexican belonging to the C200, never takes no for answer. In an exclusive interview with NAWRB, Diez Barroso takes us through her childhood in Mexico and her journey to becoming a resilient entrepreneur. Diez Barroso shares how she helps women leave abusive relationships and reach their full potential by teaching them to own their power.

Interview by Desirée Patno

NAWRB: What obstacles did you

NAWRB: Centro offers a variety of

face while developing Centro, the first university in Mexico City that specializes in creative studies? How did you overcome them?

creative disciplines, such as Interior Architecture, Film and Television, Industrial Design, and Textile and Fashion Design. Why is it important for universities to offer creative studies? What effect do they have on culture and society?

Gina Diez Barroso: The first ob-

stacle was they didn’t believe that we needed a new university, and they didn’t believe creativity was important. We spoke from authorities and business people, to everybody involved in this. I had to get together a diverse group of people— creative thinkers, business people, academics—who were working not for me but for my vision and my passion. They were working with me. We also hired market analysts to do a study, and the study predicted that it wasn’t going to work and that I shouldn’t do it. When I was young, I never took no for an answer. I used to think this was a bad thing, but now I take it as a compliment.

Gina Diez Barroso: We are adding

“I’ve had amazing role models from my father and my grandfather.”

When I believe that something needs to be done, I do not take no for an answer. After having the results from the market study that it was not going to work, I said we are going to go ahead and do it. So, we were fought against government regulations, and people saying it was not going to work, because we believed the world needed more creative people and to mix creativity with business.

It took eight and a half years to create, and has been running for 14 years now. We have graduated 1600 students and have 3000 enrolled now. For five years it has been the best creative university in the country, and it is the most difficult to get into.

We believe that students that can get in should get in, even if they don’t have the money. Thirty-five percent of students are on scholarship.

digital engineering and digital media because this is the future. Compared to other universities that offer a four-year degree, we teach 1,100 more hours on business and entrepreneurship. When students graduate, they understand how to create business plans, how to do an elevator pitch, how to ask for money, and how to do legal writing for a business. They are business people—they are building a creative economy.

Schools are as good as their students.

We follow up with our graduates, and most of our graduates have their own business, and they’re employing many other young adults. We are interested in creating a culture of entrepreneurs. That is not often how the creative world works, so we are very happy with the outcome.

NAWRB: How do you express your creativity in your profes-

sional and personal life?

Gina Diez Barroso: Every single day in every single way. I

love to see what is missing in the world and fix it, and the way I like to fix it is through creative thinking. I think I express my creativity in the way I work, the way I act, and the way I fix things. That’s the way I operate.

As far as my hobbies, I like art, design, painting, collecting art, and going to auctions. In my spare time, I love to go to the theNAWRB MAGAZINE |

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GINA DIEZ BARROSO

“Empower is a word that I hate because being “empowered” is someone else giving a power that they can take away from you. I believe women own their power, need to know that they have it, and know how to make sure that nobody will ever take that power away from them.” ater and exhibitions. Everything is related to creativity. I don’t see myself ever doing anything that is not creative. I also love storytelling. I think it is the most wonderful thing that we can do. When I meet someone that is good at storytelling, I love to spend time with this person.

chological evaluation, and we teach them to work on things they can do when they leave the house. After four months, we give them a new identity (in some cases), we find them a place to live, and move them to the new place. We also extend help for alcoholism and animals.

So, I do things that are—a hundred percent— the right side of the brain. I believe now that the left and the right side of the brain need to be viewed as one. Although I am a creative person, I am also a business person, so that line needs to be raised.

We set it up so that if they have a new partner, and they think they might get into another violent situation, they can go with or without a partner to seek extended help for breaking the cycle of violence. We decided to act to prevent bullying because many children that are victims of domestic violence become bullies in schools.

NAWRB: Fundacion Diarq, your non-profit organization,

works towards eradicating domestic violence and preventing bullying in schools. What prompted you to address these issues?

Gina Diez Barroso: I always thought that my life would

impact women, in that everything I do should positively impact the outcome of women. One of the worst things that I think any woman should never take is physical violence, although I am also against economic violence, psychological violence and all other kinds of violence against women.

I think physical violence is one of the worst things affecting women. Once they decide to leave the house where they live with the person who is doing these things to them, they have nowhere to go. There are many hotlines and facilities that I admire a lot, but these women need a place to go, and that is where nobody was taking action.

We decided to work with hospitals where women and children can go for three to four months. We supply them with a psy-

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NAWRB: What are the best ways we can address domestic

violence, or help women leave abusive relationships?

Gina Diez Barroso: That is through education. One of the

important issues for women who get into these situations is that they are very weak and undervalued. Empower is a word that I hate because being “empowered” is someone else giving a power that they can take away from you. I believe women own their power, need to know that they have it, and know how to make sure that nobody will ever take that power away from them. So, once women know that they have it, they will never be victims of violence.

That is why I decided to start Dalia Empower. It is an agency that shows women they have power and can do anything they want with their life. If they want to be a top executive woman in the workforce, they will be able to do that. We train them to be women entrepreneurs in many public sectors and companies.

sheCENTER(FOLD)

GINA DIEZ BARROSO

can achieve anything that they want if they really go for it. Of course you need a certain helmet to be an entrepreneur, but women can do it. I believe they have to get together because nothing can be done alone—that is for sure. They need to get a group of people together that believe in what they believe in. If you get the right group of people, anything can be done.

NAWRB: How was your experience in your ed-

ucation system, and how did it shape your life?

Gina Diez Barroso: I lost my father when I

We also help men to educate women. Some men want to help and they do not know how. Men are segregated out of the equation, so we want to bring them to the table as the perfect partners to help women reach their full potential. Dalia has already created 85 courses.

NAWRB: Congratulations on being one of only two Hispanic

women in the C200. What does this achievement mean to you as Mexican women are underrepresented in the industry?

Gina Diez Barroso: I’ve been a member for 18 years and

it has been an amazing achievement not only because I am Mexican but because of its great work. I am close to many of the other women on there who have helped me a lot when I had any problems, and when they needed anything I tried to help them. It also had an important impact on the way they felt about my culture and how they felt that Mexico was. They didn’t have any idea about how Mexico really was until they came. It has been a great achievement because the C200 is not just about being good at what you do; it’s about giving back, from yourself to other women. I am very grateful and happy about what I have accomplished there.

was very young, and I think that shaped my life.

I needed to build resilience, and I had two options—I could either not do it or do it for my own sake, which I did. I grew up with my grandfather and my grandfather from my mom’s side, and they were people who never took no for an answer. They were people that did whatever they wanted against all odds, so I think that was one of my trainings. I did it by myself with not many people believing in me or in what I was doing. So, I think that is one of the things that people should do: believe in themselves.

NAWRB: What inspired your interest in real estate develop-

ment and design?

Gina Diez Barroso: That was always my interest. I always

saw the buildings and real estate, and I thought that was something I wanted to do. I was frustrated when I was really young because we had amazing houses from the 20s, 30s and 40s in Mexico and architects would come and demolish them. I thought when I grew up I was going to save those houses, and that was the first thing that I wanted to do. That is what triggered me to want to be involved in real estate.

NAWRB: What was your childhood like?

NAWRB: What advice would you give other

women who aspire to be entrepreneurs and business owners?

Gina Diez Barroso: I always advise them to find a

purpose in their life, a purpose in their passion, and to not take no for an answer. I really believe that women

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GINA DIEZ BARROSO

Gina Diez Barroso: I was number four of five children. My

father died when I was 11 years old from a plane crash, and we were brought up by my grandfather, who was an amazing visionary person. We grew up in a very creative world. We looked at art and telecommunication. My grandfather owned a television business, so we were very involved with media. He was concerned about helping those who were less fortunate and with education, so we grew up with that in mind. I’ve had amazing role models from my father and my grandfather.

NAWRB: What opportunities and challenges do girls and

women face in Mexico?

Gina Diez Barroso: They face a lot of challenges and a lack

of opportunities. I think it’s a tough environment for women

“Many women in Mexico are single mothers, which is a form of work, as well. There’s a huge informal economy in Mexico, so that makes it difficult to build wealth, but women make it.

They make it with three or four children. It’s amazing.”

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with social and economic poverty. Now it’s changing, but for a long time it wasn’t that easy. The government has helped with the social opportunities in Mexico for women to try and do something. Many women in Mexico are single mothers, which is a form of work, as well. There’s a huge informal economy in Mexico, so that makes it difficult to build wealth, but women make it. They make it with three or four children. It’s amazing.

NAWRB: What goals do you plan to achieve in the future?

Gina Diez Barroso: I would like to see Dahlia Empower

continue the economic advancement of women, not only in Mexico but in all the Northern Hemisphere, and I would love to see that grow for the empowerment of women in all the Americas.

NAWRB: What is something people would be surprised to

know about you?

Gina Diez Barroso: I am an open book! My academics were

a disaster. I had very poor education training. I didn’t achieve

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GINA DIEZ BARROSO

a masters degree, and I started my career early. I wish I would have earned a PhD in something, but I didn’t. I have an undergraduate degree in design.

NAWRB: What is something you would add to your bucket if

you had more time?

Gina Diez Barroso: I would love to add education for K-12

in a very different way than there is now.

NAWRB: What should be included in the education of young

girls that will help them flourish in the corporate world?

Gina Diez Barroso: The education of young girls should

include creative thinking, no matter what they study. I think STEM should be STEAM, because STEAM has the “A” for Arts and Creativity, or Arts and Innovation. I think if you want to study STEM, you should do STEAM to include arts and innovation, because then you would become like Steve Jobs— someone who will change the world—not just a scientist or mathematician. You need to be an engineer, scientist, or mathematician, and a creative thinker.

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Women Leaders at the Front of the Line - NDILC in the News

The NDILC are dedicated to helping raise the number of C-suite women and grow women’s employment at all levels in the housing ecosystem. Read below to find out how our council members are making a difference for women, local communities and the world at large.

Tami Bonnell is CEO of Exit Re-

alty Corp. International, which has donated $300,000 each to victims of Hurricane Harvey and Hurricane Irma, and $4 million for Habitat for Humanity. The organization pooled these funds for those hit hardest by these natural disasters from their Red Cross disaster relief efforts.

Linda Erkkila

is General Counsel and Executive Vice President of Human Resources of Safeguard, a mortgage field services industry leader. Linda’s company has provided outreach and inspected property damage caused by hurricanes Harvey, Irma, Maria and Nate, and the wildfires in California. Safeguard also sent field quality control (FQC) to help heavily-impacted areas in Puerto Rico, supplying satellite Wi-Fi to facilitate communication on the island.

Amy Brandt, President & COO of

DocuTech, and Co-Chairwoman of NDILC, has expanded her company by hiring more women for management and executive positions. During her first year working there, DocuTech has experienced a staggering increase in execu-

tive women, with female representation rising from 0 to 50 percent!

Desirée Patno, CEO & President of

NAWRB, and Chairwoman of NDILC, has brought discussion of women’s economic growth to the forefront as a distinguished speaker at many events, including two events in New York and Miami by DC Finance, an international network of high net worth individuals, family offices and investors; MBA’s D&I Summit in Washington, D.C.; and the 2017 ICOGAS International Conference that took place on the margins of the 72nd United Nations General Assembly and featured a female President and several First Ladies from across the globe.

Vanessa Montanez,

Co-Chairwoman of NDILC, has had great success bringing more successful women in the housing ecosystem as part of NAWRB. She has also created a series of multicultural viral videos as Regional VP of Business Development & Talent Acquisition for On Q Financial, one of the top mortgage lenders in the United States, which is focused on bringing more awareness beyond millennials.

About NDILC - Dedicated to raising the number of C-suite women and growing women’s employment at all levels in

the housing ecosystem. Our Council, comprised of senior executive women, works diligently toward gender equality and obtaining equal opportunity for women in boardrooms and C-suites across America.

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WHAT WOMEN WANT FASHION

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What Working Women Give Up to Climb the Executive Ladder

By Kim Lanham

Professional

and high-achieving working women have to give up a lot to climb the executive ladder.

What does it mean to sacrifice and what are those things that are sacrificed in the pursuit of the executive woman’s life?

According to definition.com, sacrifice is the “forfeiture of something highly valued for the sake of one considered to have a greater value or claim.”

From this context, working women are giving up things they highly value for their careers in which they feel are of greater value. What are the things that are given up or forfeited? The biggest one is relationships: relationships with themselves, spouses, children and friends.

There is still great societal expectations, or perceived expectations women place on themselves, to be a great wife, mother and maintain the household.

In order to do all of the above and work a demanding career, something is bound to be lost or sacrificed for what is believed to be the greater good to the family or individual.

Women and the Second Shift

When the paid workday ends, the non-paid day begins and this can be taxing on an already jammedpacked day. According to salary.com’s “What’s a Working Mom Worth” 2016 survey, women spend an additional 59 hours per week working on the household. Part of the problem is that the husbands have not picked up a large enough portion of the traditional household responsibilities.

This rings true for even some of the highest-achieving executive women. Statistics from the National Parenting Association show that only 9 percent of their husbands take responsibility for meal preparation, 10 percent for the laundry and 5 percent for cleaning the house. When you throw children in the mix, it does not get better: only 9 percent take off work when the children are sick, 9 percent take the lead in helping with homework and a meager 3 percent help plan activities. With the expectations for

women to be able to have it all, the balance can be more than overwhelming, and the fear of failure by asking for help compounds it all.

Women and Marriage

A Harvard Business study reveals that when it comes to high-achieving women, the inequality continues compared to high-achieving men. High-achieving men do not seem to struggle with, or sacrifice nearly as much, as women do. If a high-achieving man wants to get married and have children, the more likely he will be to find a suitable spouse and become a father.

In addition to the challenges faced by both men and women in advancing careers— working long hours, pressures and demands of the job— women have their own set of challenges. Most women, especially ones in high-achieving jobs, find it difficult to be married. Although things are changing, it is often the pre-condition for having children. With high-achieving women, the trend to marry later in life leaves a smaller pool of eligible partners. Professional men tend to marry into a younger, larger pool of eligible women, whereas working women are looking at a shrinking pool of men. According to US Census Bureau data, by the time a woman is 38 years of age there is one man for every 3 women.

Women and Children

When asking many of my colleagues what was the greatest sacrifice they made in pursuing their careers the overwhelming response was their children.

In order to advance in their careers they had to sacrifice time with their kids and miss many of the little things that meant a lot to the child. They lost quality time because they felt it was absolutely necessary to spend time a work, which, in retrospect, most agreed was self-imposed.

Many women say that although their children felt their careers came before them, the additional money and comforts of life, travel, better schools, and the ability to participate in more competitive activities were

Working Men

The physical and mental symptoms of stress are well-researched and documented. However, even high-achieving educated women choose to ignore them, believing taking time to take care of themselves will be viewed as a weakness.

The more a women invests in herself—be it physical, spiritual or mental— the better she will be able to deal with whatever life throws at her. appreciated. The children also learned ambition, determination and the value of hard work, and have taken those attributes into their own careers.

The flip side is that some women feel they sacrificed their own careers to be with their children. Many stayed in non-management roles or took positions to be with their children after school.

Only once their children were out of the house did they pursue the more demanding high-achieving positions, and most have found great success.

There is also the sacrifice of not having children at all due to prioritizing one’s career before procreation. While working diligently on advancing themselves in their careers, couples may decide to either postpone or not have children. If the decision is to postpone in order to further one’s professional goals, the facts of biology cannot be overlooked or overruled. The long hours of early career building overlap perfectly with the prime years of childbearing. It is very hard for a woman to pull back on her career, and the fear that one might not have one to come back to after pregnancy pushes women to feel that they have to reach a certain level of success before having children.

The problem is, while a few years set back in a career can be overcome, we cannot turn back the biological clock. Research shows that only 3 to 5 percent of women who attempt in-vitro in their forties become pregnant, despite media hype regarding advances in reproductive science.

Women Themselves

The greatest relationship that women sacrifice is the one with themselves. They are too busy taking care of everyone else that they forget to nurture themselves—this is one sacrifice that can do the greatest harm. Women do not have time to be sick or hang-out with friends, exercise, eat right, and the list can go on; there are too many other demands that seem to take precedence. One Buddhist quote says, “I lost myself trying to please everyone else. Now I’m losing everyone while I’m finding myself.”

Do Working Women Have to Sacrifice, or Can They Have It All? Achieving a work-life balance is different for everyone—we are all unique individuals, and you should not expect your balance to resemble your neighbor’s. The biggest hurdle to overcome for many is overcoming one’s ego to ask for help. It is okay to not be able to do it all on your own. If you have a spouse that only contributes 9 percent to household duties, get a housekeeper and/or a gardener. Use technology to your benefit: Uber Eats, Shipt, one of the many fresh meal delivery services, and a whole host of new services can be used to reduce 59 hours of overtime.

When it comes to children, know that it is okay to limit extra-curricular activities, and your kids will survive on chicken fingers and fries for dinner. There is some positive research, as well, for working mothers worried about their children’s future. In a Harvard Business Working Knowledge 2015 article

by Carmen Nobel, she states, “Women whose mothers worked outside of the home are more likely to have jobs themselves, are more likely to hold supervisory responsibility at those jobs and earn higher wages than women whose mothers stayed home full time. Men raised by working mothers are more likely to contribute to household chores and spend more time caring for family members.”

Finally, and most importantly, women need to stop sacrificing themselves for their careers. The more a women invests in herself—be it physical, spiritual or mental— the better she will be able to deal with whatever life throws at her. It does not have to be an hour of meditation or a hard workout; it can be short and easy to add to your schedule. Learning to be in the present moment and not thinking of all that needs to be done can reduce stress. There are numerous apps that help with mindfulness and meditation, such as Headspace which provides 10- minute guided meditations.

As for women who want to opt-out of their careers to raise children, there are many new social and job placement services to help them return to the workforce. Sites such as https://apresgroup.com work with companies and women to allow them to find flexible, full-time work opportunities. They also have online skill-refreshing courses to ensure a smooth transition back.

The phrase “It takes a village” is accurate and appropriate. The more high-achieving, career-focused women find and use their “village,” the more likely they will able to truly have it all.

Kim Lanham,

SVP of Marketing & Client Relations, Digital Risk

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two ways to stay informed 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.

Looking for something different? Visit MortgageNewsNetwork.com for the industry’s latest topics on-demand, 24/7 in video form. With 10+ video shows produced each week, video press releases and corporate spotlights, there’s something for everyone.

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subscribe.nationalmortgageprofessional.com/nawrb to start your free subscriptions now!

Life of a Female Veteran: U.S. Army Combat Veteran

Erica Courtney (Part 2 of 6)

Towards the end of my tour I had set out to earn my spurs, an old cavalry tradition which signifies you are a cut above.

This consisted of three days of physical hazing, meeting with a board of senior leaders to answer anything and everything about Cavalry tradition, and employing skills needed to meet the mission. For example, it could be a scenario where I would use my land navigation skills and find certain points. Upon arrival, the scene was some kind of chaos and you had to act under pressure. Or, it could simply be finding the right terrain to watch convoys and their movement to report back to headquarters.

This involved carrying heavy equipment such as packs, radios, water cans and more. Prior to the spur ride they broke us into teams. No one wanted me, the female, on their team. Most of the teams were tankers stationed about 20 minutes away from the airfield. We did not know each other. There were a few aviators in the mix. I was assigned and the sighs were heard from my group as if they were expecting to have to tote me around. In contrast, at the end of the three-day event, the rater who was with our group from the start was absolutely flabbergasted at my

performance. I steered the guys in the right direction when they became lost (a skill I learned well as an enlisted soldier thanks to a former commander), and carried the biggest guy’s rucksack on top of mine because he hurt his ankle and was always the first to get up when needed. The guys were slow to move and tired. It was, after all, 3 a.m. and they had been through days of physical and mental tests. Upon our return to the endpoint, the chain of command had been made aware of my efforts and I had it a bit easier from there.

My team stopped looking at me as a female and began seeing me as a teammate, exactly as it should be.

“...I demanded to go to the Advanced Cavalry Course taught by armor officers.

Women were not allowed.”

I was awarded my spurs and wore them with pride! One slight issue, women were not allowed to wear pants with their dress uniform, they only had skirts. It was the year 2000 and spurs looked absolutely ridiculous on heels with a skirt. I broke the rules and had a Korean tailor make my uniform pants like the guys wear. This is a big no-no in the service. Uniforms are important and you must stick to the regulation. When I showed up to the ceremony in pants, no one cared. “Looking good lieutenant,” is all I got from my

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LIFE OF FEMALE VETERAN PART 2 OF 6 senior leaders. That was liberating. The symbolism here was powerful. Integration is never easy, but it gets easier for those who come after us. We were blazing the trail. I learned early on that if baseless hatred gets to you, they win. I learned to overcome discrimination by working hard, being physically and mentally tough, and setting the example. Eventually, the same guys who did not want me there were the same guys not wanting me to leave. Earned spurs in hand, I left having made it easier for the women behind me and left the unit a better place.

Congratulations, you are going to the 82nd Airborne Division. Wow, okay. I needed a tad of R&R as I was on alert the entire time in South Korea; for a year I was woken at all hours of the night and had five minutes to get dressed, throw on my gear, make it to the airfield and get my helicopter up and ready. No stress there. I went to Australia for a few weeks and became engaged to Chris, a fellow aviator I’d met years prior in flight school. It took nearly the whole two weeks to unwind. At the end of my stay, I became privy to the story of how he got the ring to present. Chris had ordered the ring to be delivered to Korea. Picture this, the FedEx truck pulls up to the gate, in the middle of nowhere, as the unit was on alert with an M1 Abrams tank pointed right at the entrance.

Chris had told his First Sergeant (1SG) that if he ever saw a FedEx truck to do whatever he needed to do to get the ring. The 1SG saw the FedEx truck imminently leave and he began running down the road screaming at him to stop.

The 1SG accomplished the mission, retrieving the ring and handing it safely off to Chris.

After my R&R, I was off to jump school. Talk about a sore body after two weeks of chilling. As an officer, you must be airborne qualified to be part of the 82nd Airborne Division.

I thought it was strange; an aviator having to jump out of a perfectly good airplane? When was that going to happen? I learned that it happened a lot and it was an honor to be sitting next to colonels and privates alike. The Esprit de Corps at that unit was unlike anything I knew. We all had to go through crazy stuff together and it did not matter what you looked like or what your gender was. We are the all American unit. Welcome to jump

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school. Now do 10 pull-ups before you step over the line and begin your training.

I had the Cavalry brass insignia on my collar versus aviation and that got the attention of many. As usual, a few of the macho men types tried to break me, make me cry. Not happening. The majority of the men were cool, but I had come to expect a certain level of grief for being a cavalry officer, and a woman to boot. Some of the Navy Seals were the most supportive because they knew I could keep up; that was surprising to me. I thought they would be the hardest to win over. However, they are pretty secure in their own skin and appreciate hard work. It is tradition that the highest rank jumps out the door first. Lead from the front. Turns out, in my group, I was the highest ranking. I was what is called the chalk leader. You are standing by the door circling the drop zone and have to stare at the ground and throw any fear you may have out the window. Green light, go. No hesitation.

Scouts always lead from the front. Airborne!

Each unit got easier as my reputation preceded me. Senior leaders wanted me in their Cavalry units. However, at a level above them, so did the Brigade Commander as she was a proficient staff officer who managed 2,500 personnel, $75 million in equipment and over $200 million budgets and contracts.

This hurt and helped me. I wanted to fly more and was requested, but kept getting pigeon-holed into logistics and contracts. At each location, there is no way the boss would let me out of the logistics position because I kept the aircraft flying, the

LIFE OF FEMALE VETERAN PART 2 OF 6

“I had to work with locals, contractors & leaders in order to skillfully get supplies through Taliban strongholds.

They were not used to taking orders from women ...” unit out of trouble and the soldiers ready. In protest for all my hard work, tactfully, I demanded to go to the Advanced Cavalry Course taught by armor officers. Women were not allowed. After six months of hounding, my boss finally gave in. I was signed up and was Cavalry through and through.

I was excited to learn so I could be better equipped to lead my men.

Again, being a bit naïve, I walked into the class and was completely ignored. A young officer grabbed me by the collar, threw me up against the wall and said that I didn’t belong there.

None of the other men did a thing. No worries. They did not know who they were dealing with. Instead of whining or stating my case, I understood how to fight fire with fire, how men respond. Physically.

Now, women would not do this, but if you impress men physically, you are in. I reached out to him, grabbed him by the collar, and pinned him on the ground in a position from which he was not getting up. Clearly he did not know that I was an MP and was often used as a demonstrator on how to take a man down despite size. Now I was ready. Physical prowess, check. Mental toughness and expertise was still ahead of me. I ended up teaching half my class how aeroscouts integrate with ground forces because I lived it in Korea. I understood Cavalry tactics more so than most thanks to that assignment. I graduated, got my certificate and moved on. Turns out I was the first female to ever graduate from that school. It was never my intent to be the first, but it kept happening.

The second call, “You may want to take a look.” Two planes now each targeting the Towers. What? Okay, let’s turn the TV on. The rest is history.

I slept in my office for two nights straight as the base was locked down. No one knew how to handle something like this. Of course the 82nd Airborne Division was the first to get the call, they are America’s 911 force with the ability to deploy anywhere in the world within 18 hours. As the senior logistician for anything aviation, my world became very busy. Nothing moved in Afghanistan without air assets due to the terrain and scarce roads which were mostly controlled by the Taliban.

Then came my next assignment at the 10th Mountain Division where I was pushing guys out to Iraq, bringing them home and co-managing the effort in Afghanistan. While there, the pace was rapid keeping up with troop demands in the far reaching areas of the country. I had to work with locals, contractors and leaders in order to skillfully get supplies through Taliban strongholds. They were not used to taking orders from women but they were respectful.

September 11th, 2001. A day that changed the nation. I was working in my office with a long line outside my door and got a call that a plane hit one of the towers. Why were they calling me about this unfortunate accident? Little did I know, like the rest of the country, the gravity of the situation.

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LIFE OF FEMALE VETERAN PART 2 OF 6 While there, I witnessed things most American’s will never have to. The land is littered with landmines left from the Russian invasion in the 1980s. I organized a food and clothing drive for local kids, and while I was distributing the items with a small team, attacks followed. You can’t really trust anyone in a time of conflict. Also, tall mountains made for some hairy flying. Most flight corridors were in between two tall mountains and there were men at eye level (about 7,000 feet) waiving to you with a radio in one hand and a rocket-propelled grenade launcher in the other. It was unnerving to say the least. I was able to determine very quickly that communications were terrible due to terrain and antiquated systems.

Because I worked in contracting, I was able to research stateof-the-art radio systems and pass my request up through the highest levels of leadership in country to get the $20 million in funding to equip all my aircrafts and increase effectiveness. This saved countless lives in the air and on the ground.

While on base, rocket attacks happened frequently. Rest was minimal and when it happened, my wooden shelter was right off the airfield with loud jets and helicopters flying non-stop.

If you want to call it lucky, I had to leave earlier than the rest of my unit to bring the other half back from Iraq. It was a fast-moving train of events and you either kept up or got left behind. People forget that every time an aviator straps in their aircraft, things can and do go wrong whether it is training or war. When something catastrophic happens, there are investigations because the Army, manufacturers and family members want answers. I have had to investigate crashes and similar traffic accidents in Germany. It was hard to process, especially if I knew the people. Lest we forget.

Part 2 of 6 NAWRB Magazine Vol. 7 Issue 2

I organized a food & clothing drive for local kids, & while I was distributing the items with a small team, attacks followed.

Erica Courtney U.S. Army Officer, Advocate and Entrepreneur

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WOMEN’S SNAPSHOT

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WOMEN’S SNAPSHOT

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During 2017, there was a noticeable increase of women’s

leadership conferences held across the country and the world. At these conferences, women participated in dialogues regarding business strategies and discussed mutual professional challenges. Thus, while 2017 was a year in which women made strides, what was the path leading up to this movement toward professional growth? Specifically, are women in the industries of real estate and technology ready for change?

History

Women first became involved in the real estate industry as brokers and agents in the late 1800s and became well accepted as real estate professionals due to, if nothing else, the sheer number of women involved in the industry. Today women hold the majority of residential real estate positions, but men still maintain most executive positions. In the commercial real estate market, men dominate the profession.

A 2016 Current Population Survey conducted by the U.S. Bureau of Labor Statistics found that women working in the real estate industry earn only 64 percent of a man’s annual average salary. While women have advanced in the residential real estate industry, they can still make strides by bridging the pay gap, gaining equal leadership positions and increasing sales in commercial real estate.

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Compare this to women in technology. In the past thirty years, relatively few women have developed careers in technology fields, let alone high tech fields. In fact, according to the National Center for Women and Information Technology’s (NCWIT) 2016 Women in Tech Report, the peak of women’s involvement in technology occupations, such as computing industry careers, was in 1991 when women held 36 percent of computing jobs.

Women’s involvement has never since reached this percentage, but as the world becomes increasingly reliant on technology, more women will likely enter the field.

Even if doors open to women in both real estate and technology, women must still overcome challenges related to pay inequality, discrimination, and career advancement. In 2017, it became clear women’s networking is one way to work toward this growth. Educational opportunities and breaking into emerging businesses will also help women in these fields.

Education

Women are increasingly choosing to major in real estate and technology-related fields. Many universities now offer real estate as a major, and universities are progressively focusing on growing their real estate schools. At these universities, there are options for the students to

have hands-on interaction with the real estate industry.

At Carnegie Mellon University, women comprise almost 50 percent of first years majoring in computer science. Students at women’s colleges are also demonstrating increased pursuit of this major. According to graduation statistics released by Mount Holyoke College from 2008 to 2017, in 2008, only two of 555 graduating students declared computer science majors. However, in 2017, 26 of the 538 graduating students declared computer science majors, making it the 9th most popular of the college’s 54 offered majors.

Girls also need to be introduced to science, technology, engineering, and mathematics (STEM) subjects early on and have the opportunity to pursue their technical education. Commencing at an early age, educational programs like “Girls Who Code” introduce girls to coding and other technology starting in sixth grade. Such education must continue through career advancement. Several technology organizations offer occupational training programs, including the Anita Borg Institute and NCWIT. Companies offer opportunities to provide education, training, internships, and community programs for women in their career advancement. JP Morgan Chase offers “ReEntry” – a program that trains mothers to re-enter the workforce after taking several years off for childcare. Similarly, Goldman Sachs offers “Returnship” – a program for women re-entering the workforce. Technology industry companies, including Intel, IBM, and General Motors, also offer re-entry training programs.

Networking

While women’s networking opportunities are increasing, the concept is not new. Commercial Real Estate Women (CREW) dates back to 1989, and the local chapters across the country host monthly luncheons, leadership summits and women’s mentoring programs. Furthermore, beginning in 2009, NAWRB began offering women’s mentoring programs and formed partnership programs

with the Offices of Minority and Women Inclusion (OMWI), Government Sponsored Enterprises (GSEs), Small Business Administration (SBA) and National Women’s Business Council (NWBC).

There are also programs for women working in specific real estate sectors. In the mortgage industry, the Mortgage Bankers Association (MBA) established MPower, a program that provides women the opportunity to collaborate with one another through programs, conferences and networking functions. Mortgage industry companies, such as Ellie Mae, PenFed Credit Union and Arch MI have formed women’s networking groups and host events. Furthermore, more tailored conferences for women, such as NEXT™ - for women in mortgage and technology - have emerged to encourage women’s networking. Most mortgage industry periodicals now have one month dedicated to women leaders, and some periodicals cater exclusively to women readers.

In the technology industry, there are also women’s networking opportunities. One of the most prevalent areas of such networking is in emerging technology, especially blockchain and cryptocurrency. “Women in Blockchain” and “Blockchain Ladies” have recently formed and women’s blockchain conferences are in the works. Women entrepreneurs in the cryptocurrency field have also created several networks. From the Mary Keller Network and Femtech Global to Moms Avenue, these groups are educating women about electronic currency and its vast business and financial opportunities.

Overall, programs provided by both industry-wide organizations and individual employers will be instrumental in propelling women forward in their professional careers.

The availability of these programs coupled with the ongoing support of other professional women will ultimately assist women in further pursuing their real estate and high technology careers.

Entrepreneurs

Women’s growth in both the real estate and technology industries may also benefit from the entrepreneurial nature of today’s world. Women thrive in such environments. According to Global Entrepreneurship Monitor’s Women Entrepreneurship 2016-2017 Report, from 2015 to 2016, women’s entrepreneurship rates increased by five percent, and, over the past decade, women entrepreneurship rates increased by 20 percent. According to Women NAWRB MAGAZINE |

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Women in Tech Report released by the National Center for Women and Information Technology, the number of women in the computing industry has been steadily decreasing ever since the peak of women’s involvement in the industry in 1991 when women held 36 percent of computing jobs.

Women also currently maintain only about 11 percent of executive positions in Silicon Valley companies.

Who Tech, while startup businesses founded by women begin with less than one-eighth the funding of startups founded by men, startups founded by women have 12 percent higher revenues.

Women in real estate can take advantage of this entrepreneurial upsurge. Women are more likely to be leaders and hold executive positions at smaller entrepreneurial real estate firms than in larger real estate firms. The Urban Land Institute’s Women in the Real Estate and Land Use Survey points out that 68 percent of those surveyed reported that they hoped to hold executive positions or start their own real estate firm.

Although startup companies are at an all-time high, employment of women in technology has decreased, or remained stagnant, in recent years. According to the 2016

The Future

Women working in both the real estate and technology fields are forging a new pathway for professional growth.

If women utilize available educational programs and networking opportunities, and embrace entrepreneurial prospects, they can help push one another to become professional leaders. The key is to take the education and networking discussions out of the classroom and bring it into the boardroom.

Debbie Hoffman, Co-Founder, Symmetry Blockchain Advisors, Inc.

Alexandria Decatur, Subeditor, Albany Law School Journal of Science & Technology

MBA’S INDEPENDENT MORTGAGE BANKERS

CONFERENCE 2018 Over 800 attendees were part of the MBA’s Independent Mortgage Bankers (IMB) Conference in Amelia Island Florida this week. The conference set new records of attendance which validates the increasingly important role that independent mortgage bankers, who now represent more than 50 percent of all mortgage originations volume, play in the mortgage market. The conference breakout sessions focused on providing practical strategies and tips to mortgage bankers that can be applied to strengthen operations, raise awareness of industry/ policy trends, and incorporate changes to improve bottom line numbers. The MBA and many of the industry leaders who were presenting emphasized a continued commitment to enhancing diversity and inclusion. It makes good business sense to promote diversity and inclusion as it enhances decision making and helps mortgage bankers meet the needs of an increasingly diverse marketplace.

We need to dream big!

Through hard work, with a side dose of stubbornness, you can achieve anything.

I was privileged to be invited as a speaker as part of the Business Operations and Compliance track for a session entitled “Three Great Ideas to Tighten Your Operational Efficiency.”

The topic was near and dear to my heart since, through our risk management practice, we see some companies that demonstrate strong operational efficiency and demonstrate industry-leading practices that are worth sharing. I was thrilled to see many of my former colleagues from companies that I’ve worked for throughout my career in the audience.

The panel discussion was moderated by David Lykken, President of Transformational Mortgage Solutions. Co-panelists were Frank Fiore, President of Matchbox, Inc and Brent Chandler, Founder & CEO of FormFree. The panelists led a lively discussion and provided strategies centered on three themes: Being Proactive, Workflow and Consistency. The discussion was particularly timely given the challenges many lenders face in this highly-regulated environment with multiple examinations, often concurrently, happening throughout the year. Regulatory and investor audits can often cause lenders to divert resources and incur additional compliance costs, which can be a challenge to ongoing attempts to maintain operational efficiency.

The discussion on being proactive resonated with me as it made me reflect on some of the information discussed at the MBA conference mPower events. I have been especially excited about the mPower events that have been scheduled

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at recent MBA conferences. mPower organized a popular women’s networking event on Day 3 of the conference entitled “You Say More Than You Think,” facilitated by Janine Driver, New York Times best-selling author and body language expert.

Ms. Driver led a motivational and high-energy session during which she taught participants how to use body language to be proactive and convey confidence and leadership. There were periods in the session where we laughed and we cried.

She made the session particularly memorable by using photo examples of engagements captured during the IMB conference – which surprised several of the participants attending the session. Participants received a body language guide of strong gestures to continue/begin (i.e. hand steepling), those to use thoughtfully/cautiously (i.e. crossed arms/ankles), and those to stop using (i.e. covering throat). If you’re confused, talk to anyone who attended and we’d love to share what we learned. Participants were left with lasting impressions and inspired to be proactive in communicating and looking at the world differently!

Another impactful session, for me, was entitled “What is Your Legacy” and featured New York Times best-selling author Brad Meltzer. During the session, Meltzer posed some provocative questions to the audience: Who’s going to remember you?

How will you be remembered?

What do you want your legacy to be?

During this time of year when many of us, myself included, are trying to complete New Year’s resolutions and setting priorities and work goals, it was a great reminder of what really matters: spending quality time with loved ones and making a positive impact on those around us. As explained by the presenter, what we do for others is our legacy.

We all have four types of legacy: 1) Family; 2) Friends, Co-Workers, Teachers, Mentors; 3) Community Impact; and 4) Strangers.

We need to dream big! Through hard work, with a side dose of stubbornness, you can achieve anything. We all have the ability to effect a change in the world. I was reminded of a quote by Mahatma Ghandi, “Be the change you wish to see in the world.”

I thoroughly enjoyed the conference for the personal connections, time for reflection, and the fantastic sessions. Next year’s IMB conference will be in San Francisco, CA. Hope to see you there!

Gwen Muse-Evans

President & CEO, GME Enterprises a management consulting and professional services firm headquartered in Chevy Chase

In 2016, Marissa de Swart, a young woman from the Neth-

erlands, traveled to the United States to study at Chapman University in sunny Orange, California. Chapman is a distinguished private, non-profit university, and one of only 75 colleges to offer a Peace Studies program. She took two courses in Peace Studies during her time studying abroad, as well as noteworthy courses in leadership and mediation.

Students enrolled in the Peace Studies program address the underlying causes of present international conflict and seek thorough nonviolent solutions. “Peace is not simply the absence of war and the end of conflict,” states the program’s brochure. “Lasting, sustainable peace involves the pursuit of human rights, sustainable development, and social justice.”

This sentiment hearkens to the evocative words Martin Luther King, Jr. wrote in a cell at Birmingham City Jail in 1963: “True peace is not merely the absence of tension: it is the presence of justice.”

Women’s economic opportunity and growth is one human rights issue that requires attention in order to achieve gender equality, a necessary component of world peace. NAWRB is on the front lines of this issue—driving collaboration in the housing ecosystem for gender parity and women’s economic growth, and providing women with resources to secure their financial independence.

Wanting to get involved in the women’s movement, and apply the skills she learned in the classroom to the workforce, Marissa interned at NAWRB. She was pivotal in bridging our

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connections with the Netherland’s Ministry of Education, Culture and Science, and she continued this intermediary role when she returned home. Shortly after her internship, she secured an opportunity to work at the Dutch Embassy in Washington, D.C., where she currently resides.

“Women’s economic opportunity & growth is one human rights issue that requires attention in order to achieve gender equality, a necessary component of world peace.”

Catching up with NAWRB, Marissa discusses her current position, the valuable practical skills she learned at Chapman University, her acclimatization to Americans’ social niceties, and her nuanced approach of how an independent mindset can help women achieve economic growth.

NAWRB: What kind of work do you do with the Dutch

Embassy, and how has your experience been so far in Washington, DC?

Marissa de Swart: I work for the Innovation At-

tachés at the Dutch embassy, and we do everything that is science, technology and innovation- related. We connect

MARISSA DE SWART companies back home in the Netherlands to companies over here in America. We do the same for governmental institutions in the Netherlands, and we connect them to partners here in the U.S. We are very much like an intermediary—a body who brings together parties from the U.S. and the Netherlands. Since the Netherlands is at the forefront of innovation we are very busy! In North America we have Innovation Attachés in Boston, San Francisco and Washington D.C. The aim of my internship is to give our Innovation Department a good insight in what the US Federal Government does to enhance science, technology and innovation.

With this oversight our Innovation Attachés can more easily reach out to potential partners in the US Federal Government. That’s what I have been very busy with for the last four months.

ally got used to the American culture really quickly, and I find that Americans are very friendly in general, and open.

I remember when I came back home that I would check out my groceries and say to the cashier, “Hey, how are you?”

But that’s something you don’t say in the Netherlands to someone working at the checkout. If you tell someone “Hey, how are you?,” that would be intruding on someone’s privacy. You would never expect someone in the Netherlands to answer that question, while here it’s a way of saying hello to people. I think it’s a really nice way to do that.

Now that I’m back in the United States in D.C., I feel like it was easier for me to move here because I know way better how Americans communicate, how they talk, and how they like to start a conversation. That’s what I really like about Americans. You run into them in weird places and they always have a story about the Netherlands, and they are never in a rush when you talk to them. The preconceived notion is that people think it’s superficial, but I don’t think so, personally. That’s definitely something that changed for me.

“What I learned at Chapman was how to reflect on your personal actions... I think it really helped me write about my personal experiences & take a step back to figure out what I really want to do.”

I have been learning how your federal government works, how it’s structured and which parties in the U.S. federal government could be interesting to our Innovation department. We also help delegations that want to come over to the United States to talk to partners. We connect them.

So far my experience has been really good. Our embassy is quite big at around 120 people, and we have people from all ministries here, from Health to Agriculture to Infrastructure. It’s a very great mix of people, and there’s a lot of young interns and trainees, so it’s a great atmosphere to work in! D.C. is an amazing city to live in, of course.

NAWRB: What was it like studying abroad in the United States? Did your preconceived notions of the country change once you lived here?

Marissa de Swart:

NAWRB: At Chapman University, you took courses in

Peace Studies, leadership and mediation. What did you learn from these courses, and how have you applied these lessons to your profession?

Marissa de Swart:

I loved studying in the United States. Chapman University had a really good atmosphere.

The classes were really small, and I loved that the professors were super engaged with their students. I also enjoyed the courses that I took there.

I must say I actu-

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listen very well to solve a conflict between two people.

It’s really important to listen to what people say about how they are feeling. I learned very practical life skills at Chapman, which I really value.

NAWRB: How did your time at NAWRB influence your educational journey and career?

Marissa de Swart: I enjoyed combining my studies

“It’s really important to listen to what people say about how they are feeling.

I learned very practical life skills at Chapman, which I really value.”

What I learned at Chapman was how to reflect on your personal actions. My professors would ask me to write journals on everything I was doing. We would study a theory in class and then reflect on how you would apply this theory to your personal life, how you could see yourself as a leader, and how you think you could solve a conflict in the best way. I think it really helped me write about my personal experiences and take a step back to figure out what I really want to do.

Now that I’m here in DC, I keep a journal that I write in every week, and it really helps me to reflect on situations that happen. Sometimes they are nice and sometimes they are not so nice, but when you write them down, it’s a way of looking at it from a different perspective, and then move on.

When I was in California, I got very sick, broke up with my then boyfriend and struggled with my roommates. So when I was writing my journal, it really helped me put it aside and move on, and it’s something I’m continuing right now.

Practical leadership skills are all a matter of reflection.

What I learned in the mediation course is you need to

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at Chapman with an internship at NAWRB. It was great to do some follow-up when I was in the Netherlands. I visited the Ministry of Education, Culture and Science, and I stay in touch with one of its policy officers whenever he has an event going on. He recently organized an event for young women speakers, and he also invited me to come. It’s really nice to have those contacts there. It’s all about networking, I think.

NAWRB:

In your opinion, what important steps are needed in achieving gender parity and/or women’s economic growth?

Marissa de Swart: I grew up with a very indepen-

dent mother, where my mom told me from a very young age to never be dependent on a man, never make your decisions depending on a man, and always make sure you earn your own salary. I grew up with those kind of values. My mom was never, and still is not, dependent on my dad, she earns her own money, and she taught me to do so as I grew up. For me, it’s a personal step toward women’s economic growth to empower women to be financially independent as soon as they can, take care of their own education and cost of living expenses, and never be dependent. That’s a personal choice, of course.

Marissa’s story highlights the broad, interconnected web of women’s economic growth, and the multiple groups that are involved in making a change. Women’s empowerment is a collaborative effort that occurs through education, local and state governments, across borders and within the home. NAWRB endeavors to continue connecting these spheres of action, to facilitate communication and a creative exchange of ideas on how we can create a better tomorrow for future generations of women.

WHAT WOMEN WANT REVIEWS

Read it First This, Then That

by Leslie Hassler

Hassler’s book is helping service-based businesses everywhere grow their company with her step-by-step program that delivers actionable solutions with zero fluff. First This, Then That is chock-full of strategies and messages that are easy to follow. Whether you desire to grow your bottom line, or lift your startup to new heights, you will be guided in the right direction and given the tools for continued success.

Speakrets

by Ruth Sherman

A respected speech coach for Oscar-winning figures in Hollywood shares 30 essential marketing and personal branding tips. Readers will learn how to be the best version of themselves—the new “authenticity”—by focusing on how they speak, how they dress, and how they connect with others on an emotional level. This book is a must-have to build your confidence and improve your communication skills.

Dollars and Sense

by Dan Ariely and Jeff Kreisler

Dollars and Sense provides crucial information on how consumers can make sound decisions regarding their hard-earned resources, while also making you laugh. Ariely, a well-known scholar in psychology and behavioral economics, and Kreisler, a financial comedian and writer, share insights about how emotion clouds our judgment and give tips for making smarter financial choices.

The Game Plan for Homeowners: Control Your Destiny and Win Big While Avoiding Common Traps

by Nicole Hamilton

This an empowering guide for potential and current homebuyers on how to access the most financial benefits from homeownership.

Readers will be equipped with the building blocks for effective decision-making in the home buying process, from financing and appreciation, to cost of improvements and equity. Hamilton reconciles the emotional and practical aspects of buying a home, and highlights the positive benefits for homeowners and their community.

The Board Game:

How Smart Women Become Corporate Directors

by Betsy Berkhemer-Credaire

In The Board Game, seasoned business owner and board director Betsy Berkhemer-Credaire brings together 58 women directors to share their words of wisdom about how they secured a seat at the table. The book presents convincing evidence for why increasing the share of women on boards, and as corporate directors, is not only good for gender equality—it’s also good business. Women professionals will be equipped with effective strategies for navigating the board game to the winning table, where they belong.

A Peek Into My Soul Redux

by Monda Webb

Author Monda Webb offers readers a vibrant and intimate collection of poems that speak of her firsthand experiences of love, life, politics, friendship and spirituality. Her poignant and brutally honest words paint a vivid picture of the triumphs and pangs of the human experience: “Life is for loving and giving/ Sharing and living/ Happiness and desire/ Anger and fire.” Readers will have a difficult time putting down once they open it, and the verses will stick with them once they finish it.

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Watch it American Folk Starring Joe Purdy, Amber Rubarth, Krisha Fairchild

When their plane to New York is grounded in California following the attacks on September 11th, 2001, the lives of two strangers and folk musicians are intertwined as they travel cross-country to their destination in a 1972 Chevy van.

In the wake of a national tragedy, both find strength and healing through their shared love of music and the people they meet along the way.

Please Stand By Starring Dakota Fanning, Toni Collette, Alice Eve

Wendy, a young autistic woman and avid writer, runs away from her caregiver to submit her 500- page manuscript to a Star Trek writing competition in Hollywood. With Mr. Spock as her guiding spirit, Wendy embarks on an unforgettable journey with a full heart and courageous spirit.

Golden Exits Starring Emily Browning, Craig Butta, Jason Giampietro

A 20-something Australian woman named Naomi arrives in a small nook of Brooklyn, New York—with no connections other than a music producer named Buddy—to help Nick work on an archival project for his father-in-law.

Naomi’s presence has an unusual effect on the people she meets, disrupting the balance keeping Nick, Buddy, and their families’ lives afloat.

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“Both works represent the will to react to adversities, thanks to the birds’ baggage of experiences & knowledge.”

-El Gato Chimney (Artist) balancing data with feeling in order to capture and communicate the emotional aspect, something I felt so strongly studying the paintings.

The Fight for Women at

Art Basel

With a busy schedule you’d need a

guidebook to navigate, I never have enough time in the day to connect with everyone I want to. Oftentimes, by the time I remember that I wanted to call a colleague with a quick thought, it’s two in the morning and my puppies are crying for me to come to bed. Once in a while, though, I see something that is riveting.

I recently attended Art Basel 2017 and was deeply impacted by the connections I formed and the beautiful artwork abounding throughout Miami Beach.

I had a cathartic experience when my eyes settled on the work of Italian artist El Gato Chimney. My excitement must have been obvious as I was captivated by the color and images in his work.

The painting I fixated on depicts a swan with a community of burning birdhouses on its back. Held down by ropes, and bleeding from its battle, the resolute swan won’t succumb to its restraints and fights to gain its flight and freedom. A different painting similarly portrays a bird with smoking birdhouses on its back, the difference being that this bird and its houses are already airborne.

According to El Gato Chimney, the importance is that each person gathers their own meaning from observing the work. The paintings do not symbolize a

specific event; rather, they represent the idea that we can all overcome adversity through our own strength. “The attached pieces are part of a series I’m focusing on lately, based on a mix of natural history and popular folklore,” said El Gato Chimney during a conversation with NAWRB. “Both works represent the will to react to adversities, thanks to the birds’ baggage of experiences and knowledge.”

There’s a sense of urgency in these paintings that is immediately palpable, my impression being that the swan is the only barrier protecting its community

Pervasive gender gaps hinder women’s power to create the lives they want. from harm. I see the swan as a representation of women and the birdhouses as women’s homeownership. Interestingly, there is no fire in the paintings, only smoke. While the birdhouses are endangered, they have not yet been consumed by the flames. There is still hope. As women, we must support and protect one another, as well as our opportunities for advancement and upward mobility.

In NAWRB’s mission to advance women’s economic growth, I find myself

Pervasive gender gaps hinder women’s power to create the lives they want.

While we’ve undoubtedly made historic progress, gender equality remains under threat; and understanding the blood, sweat and tears behind the women’s movement is indispensable to fully grasping its significance. How can you truly support a movement if you do not fully understand it?

Women are more than numbers on a balance sheet, and every success represents the advancement of a women’s movement that has had to dismantle prejudiced systems and boy’s clubs for centuries. Women’s gender equality isn’t simply about benefiting the economy or improving companies’ financial performance; it’s equally about recognizing the presence and role of gender-based imbalances and acknowledging the incredible progress revolutionary women have willed into existence.

For me, El Gato Chimney’s painting encapsulates a message, a feeling, a personal mission of mine and one of NAWRB’s leading initiatives. My connection was immediate and before I knew it, I was sending a photo to my staff and excitedly asking for their thoughts.

While we remain far from gender parity in the United States and around the world, our community has not been engulfed by the fires that surround us. In the face of adversity, we continue creating a better tomorrow for women.

Desiree Patno ‘

CEO & President of NAWRB

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Creating A

Female Coalition Can Define Your Leadership Influence

by Valerie H. Little, Ed.D.

The ability to connect with your clients is a crucial

element in doing business. In today’s technologically advanced world, one must understand the language, execute the idea, and navigate the terrain of the competition. To do this, you must create your coalition of women that support your vision. This can be done by developing a network of individuals that are inspired, ignited, and invigorated by what you do or represent. It is the concept that what you offer will jumpstart a movement.

The idea of being an entrepreneur is a responsibility within itself. If one is to influence and navigate through the world of business. To disrupt the system, you must understand how to formulate a strategy, as well as how to execute the plan. What defines a leader? And will others follow your lead? The following principles will guide you on that path.

Identifying Your Advocates

A leader’s primary point person is their advocate. One that advocates for a leader is tied into the vision of the leader.

The advocate is the masterful follower who does not hesitate to step up to the task to accomplish the mission that is defined by the leader.

The focus of the leader is to build a cohesive coalition of female champions and warriors. To establish a base that encompasses a bridge between past, present, and future leaders. This mission is structured around the ability to seek out passion and know what defines it. The main objective is to lead on a global stage. Leading from a position that

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helps your coalition of advocates accomplish their goals and venture outside of their comfort zone. A true desire to effect change is the goal. It is through this dynamic force that real communication can be established on an international level.

Establishing a Base

Don’t be afraid to take on new challenges and opportunities. This establishes the foundation for cultivating followers through a shared knowledge and insight to shape and lead through change. A leader guides those who choose to be followers. It is only through this leadership ability that enables one to develop dedicated champions for the cause.

One who will champion a cause and expertly craft a blueprint to execute the vision is a key asset. The main purpose is to cultivate your follower’s innate skills and talents.

The Advocate

This individual is the one person that advocates for the leader and is tuned into the vision of the leader. The advocate is the designated follower assigned to carry out the mission charged by the leader—an individual that can step outside of their comfort zone and rally the troops. This will allow the advocate the opportunity to hone their passion and share life experiences. The major factor is to assemble a group of advocates focused on implementing a defined vision and connecting it to a cause. It is a shared experience to go against what is expected and chart a new path. The combination of these factors encompasses a greater dis-

What defines a leader?

And will others follow your lead? cernment to effect change and encourage a desire to fulfill their potential. The leader shares a collective attitude with the advocate to go against what is expected and define a new path toward success.

The Inspired Leader

When people are inspired to cultivate a legacy of leadership and integrity, it greatly solidifies the desire to see it come to fruition. Leaders reflect the adeptness to take a goal and see it through to the end by keeping the mind focused on one’s determination to inspire, empower, and change lives, recognizing that whatever technique, tools, and knowledge acquired will be shared. The desire to be a testament for others to lead can be cultivated if one is willing to take on the role.

The Path of Perseverance

The unattainable can be attained with a skillfully executed and choreographed strategy. Great leaders have the propensity to identify and revel in the challenge and opportunity to develop a new path to greatness. True endurance is a standard that exemplifies a great leader. Desire and passion are key factors in determining how much one perseveres when striving toward their goals. Perseverance is the ultimate determinate to gage if one is willing to sacrifice all for one common goal or vision. The ability to persevere outweighs the desire to give in.

The new coalition of female leaders is responding to the call of urgency to formulate a new generation of influential women that will not only impact their community but also the world. The female leader of today is preparing to purposefully recognize her role, and navigate new pathways that will ignite an upcoming generation of leadership ready to lead from a global perspective. This is a crucial element in the world today.

by Valerie H. Little, Ed.D. Executive Leadership and Teaching The Global Maven Group, LLC

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HEALTH WHAT WOMEN WANT

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NETWORK

upcoming

EVENTS

Women in Blockchain Summit Apr 8 | Irvine, CA The Women in Blockchain Summit at the University of California, Irvine is a one day event where experienced and influential women tell their blockchain industry stories; teach the practical tactics they use to excel and innovate in their space. Attendees will also gain exclusive insights on where the industry is headed and how they can prepare for the future.

Women’s Homeownership: Pathway to Economic Growth & Wealth Apr 11 | Atlanta, GA Women are entering higher-paying careers, starting businesses faster than men, delaying milestones like marriage and sacrificing what is necessary to become homeowners. This event, hosted by Women in the Housing and Real Estate Ecosystem (NAWRB), will feature investment opportunities for women, access to capital, business sustainability and more.

mPower for Her 2018 @ Connect Apr 12-15 | Atlanta, GA The Mortgage Bankers Association (MBA) presents the new Her Connect’s 2018 Summit for Women in Real Estate Finance. This summit is the first of its kind to bring together women from the industry to address challenges they face in the workplace and offer actionable solutions. In addition to participating in these powerful discussions, attendees will network and learn from leading women in the industry.

MBA National Technology Solutions Conference Apr 15-18 | Detroit, MI Tech18 is the premier industry event where attendees can learn about the issues facing all sectors of the industry while also learning how technology can be used to overcome them. If you’re a professional in the technology space, don’t get left behind: join the event in Detroit for guidance and knowledge to take your business to the next level.

IMN: Synchronize Apr 19 | New York, NY IMN’s new conference covers distributed ledger and blockchain technologies dedicated to financial services applications. Attendees will join over 500 senior financial service executives, leading practitioners, regulators and peers to learn from the experiences of those who have attempted to implement technology at major financial institutions, as well as predictions for 2018.

DC Finance’s Texas Family Office & Wealth Management Conference Apr 23 | Houston, TX The event, attended by over 100 qualified families and family offices executives, brings together families seeking cutting edge education and enables an exchange of knowledge and experience. NAWRB CEO & President, Desiree Patno, will be a featured moderator on a panel focused on real estate investment. Attendees will gain access to DC Finance’s exclusive networking platform for local and international families in the industry.

MBA National Advocacy Conference 2018 Apr 24-25 | Washington, DC Attendees of this conference will get the incredible opportunity to hear directly from elected officials, have access to commentary and analysis from experts in DC related to real estate finance, and network with other like-minded professionals committed to advocacy.

The Mortgage Bankers Association staff will lead those interested to speaking with their elected officials to Capitol Hill after the event.

MBA Legal Issues & Regulatory Compliance Conference Apr 29- May 2 | Los Angeles, CA This conference, hosted by the Mortgage Bankers Association, will include hot topics in the real estate finance world, such as key litigation developments, state regulatory trends, changes surrounding the False Claims Act, cyber-security concerns, and much more. Join this event for guidance on how to navigate and thrive within the ever-changing regulatory environment.

NAWRB Women’s Economic Growth, Investments & Homeownership Apr 30 | Irvine, CA Professionals in the housing and real estate ecosystem, as well as prospective homebuyers and homeowners, are welcome to learn insider tips on building their brand, acquiring capital and investment opportunities and leveraging current trends in women’s homeownership. Don’t miss this opportunity to learn from the leading voice for women in the industry.

NAWRB Empowering Women as Homebuyers & Entrepreneurs May 1 | Oxnard, CA Join NAWRB at Rincon Bar Whole Foods in beautiful Oxnard, CA to hear expert speakers share how prospective women homebuyers can find resources and how women entrepreneurs looking to build their brand and raise their bottom line. Attendees will include prospective homebuyers, real estate agents and brokers, and seasoned women business owners and executive leaders.

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NDILC Co-Chairwoman: Desirée Patno, CEO & President, NAWRB

Our Expert Leadership Council

NDILC Women

NDILC Co-Chairwoman: Vanessa Montañez, Sales and Business Development Manager National Strategic Markets, US Bank

Thank you NAWRB’s Diversity and Inclusion Leadership Council (NDILC), dedicated to raising the number of C-suite women and growing women’s employment at all levels in the housing ecosystem. Our Council, comprised of senior executive women, works diligently toward gender equality and obtaining equal opportunity for women in boardrooms and C-suites across America.

NDILC Co-Chairwoman: Rebecca Steele, President & CEO, Sigma Associates LLC

Jane Campbell,

Director, Washington Office, National Development Council

Tami Bonnell,

CEO of EXIT Realty Corp International

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NDILC Co-Chairwoman: Amy Brandt,

President & Chief Operating Officer, Docutech Corporation

Marcia M. Davies,

is Chief Operating Officer for the Mortgage Bankers Association (MBA)

Teresa Palacios Smith, Vice President, Diversity and Inclusion, HSF Affiliates LLC

Cheryl Travis-Johnson,

Stacey M. Walker,

Chief Operating Officer, VRM Mortgage Services

Director, Housing & Community Outreach, Freddie Mac

Melanie Gass,

Tujuanna B. Williams,

Senior Business Program Manager, Microsoft

Dr. Chitra Dorai,

Former IBM Fellow, Master Inventor, VP, CTO Cognitive Services, IBM Services, Member of IBM Industry Academy & Academy of Technology

Vice President and Chief Diversity & Inclusion Officer, Fannie Mae

Sarah Goldfrank,

Senior Vice President and Deputy General Counsel, Fannie Mae

Our Housing Ecosystem Leaders Delegate Spokeswoman NAWRB Certified Delegate Spokeswomen leverage their skills as leaders and influencers for women’s economic growth towards women’s independence. With NAWRB’s unique training, these women have been able to give back to the community and mentor other women. They are paving the way for future generations to succeed!

Esther Ayuk

Managing Broker/Owner, Bess Realty Professionals

Vanessa Montañez

Sales and Business Development Manager, National Strategic Markets, US Bank

Silvia P. Rathell CEO of Rathell Enterprises Inc.

Rosalind Booker Broker/Owner, Arbrook Realty Group, LLC

Maria Zendejas CEO & Realtor, Realty World Golden Era

Laura Harbison Broker/Owner, Realty Executives Southern Nevada Properties NAWRB MAGAZINE |

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