50/50 WOMEN ON BOARDS

Accelerating gender balance and diversity on boards

Los Angeles, CA   |  www.5050wob.com

Mission

50/50 Women on Boards is committed to accelerating gender balance and diversity on boards of the Russell 3000 Index companies, with women holding 50% of all of the corporate board seats, and women of color holding at least 20% of all of the corporate board positions. We educate, advocate and collaborate to increase the number of women on corporate boards and drive the business imperative for corporate action. More than 80% of our funds support our research, programs, and public awareness campaigns that enable us to Educate, Advocate, and Collaborate with organizations like yours, to positively impact boardroom diversity.

Notes from the nonprofit

In 2010 we launched 2020 Women on Boards, now 50/50 Women on Boards™, to educate women on how to advance and purse board positions, advocating for change by transparently tracking the progress of women on our Gender Diversity Index Directory, and by collaborating with corporations and action groups committed to advancing women. We share a mutual desire to ignite meaningful change across all corporate leadership levels and bring attention to the business imperative of diverse boards.

Ruling year info

2011

CEO

Betsy Berkhemer-Credaire

Main address

PO Box 861958

Los Angeles, CA 90086 USA

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EIN

27-3272688

NTEE code info

Women's Rights (R24)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

The Global Conversation on Board Diversity

Every November, we host The Global Conversation on Board Diversity™, followed by a series of 32 City Conversation events worldwide to encourage public discourse on the best practices for boardroom diversity and strategies for women to become board-ready.

Population(s) Served
Adults

The Gender Diversity Directory is an online resource of more than 3,000 public and private companies' board composition. The Gender Diversity Directory may be searched by company name, state, sector, rating. 50/50 Women on Boards congratulates companies for achieving gender balance on their boards encourages companies that don't to do better.

Population(s) Served

The 50/50 Women on Boards Gender Diversity Index is a quarterly analysis the gender composition of corporate boards on the Russell 3000 Index.

Population(s) Served
Adults

Intensive one-day educational seminars for women executives held in ten cities around the U.S.. each year to provide individuals with a strategic script about her value-added experience for corporate boards, and roadmap to navigate her career toward board service.

Population(s) Served
Women and girls

Our online and interactive Path to the Boardroom Workshop is a workshop designed for women in their mid-career. It provides attendees with the strategic tools to outline your boardroom journey in advance. During the session women identify their current expertise, unique value-add career experience, and the skills needed to best position themselves for future boardroom opportunities.

Population(s) Served
Adults
Adults

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of participants attending course/session/workshop

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women, Bisexuals, Intersex people, Lesbians, Transgender people

Related Program

Get on Board! Workshop

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of press articles published

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Ethnic and racial groups, Academics, Activists, Self-employed people

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of conferences held

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Ethnic and racial groups, Activists, Domestic workers, Self-employed people

Related Program

The Global Conversation on Board Diversity

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of conference attendees

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Ethnic and racial groups, Researchers, Domestic workers, Self-employed people

Related Program

The Global Conversation on Board Diversity

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of people on the organization's email list

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Ethnic and racial groups, Self-employed people, Domestic workers, Activists

Type of Metric

Other - describing something else

Direction of Success

Increasing

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Educate women on how to advance at every stage in their career
Create alumni groups for further networking.
Share research and insights on why gender balance and diversity are business imperatives.
Transparently track the progress of publicly traded companies' board composition.
Build a network of women and men who share our mutual desire to advance change.
Collaborate and partner with other like-minded organizations to make an impact.

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

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

To encourage change, we continue to educate and advocate for women, including women of color and collaborate with corporations and like-minded organizations to advance this goal. But there is no easy road to get there. In support, we start by asking for change at the corporate level. We also host public awareness campaigns and events that provide our audiences with implementation strategies for how to make an impact.

Develop educational workshops such as Path to the Boardroom and Get on Board that provide women in the early, mid, and senior-level careers to pursue a board position.

Track the progress of women and the board composition of publicly-traded companies on our proprietary 50/50 Women on Boards Gender Diversity Index.

Host The Global Conversation on Board Diversity that kicks off 32 city/state events worldwide to discuss how we can all make an impact.

Lead year-round conversations and speaking engagements with partners on the business imperative of gender balance and diverse boards.

Our programs directors and speakers are more diverse, enabling a more inclusive conversation for women and women of color at every stage in their career, which is imperative for ensuring that all women advance and achieving gender balance and diversity on boards.

Our research shifted from quarterly to annual so we can report current progress. We are also encouraging directors to self-identify to report on boards' racial composition and advance change.

In 2020, we had more than 7000 registrants, 186 sponsors, 146 VIP Panelists, and more than 400 Director Coaches participate in The Global Conversation on Board Diversity. In 2021m we hope to attract 10,000 registrants and increase awareness of the business imperative of gender balance and diversity on boards.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Our educational program attendees, our staff, our board, our 60+ volunteers worldwide, and our 7000+ event attendees.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Constituent (client or resident, etc.) advisory committees,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    We received feedback that our event speakers and program directors were not diverse. In response, we made intentional changes to our board of directors, staff recruitment process, and we added a Diversity Advisory Counsel to ensure we were reaching beyond our networks to staff of our events and programs and to enable us to craft messaging that was more inclusive.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    Employees, volunteers and staff are more engaged. They are committed to the cause and its commitment to diversity, but agree that the cause must reflect what we are championing.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback,

  • What challenges does the organization face when collecting feedback?

    Staff find it hard to prioritize feedback collection and review due to lack of time, It is hard to come up with good questions to ask people,

Financials

50/50 WOMEN ON BOARDS
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

50/50 WOMEN ON BOARDS

Board of directors
as of 8/4/2021
SOURCE: Self-reported by organization
Board chair

Stephanie Sonnabend

Malli Gero

Tracey Doi

Toyota

Robin Ferracone

Renee Fraser

Fraser Communications

Julie Hill

John Iino

Reed Smith LLP

Jan Blackhurst

Herman Bulls

JLL

Maria Rivas

EMD SERONO, INC

Martin South

Marsh

Betsy Berkhemer-Credaire

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 08/04/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

No data

Equity strategies

Last updated: 08/04/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.