CEO OF THE YEAR FINALISTS
(LARGE OR MIDSIZED COMPANY)
RICHARD AYOUB
CEO
Project Angel Food
Richard Ayoub joined Project Angel Food in May 2016 after serving as interim executive director for six months.
During his tenure at Project Angel Food, he has more than doubled the amount of clients served from 1,050 to 2,300 a day. Now he is leading the charge to expand client services inside Project Angel Food. He has invested in grant writing and signing the organization up to help partner on pilot health focused projects throughout California. His staff is over 50% minority-based and it aligns with the diversity in clientele they serve.
Recently, under Ayoub’s leadership, Project Angel Food was able to purchase a piece of land and real estate right next to the HQ so the charity can expand in kitchen space, volunteer space and more. He is known as an energetic force who exemplifies what it is to lead with love and a spirit of inclusion.
JAY CATLIN
CEO
AMS Fulfillment
In 2002, Jay Catlin took over operational responsibilities for his father’s packaged media company. His first order of business: form a new fulfillment entity to assemble products and displays, warehouse and man- age finished goods inventory, fulfill orders to hundreds of retailers across the US, and process returns. Advantage Media Services (AMS) was formed, and after a year, Catlin began to convert AMS into a multi-client pure-play third-party fulfillment entity.
With the help of a diverse team, AMS grew into a true impact player in the world of third party fulfillment, operating each day in a family-like culture that emphasizes client and employee satisfaction, community involvement and environmental awareness. Catlin has demonstrated a firm commitment to stay true to his B Corporation values by giving his time and energy towards the goals and objectives that are meaningful to the employees, the community and the planet.
MASHI RAHMANI
CEO
MMChr
Dr. Mashi Rahmani is the CEO and founder of MMC, a leading HRO (human resources outsourcing) firm located in Beverly Hills. In his book, Garden of Delight, Dr. Rahmani introduces a new concept in leadership management.
Dr. Rahmani compares a loving and diligent leadership to that of a gardener that nurtures the plants and fruits that flourish in a healthy garden. He illustrates the message that humans too experience this coming of age in our own personal growth when choosing to do what is right, what is fair, and what is in the best interest of all people. Integrating this concept at MMC, Dr. Rahmani champions diversity and inclusion by maintaining a structured leadership of highly qualified individuals from varying backgrounds. Today, MMC upholds a predominately female leadership and has made steps toward building a strong feedback culture that gives MMC the ability to make a positive impact.
KUNAL SHAH
President, CEO
PBS Engineers
Kunal Shah’s core philosophy, which mirrors the mission of PBS, is to provide an exceptional level of service. He approaches his work as a “servant leader” by enriching the lives of individuals, building better organizations and helping to create a more just and caring world.
PBS is certified as a Minority Business Enterprise and is committed to providing career opportunities for those with diverse backgrounds ensuring support to perform to the fullest of their abilities. Inclusion, accep- tance, and equality is all part of the cultural fabric at PBS Engineers. Under Shah’s leader- ship, PBS has fortified its mission to ‘Provide WOW Through Service.’ This unwavering focus on culture and the PBS family has allowed the company to have consistent growth. Of the 97 employees, and growing, PBS has a diverse mix of employees—all from various cultural backgrounds that share a belief in the PBS core values.
CEO OF THE YEAR FINALISTS
(GROWING COMPANY)
DR. APOLLO EMEKA
Founder/CEO
Apollo Strategy Group, Inc.
Challenging assumptions about the pathway to success, Apollo Emeka started out as a 4th-grade drop-out and grew into the entrepreneurial and motivational force of nature that he is today. Dr. Emeka continuously took unconventional and sometimes counterintuitive steps to achieve success.
Few who knew childhood Apollo would have thought he would go on to earn a doctorate, be an FBI intelligence analyst, join the U.S. Army Special Forces, or become a successful serial entrepreneur. He’s accomplished all of those feats and more while helping the people he encountered along his journey elevate their own ambitions and outcomes. During his twenty-year military career, Dr. Emeka learned that genuine collaboration is easiest when people intentionally embrace each other’s differences. He drew on his lived experiences to develop the core philosophies of Apollo Strategy Group, including an explicit recognition of the centrality of diversity and inclusion to personal and business success.
LASHANA LEWIS
CEO & Founder
L. M. Lewis Consulting
L. M. Lewis Consulting’s expertise is in DEI Consulting. The organization was founded after LaShana Lewis, a Black woman in tech, was consistently put into the role of DEI leader at the companies she was working for. After consistently being asked to speak on DEI topics and to help her organizations reach more diverse candidates, she decided to turn it into a career. She’s worked with organizations, including Microsoft and Amazon, to learn more about DEI initiatives and practices, and she’s helped nonprofits create entire DEI manifestos for their teams.
Lewis is a Black, queer leader dedicated to educating the public on seeing the merits of other educational and career pathways outside of a bachelor’s degree. To help, she’s recently launched a campaign with Opportunity@Work and the Ad Council, called the “Tear the Paper Ceiling” campaign, which she currently stars in.
TANA M. SESSION
Organizational Development & DEIB Strategist
Founder & CEO TanaMSession.com
Tana M. Session is the CEO and founder of TanaMSession.com, a certified Women Minority Business Enterprise with over 30 years of HR experience. Dr. Session specializes in cultural engineering, facilitated experiences and leadership and organizational development.
Dr. Session has spent 10 years as the top human resources executive for both domestic and interna- tional organizations where she led various change initiatives and up-leveled entire departments, including talent, systems and infrastructure. Her experience has enabled her to embed her passion for diversity, equality & inclusion in everything she develops and implements. In 2022, Dr. Session was the keynote speaker for LinkedIn’s inaugural Recruiter Reunion Conference, where she shared real world examples on how organizations can increase their efforts in diverse recruiting and retention. She has also spoken at the Senior Exec- utive Leadership Summit sponsored by President Joe Biden.
DEI EXECUTIVE OF THE YEAR FINALISTS
(ENTERPRISE OR LARGE COMPANY)
LILLY D. ACUÑA
SPARK LA Program Leader
HNTB Corporation
Throughout her career, Lilly Acuña has made an impact in communities globally. Currently, she serves as the SPARK LA program leader for HNTB Corporation in the firm’s Los Angeles headquarters and has worked with the program since 2018.
But it’s not in just her own backyard that Acuña is demonstrating grassroots inclusivity and equity; she has been involved as a vol- unteer twice with the United States Peace Corps. She was determined to make an invest- ment in the world and worked in Paraguay and Guatemala at a grassroots level to create change. She served as part of an 11-member volunteer team that built a 45-meter pedestrian suspension bridge over the Rio Trinidad in rural Panama. The bridge connected the more than 200 residents of the villages of La Conga and La Florida, providing a safe and efficient crossing with access to schools, local markets, health facilities and jobs.
CHERYL CHANG
Partner
Blank Rome LLP
Cheryl Chang is Blank Rome’s first female Asian-American partner, vice chair
of the firm’s nearly 50-member Financial Institution Litigation and Regulatory Compliance practice group, and co-chair of the more than 60-member Los Angeles office. Fluent in spoken Mandarin Chinese, Taiwanese, and French, she often communicates with her clients, and negotiates with adversaries, in multiple languages.
An early champion of diversity, equity, and inclusion, Chang has served as co-chair of BR United, a firm affinity group forum for diverse attorneys and professionals to network and exchange ideas, since 2012. She has led BR United and Blank Rome in discussions that explored difficult topics and proposed strategies to improve firm culture, awareness, and action in light of social injustice and racial violence.
ADRIAN GONZALEZ
Captain
City of Los Angeles
Captain Adrian Gonzalez is a native Angelino who has served his country in the Marine Corps. In 1998, he joined the LAPD working assignments including patrol, narcotics, vice, and field training officer. He has now dedicated over 25 years to the City of Los Angeles and has demonstrated selfless service to the community.
Captain Gonzalez has also displayed a commitment to ensuring that diversity, equity, and inclusion principles are a part of his leadership. He has recently created an award at South Bureau Homicide Division to highlight and recognize the work of the female investigators in the Division. The award also pays tribute to the first female homicide investigator for the Department, and the first investigator at South Bureau Homicide. Also, under Captain Gonzalez’s leadership there is passion for providing closure to all victims, regardless of gender, race, ethnicity or class.
WAYNE GUZMAN
Director, Sales & Outreach
nland Empire Health Plan
Wayne Guzman has been a long-time and steadfast champion of DEI in the insurance industry both in Los Angeles, and nationally. In July of 2020, he was appointed to chair and develop a national task force focused on evaluating the current DEl efforts of the National Association of Health Underwriters (NAHU, now NABIP) and to provide findings and recommenda- tions to its NAHU Board of Trustees.
In September of 2020, through focused national collaboration, Guzman and the
task force delivered recommendations that were adopted by NAHU and the NAHU DEI committee was established. Guzman was appointed as chairman of the new committee which is dedicated to providing diversity, equity and inclusion experiences that active- ly engage employees in learning from each other to mitigate unconscious bias, educate on racial injustice.
KEVIN JORDAN
SVP, Inclusion, Diversity & Community Outreach
Wedbush Securities
Kevin Jordan is the SVP, inclusion, diversity & community outreach at Wedbush Securities. He serves in this newly created position as the firm’s subject matter expert as it relates to diversity and inclusion policy as well as internal and external initiatives. With over two decades of experience in client and colleague engagement with more than 14 years working specifically in diversity and inclusion, Jordan joined Wedbush Securities in 2021.
Jordan plans to bring his insights to Wedbush by creating firmwide workplace initiatives that foster inclusion and belonging and help its colleagues thrive in their careers. In his most recent role at ITW, Kevin led the global D&I strategy that included reframing the company’s D&I narrative to help leaders and employees understand their role in fostering an inclusive company culture to accelerate progress towards diversity goals.
STEVEN RAMOS
Captain
City of Los Angeles
Captain Steven Ramos is currently the commanding officer for diversity, equity and inclusion division (DEID). At DEID, Captain Ramos oversees the OMBUDS Section, Community Engagement and Professional Development Section, and Racial and Identity Profiling Act (RIPA) Unit. In the OMBUDS Section, Captain Ramos assists with overseeing the diverse civilian and sworn employees cope with workplace issues such as personality conflicts, interpersonal conflicts, discrimination, general concerns of harassment, and difficult working conditions.
Captain Ramos also works to improve the Department’s work environment for employees to achieve their personal and professional goals and receive training, tools, and resources they need to positively impact the communities they serve. Captain Ramos has led a team to develop the RIPA Data Dashboard, an advancement in transparency.
KATHERINE VINSON
Senior Vice President and Second Line of Defense Enterprise Change Management Lead
City National Bank (CNB)
She is responsible for the framework, policy and standards as well as oversight including risk-based independent review and challenge, independent testing, reporting and training. She has over 15 years’ experience in financial institutions as a change leader and program director.
Vinson is the co-lead of City National Bank’s LGBTQ Alliance Colleague Resource Group whose mission statement is “creating inclusivity through education, awareness
and growth within our company and the communities we serve.” Most recently, the LGBTQ Alliance produced the Personal and Professional Development Speed Networking event to partner colleagues with senior and executive leaders across the organization.
DEI EXECUTIVE OF THE YEAR FINALISTS
(MID-SIZED OR GROWING COMPANY)
CAROL ALEXIS CHEN
Partner
Winston & Strawn LLP
Less than two years into her tenure with Winston, Carol Alexis Chen has already left an indelible mark on the firm’s practice and culture, especially in regard to promoting and fostering a culture of diversity, equity, and inclusivity. In her discussions with other Winston lawyers, Chen often cites her background as the first lawyer in her multi-generational immigrant family.
Chen is currently the global co-chair of the Winston Asian Leadership Initiative, the firm’s affinity group for AAPI lawyers, and works closely with Sylvia James, the chief diversity officer, and the Diversity & Inclu- sion Committee to hire, retain, and promote lawyers of AAPI descent and foster allyship across the firm’s affinity groups (the Black Lawyers Network, Latino/Latina Lawyers Alliance, Family Network, Winston Pride, and the Women’s Leadership Initiative) and the firm globally as a whole.
SHARON CHO
Vice President, DEI
Edelman
Sharon Cho is vice president of DEI and multicultural communications at Edel- man, leading DEI advisory, crisis communications, DEI strategy and counsel for clients like Michael and Susan Dell Foundation, Microsoft, Chanel, GSK/Haleon, DIRECTV, McKinsey, Lindt, Planet Fitness, Tencent America, Kaiser Permanente, and many more. While she supports global clients, she supports local activities and DEI programming out of Edelman’s Los Angeles office.
With ten years of DEI strategy, communications and training experience and as a certified DEI practitioner and instructional/ executive coach, Cho’s expertise lives in the intersection of brand, business transformation, employee experience, multicultural marketing, and corporate advisory. Her day-to-day work includes DEI strategic development, DEI audit and reporting and DEI internal and external communications.
KATURI KAYE
DEI Director
Trucker Huss APC
As Trucker Huss’ inaugural DEI Director, Katuri Kaye oversees the implementa- tion of the firm’s DEI initiative. In this capacity, she chairs the firm’s DEI Committee, provides vision, and thought leadership, and helps develop and facilitate strategies, policies, and programs supportive of efforts to advance diversity, equity, and inclusion at all levels at the firm. She also serves as the firm’s point person with external organizations.
Under her DEI leadership, the firm has developed a DEI Mission Statement and adopted its first DEI Billable Credit Program, a program that recognizes attorneys who are involved in the firm’s DEI initiative and provides credit for the work they do in this regard. As the DEI Director for the firm, Kaye facilitated a cultural shift within the firm with the inclusion of an expectation for all attorneys to participate in a meaningful way in the firm’s DEI efforts.
MARY KOHAV
Vice President – Justice, Equity, Diversity & Inclusion and Community Engagement
The Jewish Federation of Greater Los Angeles
Mary Kohav brings extensive experience working in diverse communities and leading justice, equity, diversity and inclusion strategy, social impact and leadership programs. She has been at the forefront of fostering change across public, private and nonprofit sector organizations in Southern California for more than 25 years.
Currently, Kohav is vice president of JEDI (Justice, Equity, Diversity & Inclusion) and community engagement at the Jewish Federation of Greater Los Angeles and also heads up Equicity Partners, developing equitable, inclusive and integrated solutions for civic, business and nonprofit organizations.
DIANNE LEE
Executive Director, Business Development and Strategy
Kitchell
Dianne Lee is a tireless advocate and construction industry professional in the architecture, engineering and construction marketplace. With more than 18 years of experience, she has been credited for multiple billion-dollar contract awards both nationally and internationally. She is a transformational leader with a robust portfolio of clients in the healthcare, education, aviation, and public agency sectors, having represented regional and global multi-national companies.
Lee utilizes her voice and her platform to advance Kitchell’s DEI initiatives. As a construction industry influencer, she highlights the contributions of women and minorities in a highly male dominated industry. She herself, has successfully conquered social and gender stereotypes in the construction industry and has consistently set an example for the next generation of minority women by creating a path for them.
BRADFORD POLLARD
Managing Director
Citi Private Bank
Bradford Pollard is a managing director and private banker of Citi Private Bank. He is responsible for providing tailored financial strategies to ultra-high net worth clients, endowments and foundations in the Western U.S. region. He is one of the largest producing bankers in Los Angeles and the Western region.
Bradford is uniquely positioned to inspire other LGBTQ+ leaders, especially those in client-facing roles, to live authentically and drive progress. He also serves LGBTQ+ individuals with customized private banking solutions to expand and preserve their wealth legacy. A Southern California native with 30+ years banking experience, he is committed to equity at the local and global level. Bradford co-founded two Pride Employee Resource Groups in Los Angeles (at ING and Citi) where none previously existed.
MARK SMALLS
Diversity, Equity & Inclusion Consultant
JAMS
Mark Smalls has overseen JAMS marketing and communications strategy globally and provided leadership to the managers tasked with business development & DEI responsibilities for the last 13+ years. Beginning February 1st, he transitioned to the role of DEI consultant with JAMS as a client.
Smalls chaired the JAMS Diversity Committee at JAMS and has been widely recognized for his contributions to advance DEI initiatives. In 2021 he was honored with the CMO Equality Leadership Award by the CMO Club as part of their CMO Awards series. Smalls has helped JAMS lay the groundwork to make lasting change within the organization and in the alternative dispute resolution (ADR) industry. He created a new diversity program manager position dedicated to increasing diversity among the JAMS panel of neutrals and to being a leader in diversity and inclusion efforts.
COMMUNITY IMPACT AWARD FINALISTS
(LARGE COMPANY)
GLENN AGONCILLO
VP, Constituent Experience
HUB International
Glenn Agoncillo, who is VP of constituent experience for HUB International, has also served as co-chair of HUB International’s Diversity, Equity, Inclusion and Belonging committee for Los Angeles and Orange County, since 2020. He also founded the national HUB Pride Voices group last year and is an active member of the national HUB Asian Voices group.
Agoncillo’s passion, focus and skills lie in his ability to imagine the possibilities of a more diverse, equitable and inclusive society. He gave up a role as a successful insurance broker to pursue his passion as a DEIB leader within HUB International’s campus. In a short time and in addition to his day job, Agoncillo has founded two ERGs and spends a great deal of time on another. He’s won various awards and has driven HUB’s DEIB programs, which have opened the doors to the hiring of a more diverse and productive workforce.
ALEJANDRA ALANIS
ALPFA LA Vice President & Risk Consulting Manager
RSM US LLP
Alejandra Alanis has more than nine years of experience working with both internal and external audit clients. She began her career in Deloitte Seattle and joined RSM US LLP in November of 2018. She specializes in internal audit Sarbanes-Oxley readiness projects within the life sciences and technology industries. She has assisted many clients go through their IPO.
Within a short period at RSM US LLP, Alanis took on the role of local leader and became part of the national steering committee for HOLA, the Hispanic employee network group. She was selected to serve a one-year term in the firm’s CEO Action for Racial Equity Fellowship program, which began in September 2022. In this role, she works with fellows from other firms to identify, develop and promote scalable and sustainable public policies and corporate engagement strategies to advance racial equity and improve societal for the African American community.
TIAUNIA HENRY
Partner
Gibson, Dunn & Crutcher LLP
Tiaunia N. Henry is a partner in Gibson, Dunn & Crutcher’s Los Angeles office where she is a member of the firm’s Litigation Department with a diverse practice that focuses primarily on complex business litigation, including antitrust, breach of contract and transnational cases. As an experienced litigator and trial attorney, she has represented clients in various industries.
Henry has been an active member of the LA Area Diversity Committee since joining the firm in 2007. She has served as co-chair of Gibson’s LA Area Diversity Committee since 2012 and as chair of the LA Black Affinity and the LA Women of Color Affinity Groups, and she is actively involved in the LA Parenting Group. In these roles, she has coordinated committee meetings, planned events for summer associates as well as incoming and existing diverse associates, and represented the firm at local law school recruiting events.
BETTY-LOU WISEMAN
President, West Coast
AMS Fulfillment
Joining AMS in June 2004 as executive vice president of client services, Betty-Lou Wiseman draws from significant experience involving progressive positions. In May of 2019, she was promoted to president of AMS Fulfillment after participating in the acquisition of AMS by Fort Point Capital.
Wiseman has helped craft AMS’ inclusive culture so that it has significance to the clients, the workforce, and the community. For years, she has built a unique relationship with the community, and she is joined by the company’s volunteer committee. The employees of AMS benefit from Wiseman’s executive leadership, which inspires community programs, and is an established part of the AMS culture as a B Corporation. She has served on the board for the SCV Domestic Violence Center and is an avid supporter of fundraiser events supporting the local SCV Sheriff Station, SCV Search & Rescue, Senior Concerns, multiple youth organizations and Single Mothers Outreach.
COMMUNITY IMPACT AWARD FINALISTS
(MID-SIZED COMPANY)
DERRICK COLEMAN
Principal
GHJ
Derrick Coleman is a principal at GHJ and the Search and Staffing Practice leader. Search and Staffing specializes in the placement of accounting and finance professionals into temporary and permanent positions across a broad range of industries. His clients include many of the top organizations across Los Angeles County.
As practice leader of GHJ’s recruiting division, Coleman has used his influence
to implement diverse and equitable hiring practices. He is continuously promoting
and utilizing these practices for clients and encouraging his team to do the same. He continues to be recognized for his leadership in diversity, equity, inclusion and accessibility at his firm, in his field and in the community. Within GHJ, he leads GHJ’s BIPOC Cohort, an employee resource group focused on advancing the careers of professionals who are black, indigenous and people of color.
HAYLEY DICKSON
Wealth Management Advisor
Northwestern Mutual
Hayley Dickson seeks to help clients un-learn shame, fear, and paralysis when it comes to their financial reality. She realizes that even among highly educated groups, members of our communities have too long gone without the important resource of a sound financial education. An advocate for women, Persons of Color, and the LGBTQ+ community, Dickson views financial planning as a means of empowerment for her clients.
Dickson serves as the vice-chair of the Northwestern Mutual LGBTQI+ and Ally Council, whose mission is to strengthen the attraction, development, and retention of LGBTQ+ advisors in the Plocher Network office and increase Northwestern Mutual’s brand awareness and market share in the LGBTQ+ community. The council’s four core committees do this by providing leadership and allies with valuable educational opportunities and resources from which to learn about the LGBTQ+ community.
TANYA GREENE
Partner
McGuireWoods LLP
McGuireWoods partner Tanya Greene is a respected litigator who works on high-profile, complex litigation for the most prominent corporations in the world. She is a pro bono champion who has led successful legal challenges for homeless and displaced Los Angeles residents. She is also a mentor who provides substantial pro bono opportunities for McGuireWoods associates.
At McGuireWoods, Greene advances diversity and inclusion by recruiting and mentoring the next generation of women and minority lawyers and giving them opportunities to develop as leaders and make an impact in the community. She actively mentors several law students and associates. Greene also mentors junior associates is the National Bar Association’s Associate Advancement Academy for Excellence – the nation’s oldest and largest national association of predominantly African-American lawyers, judges, law professors, and law students, with a network of over 67,000.
RAFFI ZEROUNIAN
Partner; Los Angeles Market Leader
Hanson Bridgett LLP
Raffi Zerounian, the market leader for Hanson Bridgett’s Los Angeles Office, has a 360-degree trademark practice, handling all facets of counselling, clearance, prosecution, enforcement, litigation, and licensing.
Zerounian is committed to increasing diversity in the legal field as underscored by his leadership as the administrative head of Hanson Bridgett’s Los Angeles office. Among his notable accomplishments in building Hanson Bridgett’s Los Angeles office since its founding nine years ago to approximately 50 individuals, he has worked hard to hire and retain a diverse attorney and administrative team. Half of the firm’s partners in Los Angeles are women, and every single partner in the office is either a woman or an attorney of color. In the Los Angeles office, 70% of the associates are female, 63% are attorneys of color, and 11% are LGBTQ+, and, overall, 85% are either women, attorneys of color, women attorneys of color, or LGBTQ+.
COMMUNITY IMPACT AWARD FINALISTS
(GROWING COMPANY)
PATRICK BUCHANAN
VP of Marketing
Good American
Patrick Buchanan serves as the VP of Marketing for Good American, the first, fully inclusive fashion brand to offer trend-forward designs made to fit women of all sizes. In this role, he’s responsible for ensuring the Good American brand upholds its mission, which is greatly aligned with DE&I. Specifically, he’s led the charge for an annual Open Casting which gives individuals around the world the opportunity to be cast in the brand’s #GoodSquad‚ a group of real women leading the charge in bringing inclusivity to the fashion industry.
Buchanan is also an LGBTQ advocate who’s proudly redefining what it means to be a young Black man/professional in America. His community experience extends to his service in spearheading professional campaigns for Good American and previous employers in the LGBT space, to leverage their platforms in support of diversity and inclusion.
TERRENCE FRANKLIN
Partner
Sacks, Glazier, Franklin & Lodise LLP
Terrence Franklin has over three decades of experience handling some of the most significant and complex trusts and estates disputes, and is regarded as one of the top litigators in the U.S.
Franklin had been practicing trusts and estates litigation for nearly 25 years before he discovered that his legal career was the path to his mission in life, to “help bend the arc of history towards justice,” by sharing the story of his family’s experience escaping from slavery, nearly two decades before the end of the Civil War. In presentations, media interviews and articles, Franklin has retraced his journey to uncover his fourth great-grandfather’s will, and the unexpected will contest that threat- ened to keep his fourth great-grandmother and her children and grandchildren enslaved. To help bend the arc of history towards justice, Franklin’s goal is to widely educate others, and push back against dehumanization and racism.
SONIA SMITH KANG
Founder
Mixed Up Clothing
Sonia Smith Kang is an AfroLatina and proud “military brat” born in Puerto Rico and then stationed on the Hawaiian island of O’ahu before calling Los Angeles home. She graduated from the University of San Francisco where she earned her degree and became an RN. After over a decade of being a critical care RN, She tapped into her creative side and founded Mixed Up Clothing, a children’s apparel brand designed through a multicultural lens to celebrate culture, diversity, and inclusion.
Kang’s designs address the unmet need of representation and cultural inclusivity in the children’s fashion space by providing designs that celebrate cultural diversity, which would help children connect with their heritage, and feel seen and valued. Bringing her multi- cultural heritage and beauty from places she called home, Kang adds cultural elements to her designs which sets her apart from others in the industry.
JOHN MURILLO
Market President
Enterprise Bank & Trust
John Murillo continues to build on an already distinguished career in financial services, currently serving as senior vice president, market president for Enterprise Bank & Trust in Los Angeles. He has more than 30 years of experience, having worked his way from a part-time teller through multiple executive positions.
Murillo has become an integral member of the Los Angeles community and a strong advocate for diversity, equity and inclusion. He prides himself on using a consultative and collaborative approach to help his clients reach their financial objectives. He has an extensive background in managing and developing diverse and inclusive teams and a thorough understanding of establishing and growing customer relationships. As an example, while at Wells Fargo, he helped found an employee resource group called Amigos, which promoted and created opportunities for Latinos to move up and expand their careers into senior management.
DEI COMPANY OF THE YEAR FINALISTS
(ENTERPRISE)
At Panda Restaurant Group (Panda), the world leader in Asian dining experiences and parent company of Panda Express, Panda Inn, and Hibachi-San, the company is dedicated to becoming a world leader in people development. Founded by immigrants and family-owned since its inception in 1973, Panda currently operates over 2,500 locations worldwide with about 50,000 associates (employees).
Under the leadership of co-founders, co-chairs and co-CEOs Andrew Cherng and Dr. Peggy Cherng, the company maintains a rich and purpose-driven culture that focuses on values promoting growth, developing its people, and progressing the business. Panda was built on a foundation of diversity, equity, and inclusion. When the Cherngs opened the original Panda Inn in 1973, they committed to achieving the American Dream for themselves and their extended family of associates. Finding a sense of community and belonging was key in building Panda, with DEI becoming rooted in the foundation of Panda’s culture.
Skanska is one of the world’s leading construction and development companies. Skanska’s core operations in the U.S. include civil infrastructure, building construction, and developing self-financed commercial properties. An industry-leading innovator in both safety and project execution, Skanska offers competitive solutions for traditional and complex assignments that build a more sustainable future for its customers and communities.
Skanska uniquely positions its team to tangibly impact diversity and inclusion within the Los Angeles community. Skanska understands the value of diversity in the workplace, on the job site, and throughout the community. That is why DE&I practices are not only championed by its leaders and passionate individuals, but are ingrained in its current structure and in its growth business model. For example, when preparing for large jobs in the Los Angeles area, the Skanska team makes early efforts to understand and strategize for meeting goals for the inclusion of disadvantaged workers.
Founded in 1871, Smart & Final is one of the longest continuously operating food retailers in the United States, proudly nourishing the communities it serves for more than 150 years. The company, based in Commerce, operates 253 locations throughout California, Arizona and Nevada.
Smart & Final’s Diversity, Equity and Inclusion initiative is a formalized extension of the company’s core values. With more than 11,000 associates throughout its 253 stores, warehouses, and the Store Support Center, the company approaches DEI as a source of strength to ensure its people, policies and processes reflect the communities it serves. Formally established in 2021, the DEI committee was created to foster an atmosphere where diversity is respected and to position the company for long-term success in its hiring and retention efforts. DEI at Smart & Final comprises four key areas that impact every aspect of the company: communications, recruiting, training, and mentoring.
DEI COMPANY OF THE YEAR FINALISTS
(LARGE)
Armanino LLP is one of the 20 largest independent accounting and business consulting firms in the nation with six offices in Southern California. Armanino provides an integrated set of audit, tax, business management, consulting and technology solutions to companies in the U.S. and globally.
Armanino’s commitment to DEI issues is present at all levels of the firm, with its CEO, general counsel, CMO and CPO all holding leadership roles on the firm’s IDEAL (Inclusion of Diverse Employees and Leaders) team and other groups that focus on DEI issues.
Armanino’s approach to DEI revolves around inclusivity and education. The firm has chosen to develop broad-based initiatives and outreach. In 2019, CEO Matt Armanino signed the CEO Action for Diversity & Inclusion pledge to cement the firm’s commitment to develop programs and initiatives that identify and foster opportunities for underrepresented groups.
Companies come to BlackLine because their traditional manual accounting processes are not sustainable. BlackLine’s cloud-based financial operations management platform and customer service help companies move to modern accounting by unifying their data and processes, automating repetitive work, and driving accountability through visibility.
BlackLine was founded in 2001 by Therese Tucker, the first VC-backed, female tech founder in Los Angeles to take her company public. Diversity, equity and inclusion are deeply rooted in the company’s core values in service to its global workforce, its customers and the communities in which its people work and live. BlackLine is constantly advancing a culture of inclusion that empowers employees to think, create, serve and deliver in a workplace where employees they truly belong. BlackLine continues to support Employee Resource Groups, made up of employee-led groups designed to support and foster connections among underrepresented groups, including women, people of color, LGBTQ+ and military veterans.
Hudson Pacific Properties is a real estate investment trust serving dynamic tech and media tenants in global epicenters for these synergistic, converging and secular growth industries. Hudson Pacific’s unique and high-barrier tech and media focus leverages a full-service, end-to-end value creation platform forged through deep strategic relationships and niche expertise across identifying, acquiring, transforming and developing properties into world-class amenitized, collaborative and sustainable office and studio space.
At Hudson Pacific, diversity, equity and inclusion are core values. The company’s holistic approach to DEI touches all aspects of the business – from how it promotes job openings to the organizational culture and work with external contractors and suppliers. Internally, the company’s commitment to equity starts with employees, who are valued at all levels of the organization and provide ample opportunities for growth while striving to foster and celebrate DEI.
RSM US LLP is the leading provider of professional services to the middle market. The clients it serves are the engine of global commerce and economic growth, and the company is focused on developing leading professionals and services to meet evolving needs. Its purpose is to instill confidence in a world of change, empowering its clients and people to realize their full potential.
RSM places a high value on DE&I. Internally, RSM invests over $3 million annually, has five full-time resources and has over 200 professionals serving dual roles executing its Culture, Diversity and Inclusion (CDI) programming. Throughout RSM’s business practices, its commitment encompasses key pillars of community, diversity, ethics and sustainability. In 2020, RSM made a commitment to underrepresented populations through its partnerships with three diverse professional organizations, the National Association of Black Accountants, Association of Latino Professionals For America, and the Pan- Asian business professional membership organization, Ascend.
DEI COMPANY OF THE YEAR FINALISTS
(MID-SIZED)
Cordoba Corporation has developed and grown into a statewide engineering, program management, and construction management firm specializing in the delivery of public infrastructure projects in the water, energy, education and facilities, and transpor- tation industries. With 550 employees, it is a mid-sized firm providing a local presence to clients across the state.
Diversity and inclusion have been an integral part of Cordoba’s DNA since its founding by George Pla, a first-generation immigrant from Mexico. Pla founded Cordoba in 1983 with a mission to make difference by addressing infrastructure needs, uplifting and empowering local communities, and improving the lives of all Californians. One of Cordoba’s early landmark projects was its work with the California Public Utilities Commission to establish the Supplier Clearinghouse, the first comprehensive database of disadvantaged small businesses. More than 77% of Cordoba’s staff are from a diverse background including minority, women, LGBTQ and veteran employees.
Greenberg Traurig, LLP is a global law firm with more than 2,650 attorneys in 44 offices in the United States, Europe, Latin America, Asia, and the Middle East. The firm offers deep capabilities in a multitude of specialty areas, including sophisticated litigation, high-profile corporate transactions, and restructuring and bankruptcy matters.
Greenberg Traurig is also at the forefront of pushing diversity within the legal profes- sion. The firm is Mansfield Rule 5.0 Certified Plus by The Diversity Lab. Greenberg Traurig is diverse by design, a value that is firmly rooted in the firm’s DNA. In 1967, facing religious discrimination when trying to find employment at traditional, white-shoe law firms, the firm’s three founders sought to create a new kind of firm, one where everyone was welcome. For Greenberg Traurig, diversity, equity, and inclusion are not slogans but critical principles guiding the firm’s investment in the legal profession and client-ser- vice minded ethos.
HBC is a general contracting firm founded in 1983, servicing a broad spectrum of clients from its two Southern California offices. It is a 100% employee-owned company, and its diverse project teams are committed to exceptional client service.
HBC sets annual diversity hiring, promotion, and training targets based on current workforce demographics versus labor market availability. The goal is to secure a workplace that is reflective of its community’s demographics while enhancing the opportunities
of historically underrepresented groups. The company ensures training opportunities are prioritized for underrepresented groups to encourage participation in leadership development and industry-specific professional credentialing courses. HBC promotes on-the-job mentor- ships, cross-training, and encourages career development, including interdepartmental transfers into operational roles. Additionally, HBC actively encourages participation in (and recruits from) organizations such as Women in Construction Operations and are currently developing an internship program with the Inner-City Educational Foundation and local junior colleges.
Moss Adams is a fully integrated professional services firm dedicated to growing, managing, and protecting prosperity. With over 4,400 professionals across more than 30 locations, it works with the world’s most innovative, dynamic, and promising clients and markets.
Moss Adams started its inclusion and diversity efforts in 2008, after firm leader- ship recognized the need to invest in the careers and leadership development of women. This objective led to the development of Forum W, which is intended for all women at Moss Adams. Moss Adams has been a leader in working toward gender equity, and in 2014, the firm expanded its efforts to recreate this success on behalf of its other underrepresented communities. These efforts have been paying off. On a local level, of the 150+ professionals Moss Adams have in the greater LA market, it has 20 partners – and nine are women.
WELLS FARGO DEI SMALL BUSINESS AWARD FINALISTS
Agency Guacamole is an award-winning PR, events, influencer marketing and social media agency, dedicated to exceptional service and developing innovative, cross-platform experiences for leading beauty and lifestyle brands. The company was found- ed in 2016 by Bilal Kaiser and works with clients including Redken, Biolage, Urban Decay, Maybelline and Equinox.
B.L.N.D. (Beauty, Lifestyle and Nurturing Diversity) was an initiative started by Agency Guacamole principal Bilal Kaiser as he saw a need for more voices in the industry from different communities: people of color, LGBTQ+, differently abled and any other underrepresented group that wanted to be part of the beauty and lifestyle space. Since 2018, the B.L.N.D. initiative has given those in the beauty and lifestyle industry a platform to have a real conversation around the on-going challenges, opportunities and inspiration in the space. Each event has been centered around a panel of diverse speakers to share their thoughts and ideas
Be Structured Technology Group believes every organization deserves technology that works for them and not against them. As a company, the team has been together since 2007, but the staff and leaders have decades of IT experience.
Be Structured promotes a solid work-life balance and a feeling of welcome inclusivity for all employees. The company provides flexible schedules and a significant benefits package, including a generous commuter allowance. The management team actively invites employee feedback on ways to improve the work environment via weekly confidential surveys. Be Structured prides itself on providing a safe workplace for all of its employees. The company prioritizes planning monthly company outings to promote team bonding. It plans something different every month to ensure its employees feel included and alter the plans based on collected feedback. Ensuring its employees feel appreciated and seen is something Be Structured takes seriously.
C-Sweet is the premier national organization fostering executive level relationships for business development, collaboration and expanded career paths. The company is made up of women working with each other at the highest levels. Women prospering in the workforce, succeeding as entrepreneurs, and promoting economic empowerment is the mission.
C-Sweet produces digital events, live educational networking programs, panels, keynote speakers, breakout sessions, as well as national summits and intimate executive level dinners, plus the podcast “C-Sweet Talks.” The company fosters unique opportunities to exchange ideas, strategies, and tactics for success. The company’s founders believe that “embracing diversity makes us stronger. Incorporating all opinions makes for better business, as well as a better world.” C-Sweet’s programming has explored leadership, hiring, corporate practices, diversity policies, and work with local non-profits dedicated to DE&I causes.
Albright, Yee, & Schmit, APC (AYS) is a prestigious multi-specialty law firm serving individuals, businesses & governmental entities throughout the United States. Founded 40+ years ago, Albright, Yee & Schmit, APC, has become well known for its high-level legal work and personalized service.
No less than 80% of AYS’ employees are diverse and all the firm’s leaders are diverse. Additionally, AYS appreciates the importance and necessity of women in the work- place and includes women in all phases of the firm’s operations. AYS is an employee-driven and managed law firm. Employees determine who is hired, what cases they take, and which lawyers are best suited for each particular case. AYS employees determine salary, raises and all other aspects of the business. The firm also assists its employees with child care and other forms of financial assistance.
DEI NONPROFIT ORGANIZATION OF THE YEAR FINALISTS
(LARGE)
California Credit Union is a federally insured, state chartered not-for-profit credit union founded in 1933 that serves public or private school employees, community members and businesses across California. With more than 165,000 members and assets of over $4 billion, California Credit Union has 24 branches throughout Southern California.
DE&I is an important strategic initiative for California Credit Union as it works to effectively serve and represent its employee team, members and communities. California Credit Union is committed to taking thoughtful action to promote DE&I throughout its organization at every level as a powerful and essential tool to create an innovative workplace where differing viewpoints, life experiences, cultures, traditions, and mindsets come together to create a meaningful work environment, extraordinary member experience, and healthy, successful credit union. Through a variety of programs and initiatives, the organization puts this belief into active practice, welcoming and reflecting the diversity of its communities.
Founded in 1911, Loyola Marymount University (LMU) is a top-ranked national university committed to fostering a diverse academic community rich in opportunity for intellectual engagement and real-world experience. It enrolls an academically ambitious, multicultural, and socioeconomically diverse student body. It also recruits, retains and supports a diverse faculty committed to excellence in teaching, research, scholarship and creativity.
LMU promotes anti-racism, diversity, equity, and inclusion as intrinsic to its mission. The university seeks to actively cultivate an anti-racist climate that supports inclusive excellence and fights systemic oppression. LMU’s 2021-2026 strategic plan, Creating the World We Want to Live In, articulates a commitment to “Anti-Racism, Diversity, Equity, and Inclusion; Innovation and Adaptability; and Extending Our Reach Beyond the Bluff.” Also, in 2021, the Faculty Senate approved new requirements for “Studies in American Diversity,” as part of the core curriculum.
Otis College is among the most culturally diverse art and design colleges in the United States. It is committed to fostering a diverse and inclusive campus environment where all students can thrive in their personal and academic endeavors. 77% of the student body are students of color; 22% are international students; 30% are first-generation college students and 82% percent of the students receive scholarships or financial aid.
Established in 1918 as Los Angeles’ first professional school of the arts, Otis College of Art and Design is a non-profit 501I3 institution and a national leader in art and design education. Otis College’s commitment to DEI cuts across all constituent groups inclusive of faculty, staff, and students, where it has leveraged DEI expectations in hiring and recruitment practices, curriculum development, as well as formalized training and development of staff and faculty.
Woodcraft Rangers was founded in 1922 when the agency became independent from the national Boy Scouts Federation largely due to its early commitment to diversity, equity and inclusion, something it saw missing from other youth organizations. From the beginning, Woodcraft has challenged the norm by opening its programs to all children regardless of gender, race, religion and socioeconomic background.
DE&I is a part of Woodcraft Rangers’ DNA, serving as the galvanizing force in its foundation and continuously guiding the agency’s direction. Woodcraft has maintained a longstanding focus on DE&I as seen through all of Woodcraft’s guiding documents, including the agency’s core values, and most recently revisited in 2018 as part of the agency’s 2019-2022 strategic plan, which has as its first priority to “create a culture that reflects all core values, especially our commitment to inclusion and equity, with high levels of accountability for all staff and leadership.”
DEI NONPROFIT ORGANIZATION OF THE YEAR FINALISTS
(MID-SIZED OR GROWING)
The Multicultural Business Alliance (MBA) was developed to respond to the needs of the current business and community landscape. Small business and entrepreneurship in general have taken a steep hit recently. This is especially true of small businesses in marginalized communities particularly in low-income cities.
In light of current global and national events, the MBA founders felt pressed to respond as business owners and community leaders in a different way. Thus, the founders developed an alliance that would continue to forge equitable business and economic opportunities for business owners, entrepreneurs, community and leaders especially in times
of crisis. Customizable business strategies and assessments give MBA the edge in providing effective and excellent programs that help Individuals and companies realize their strengths and capacity for growth. With its community outreach department, it is able
to be inclusive to the needs of each city and departments based on needs and wants.
The Play Equity Fund is focused on bringing the transformational power of sport and play to all children and is the only nonprofit that advances play equity as a social justice issue. The Play Equity Fund was established as the LA84 Foundation’s charitable partner in 2014. The lack of access to sport and play is a crisis hidden in plain sight, and through its partnerships and programs, the Play Equity Fund uplifts diversity, equity and inclusion as an underlying current in its daily mission.
The Play Equity Fund has an extremely diverse leadership team, a diverse board (58% women) and approaches its work through an equitable lens. The Play Equity Fund recently hired a vice president, Fernando Ramirez, in a newly formed position to work in collaboration with policy makers and elected officials to bring new resources to communities for increased access to sport and play for children.
Polk Institute Foundation is an innovative online enterprise offering a tuition-free Master Practitioner Training Accelerator and Access to Capital Funding, a 22-month robust training program with the focus of graduating fundable CEOs. It debuted on Martin Luther King Jr.’s birthday, January 15, 2021. Its third cohort began February 2, 2023.
At the Polk Institute Foundation, social entrepreneurship companies are endeavors that are purpose-driven and represent the passion of the founder, whatever their ethnicity. These endeavors focus on People, Planet, and Profit (Triple Bottom Line) and the belief that behaving ethically and generating profits are not conflicting concepts. In fact, they believe that they align to drive success for everyone involved. Polk Institute’s mission, vision, reason for being is a testament to DE&I initiatives. Its management team, board of directors, advisory board and trainees reflect this mindset and are indicative of the nonprofit’s commitment to diversity and inclusion.
Two crises of the 1990s, the Civil Unrest of 1992 and the Northridge Earthquake of 1994, devastated communities of color in Los Angeles socially and economically. Many Thai small businesses were destroyed in the wake of the civil unrest, and many Thai families were displaced from the earthquake, exacerbating troubling conditions in underserved Thai and other immigrant communities.
In response, a Thai immigrant, Chanchanit Martorell, sought to address the social and economic inequities exacerbated by the crises in low-income, neglected and resource-starved communities such as East Hollywood, which has served as a historic port of entry for newly-arrived Thai immigrants since the 1950s. Martorell founded Thai CDC in 1994 to help all people access their basic right to a decent standard of living and quality of life. Since its establishment, Thai CDC has provided underrepresented, vulnerable populations in LA County with linguistically and culturally appropriate social and human services.
DEI TEAM OF THE YEAR FINALISTS
Edmunds creates products that everyone can use to make their car buying experience easier. With in-depth reviews of every new vehicle, shopping tips from an in-house team of experts, plus a wealth of consumer and automotive market insights, Edmunds helps millions of shoppers each month select, price, buy and sell a car with confidence.
Edmunds’ DEI Task Force is a cross-functional group of employees passionate about fostering diversity and inclusion within the Edmunds workplace. Along with the Executive team and the Employment Experience team, this group sits at the forefront of establishing DEI initiatives within the organization to ensure DEI is instilled as a key component of its company culture. Achievements include a tangible evolution of Edmunds’ interview training process to highlight the importance of diversity and to bring attention to disrupting unconscious bias during the recruiting process.
Each year, thousands of visitors to Los Angeles take tours of studio backlots to see where their favorite movies and TV shows are filmed. This work is overseen by FilmLA, a not-for-profit public benefit organization and the official film office of the City and County of Los Angeles.
In July 2020, the FilmLA executive team initiated work on a diversity, equity, inclusion and belonging program, prompted by social issue concerns brought to light following the tragic death of George Floyd. The DEI Task- force was formed – the first formal employee group established to weigh DEI considerations in the FilmLA workplace. It was comprised of members who volunteered and were selected based on their existing knowledge of DEI topics, passion exhibited in discovery interviews, and leadership recognition of their abilities. A strong focus was placed on the group as a whole and the diversity of identities, skills, and roles within it.
Los Angeles County Metropolitan Transportation Authority (Metro) develops and oversees transportation plans, policies, funding programs, and both short-term and long-range solutions to mobility, accessibility and environmental needs in the county.
Access to transportation services enriches lives and supports the health of the community. Metro Transit’s Equity & Inclusion department cultivates leaders who make the community stronger by ensuring services are accessible, providing a welcoming experience and respecting the individual value of employees, customers, and community members. The goal is a community that thrives because every- one has access to their destination and feels welcomed. The Metro team champions equity and inclusion by ensuring that Metro Transit promotes diversity to make employees feel valued, respected as their unique selves, and supported in their work. Advancing accessibility for customers and providing a welcoming, inclusive, and safe environment is accomplished throughout the team’s service options.
UCLA Health is among the most comprehensive and advanced health care systems in the world. Its mission is to provide state-of-the-art patient care, generate research discoveries leading to new treatments and diagnoses, and train future generations of health care professionals. Together, the UCLA Hospital System and the David Geffen School of Medicine at UCLA strive every day to be a leader in setting the standards of excellence.
UCLA Health believes that equity is an essential principle that must be incorporated into each part of the organization. One of the teams at UCLA Health that embodies its health DE&I efforts is the UCLA Homeless Healthcare Collaborative (HHC), a direct-in-community program to offer efficient, equitable and high-quality health care for people experiencing homelessness. Its team of doctors, nurses and social workers provides free health care, clothes and hygiene kits, and referrals to housing and social ser- vices directly to its unhoused neighbors.
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