As Bob Garrett, CEO of New Jersey’s Hackensack Meridian Health, observed in his remarks to Executive Women of New Jersey (EWNJ) when discussing their recent report, “From a social perspective, a diverse board is the right thing to do, but I also think it is good business. For us in healthcare, getting that diversity on the board is really important. You think about it in a corporate board, too.
“Many companies are selling different products and they need to have different perspectives in terms of how to connect with their audience or their consumer. I think that’s why you see that evolution. We’ve seen that trend at Hackensack Meridian, and I think it has enabled us to make better decisions moving forward.”
As Bob sought to remind us, gender diversity is a terrific business plan. And yet, in spite of the availability of measurable, hard core data that clearly reflects the powerful influence of diversity, company leaders across the country and throughout the state have been reluctant to appoint women to positions at the highest levels of leadership.
Even when faced with the cold, hard facts that gender diversity leads to improved solution-driven decision-making, greater profitability, more innovations and strong cultures focused on team building, it continues to be a challenge to find women playing critical roles in the business community.
How can we measure the impact of gender diversity in a manner that is convincing? One way is to share pertinent information.
In fact, since 2013, the Executive Women of New Jersey (EWNJ) have conducted a bi-annual survey – the only one of its kind in the state – reflecting and reviewing the presence and impact of gender diversity in the nonprofit, public and private sectors.
EWNJ is uniquely positioned to be the voice and conscience of this report on gender diversity. A nonprofit organization with a decades-old legacy as the leading women’s organization in the state, EWNJ embraces a mission to increasing the presence of women on boards and in top leadership roles in NJ companies by raising the bar and establishing a pipeline of future women leaders.
There has been some good news over the years.
In fact, when compiling the 2023 report, there was clear evidence of slow but steady progress in the representation of women at the highest levels. However, since the publication of that report just two years ago, there has been a serious reversal. Dozens of American corporations have abolished the goal of seeking gender diversity and instead have lowered or eliminated expectations for boards to maintain such targets.
Where progress was being made, and more executive seats were being filled by women, it can be assumed that abandoning the requirements for gender diversity today will have a profoundly negative effect on placement of women in top roles tomorrow.
It was gratifying that this year’s numbers are not much different than those gathered in 2023. However, things have changed. Already, diversity targets are being abolished and, as a result, underrepresented gender groups may begin to fall behind once again.
It is almost unimaginable to realize that in 2025 this is reality:
- In the nonprofit, public and private sectors, of 802 board seats across 86 companies, only 230 (or 29%) were reported to be held by women;
- Only four companies reached or exceeded gender parity on their boards;
- Five percent of New Jersey’s top companies in the corporate community had NO women on their boards;
- Women comprised just 88 of the 400 top earner spots (that’s 22%).
The list goes on, almost endlessly, as the statistics tell the story.
A remedy for this scenario
Believe it or not – there is a strong case to be made for an optimistic approach to these deeply troubling issues. There is no question that ensuring a diverse work force in higher positions faces an uphill battle, but there is nothing to say the battle cannot be won.
First of all, if gender diversity is to become – and remain – deeply embedded in the workplace of the future, there are three groups that must coordinate their efforts and work together, drawing on their cumulative strengths.
These three categories consist of (a) corporate employers; (b) women leaders; and (c) allies. Of these three, the allies are often the most over looked group, but they must be integrated into the discussion in a meaningful way. That’s because the allies are those supporters in the community who recognize the value of diversity. The allies are those men and women across all generations, cultures and races who have leverage and influence and are willing to add their voices to help turn the tide of inclusion.
The move forward has already begun, and has built momentum. It will not be easy – in fact, it is most likely impossible – to reverse course and return to the former workplace of the 1940s or 1950s or even the 1960s.
Leveraging past successes, women and others from underrepresented groups need to learn from the experiences and insights of others. This means the next generation of women of leadership need to consistently:
- Seek out opportunities for more executive level training, especially for mid-level women professionals.
- Make sure all women have access to sponsors, coaches and mentors inside and outside of their work environment.
- Need to advocate for themselves and seek out more responsibility as they continue to grow their careers.
- Celebrate their own and others’ skills, capabilities, talents, and successes loudly and often.
In short, gender diversity makes sense, and it can be accomplished.
While the current environment is not gender diversity friendly and doesn’t enable the accumulating of relevant data, the work goes on and the commitment at EWNJ is stronger than ever.
For example, over the years EWNJ has awarded over $1.4 million of scholarships to nearly 350 women enabling them to pursue advanced degrees. In addition, the organization spotlights and honors the work of New Jersey’s executive women, amplifying their achievements and helping them gain well-deserved recognition at the prestigious Salute to the Policy Makers gala.
“I am proud of the many different networking opportunities and events EWNJ provides for our members,” says Susan Dromsky-Reed, President of EWNJ. Dromsky-Reed, Esq., a Member of the law firm of Brach Eichler, continues, “By building key connections and offering support, we are actually telling each other, ‘we see you, we recognize all you are achieving.’ It is our responsibility to step up for each other.”
Along with recognizing the women’s efforts, EWNJ’s Honor Roll spotlights those companies that are opening the doors for women to serve on their boards. “Our state’s premier companies want to be recognized for their dedication to diversity while ensuring that their companies attract and retain the best and brightest employees,” adds EWNJ President-Elect, Onome N. Adejemilua, Esq., Partner at the law firm McCarter & English, LLP.
If you would like to make a difference, you can register while it is still open to do so. RSVP at ewnj.org to join Susan Dromsky-Reed and Onome Adejemilua and EWNJ members and guests on Oct. 22 at Brooklake Country Club to participate in this year’s “A Seat at the Table” Biennial Corporate Awards and Power Networking Breakfast.
