PledgeLA https://pledgela.org Accelerating access and social mobility for all Angelenos in LA's tech and VC sectors. Tue, 18 Nov 2025 18:31:12 +0000 en-US hourly 1 https://wordpress.org/?v=6.9 https://pledgela.org/wp-content/uploads/2020/07/cropped-favicon-32x32.png PledgeLA https://pledgela.org 32 32 Introducing the 2025 PledgeLA VC Fellowship Cohort! https://pledgela.org/news/introducing-the-2025-pledgela-vc-fellowship-cohort/ Wed, 04 Jun 2025 16:00:00 +0000 https://pledgela.org/?p=33991 Big news! We’re thrilled to announce the 2025 cohort of the PledgeLA VC Fellowship program! After a competitive selection process and four months of intensive venture capital training led by our program partner Cinematica Labs, we are excited to welcome 8 inspiring and impact-driven fellows into the program. Each fellow was matched for full-time placement at an LA-based VC firm or accelerators, including MaC Venture Capital, Slauson & Co., Sunstone Management, and more!

Our sixth-annual program is a core part of PledgeLA’s work to strengthen the venture ecosystem in Los Angeles by elevating talent that reflects the dynamism of our region. The 2025 fellow cohort represents incredible emerging leaders that bring experience in healthtech, social impact, entrepreneurship, and more. Of this group, 63% identify as first-generation college graduates and as coming from a lower socioeconomic background, 38% are women, 88% identify as people of color (Black, Latinx/e, or AAPI), and 25% identify as LGBTQIA+. 

“Through our partnership with PledgeLA, we’ve had the privilege of supporting 8 remarkable individuals as they embark on their journey as rising venture investors. Having completed the 15-week deep dive into venture capital, the fellows are equipped to thrive in their summer roles with some of the most influential venture firms. I am excited to see the impact they’ll create this summer and beyond for the Los Angeles venture ecosystem.”  

Shane Kelly, Founder of Cinematica Labs & Professor at USC Marshall School of Business

Join us in welcoming and congratulating our 2025 cohort:

Paola Avendano

Mackenzie Carlson

Enrique Loyola

Aaron Morgan

Christopher Reyes-Miranda

Jay Roman

Andre Wilkes

Nissa Zafar-Khan

Click here to learn more about the 2025 cohort.

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PledgeLA Selects Noramay Cadena of Supply Change Capital as Incoming Chair to Advance Its Mission of Increasing Access to Capital in L.A. Tech https://pledgela.org/news/pledgela-selects-noramay-cadena-of-supply-change-capital-as-incoming-chair-to-advance-its-mission-of-increasing-access-to-capital-in-l-a-tech/ Thu, 13 Mar 2025 01:00:57 +0000 https://pledgela.org/?p=33728 Initiative’s Fourth Leader Will Build on Two Impactful Years Led By Anna Barber of M13

LOS ANGELES – The leaders of PledgeLA, a coalition of hundreds of venture capital (VC) and tech leaders dedicated to making Los Angeles a global tech hub, have named Noramay Cadena, Managing Partner at Supply Change Capital, as its fourth chair. With continued support from the Annenberg Foundation and the Office of Mayor Karen Bass, PledgeLA has been a driving force for increasing access to capital, fostering talent, and strengthening the city’s innovation ecosystem since 2018.

Noramay Cadena takes the helm from Anna Barber of M13, a founding force behind PledgeLA’s bold mission to break down systemic barriers in tech who will continue shaping its future as Chair Emerita. During Barber’s tenure, PledgeLA achieved transformative milestones, including:

  • The Venture Capital Data Report – A groundbreaking analysis of access to capital in Los Angeles, produced with UCLA Luskin School.
  • The Venture Capital Fellowship – A nationally-recognized program launching new leaders into investing, with two alumni now working at the partner level.
  • The GP + LP Connections Series – A catalyst for growth, facilitating over 80 meetings between VCs and potential backers in 2024.
  • The PledgeLA Catalyst Awards – L.A.‘s premier honor for leaders driving capital access, innovation, and ecosystem growth.

PledgeLA’s Advisory Committee praised Cadena’s longstanding commitment to expanding access in tech and venture and her trajectory as a leader in Los Angeles.

“I’m thrilled to pass the baton to Noramay Cadena,” said Anna Barber. “She has a 10-year track record as an investor, and has worked for decades to foster a stronger and more diverse LA tech ecosystem. Her strategic vision and deep ties to the ecosystem make her the perfect leader to propel PledgeLA forward through its next phase of transformation and growth.”

Cadena co-founded Supply Change Capital in 2020 and raised an inaugural $40M venture capital fund to invest in technology to transform the food system. With offices in Los Angeles and Chicago, Supply Change has deployed over $20M across 23 companies to date – including eight in California.

“I am honored to take on this leadership role at such a critical time for Los Angeles’ tech and venture ecosystem,” said Noramay Cadena. “PledgeLA has set a powerful precedent for what we can accomplish when we’re rooted in data, focused on bridging opportunity gaps, and working together. I’m committed to building on this platform, strengthening strategic partnerships, and ensuring that Los Angeles continues to emerge as a premier global hub for innovation and investment.”

Entering its seventh year, PledgeLA is deepening its commitment to making Los Angeles a thriving tech ecosystem. This summer, a new cohort of VC Fellows will join local firms, helping to develop the next generation of investors who will fuel the region’s innovation economy. Additionally, building on the success of the GP + LP Connections Series, PledgeLA will expand its efforts to connect high-net-worth family offices with venture opportunities, ensuring that more capital stays in Los Angeles to support local leaders.

As part of its broader mission, PledgeLA remains dedicated to community resilience. PledgeLA members including Wonder Ventures kick-started the L.A. Tech Community Cares Fund, which has raised more than $1.1 million to aid individuals, families, small businesses, and workers affected by the January 2025 wildfires.

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About PledgeLA
PledgeLA is a coalition of hundreds of LA venture capital firms working to make Los Angeles a global tech hub that reflects the full breadth of the region’s innovation and talent. With high-impact programs including venture capital fellowships and GP-LP matchmaking, the group works to help better connect talent, opportunity, and capital in Greater Los Angeles.

About the Annenberg Foundation
The Annenberg Foundation is a family foundation that provides funding and support to nonprofit organizations in the United States and globally. Since 1989, it has generously funded programs in education and youth development; arts, culture and humanities; civic and community life; health and human services; and animal services and the environment.

Noramay Cadena Bio
Noramay Cadenais the Managing Partner of Supply Change Capital, a venture capital firm investing in technology across the food system supply chain. Over the last 10 years, Noramay has invested in over 90 companies across industries and stages. Prior to her career as an investor, Noramay spent over a decade in the aerospace industry as an engineer and operations leader. In 2024, she was recognized as a Pioneer Woman of the Year by the Los Angeles Commission on the Status of Women. In 2022, she was recognized as one of ten women of influence in private markets by PEI. She’s also been named one of fifty-five rising star VCs who shook up the industry (2021), one of fifty renowned women in robotics (2020), and was named one of the top 100 influential Latinas in the United States by Latino Leaders Magazine from 2020-2022. She’s an original cofounder of Latinas in STEM (2013) and SomosVC (2019), a Kauffman Fellow, and holds three degrees from the Massachusetts Institute of Technology.

Anna Barber Bio
Anna is an Investing Partner at M13, where she leads investments in AI work automation and commerce. Prior to M13, Anna was the managing director of Techstars LA and a partner at The Fund LA. Anna has invested in over 100 early stage companies and is a former retail and commerce founder and operator herself. She’s a former tech founder, a certified executive coach, and a board member of portfolio companies Maven AGI, Source, Replenysh, Max Retail, Upwards, and AllVoices. Anna has been featured on Bloomberg TV and has been a speaker at Shoptalk and All Raise VC Summit. In 2023, she was listed in Forbes 50 over 50 and Business Insider’s Most Important VCs in Los Angeles. She received her bachelor’s degree in American Studies from Yale University and later earned her JD from Yale Law School. She’s a mother and stepmother to four members of Gen Z.

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Mayor Joins Inaugural PledgeLA Catalyst Awards to Recognize Leaders Increasing Access to Capital in L.A.’s VC and Tech Ecosystem https://pledgela.org/news/mayor-joins-inaugural-pledgela-catalyst-awards-to-recognize-leaders-increasing-access-to-capital-in-l-a-s-vc-and-tech-ecosystem/ Wed, 18 Dec 2024 21:34:00 +0000 https://pledgela.org/?p=33593 The Annenberg Foundation and Los Angeles Mayor Karen Bass today presented the first Catalyst Awards given by PledgeLA, the regional initiative that works to increase access to capital for L.A.-based startups and investors from underrepresented backgrounds. Mayor Bass, PledgeLA principals and more than 300 tech founders, VC investors and community leaders gathered at the El Rey Theater to recognize 11 Angelenos for their impact and efforts to strengthen Los Angeles’s local economy and entrepreneur community. 

“Recognizing L.A.’s boundless entrepreneurial talent — and the power of this creative region to move the needle on representation — we established PledgeLA to build a thriving ecosystem reflective and accessible to all of Los Angeles. Access to capital is central to that effort, and the community leaders here tonight are committed to expanding it,” said Cinny Kennard, Executive Director of the Annenberg Foundation. “The accomplishments of our awardees are but a glimpse of what’s possible here, and we are excited to build on this effort.”

Karen Bass, the 43rd Mayor of Los Angeles, said: “Opening Los Angeles for business means working to increase investment and opportunity for Angelenos who have too often been left out. PledgeLA and the Annenberg Foundation are vital partners in realizing L.A.’s next generation of venture capital, tech and civic leaders. My Office of Business and Economic Development is building on this vision with partners like PledgeLA as we continue to support startups, investors, entrepreneurs and small business owners so they can thrive here in L.A. Congratulations to the first Catalyst Awards honorees – your commitment to increasing access to capital and expanding representation in our local economy has the power to drive lasting impact in our city.” 

Mayor Bass and Executive Director Kennard led discussions Wednesday evening on developing a resilient tech ecosystem in L.A. and on deepening public-private collaboration between the city and investors in the innovation economy. 

Among the inaugural Catalyst awardees were Kwanza Jones and José E. Feliciano, whose Kwanza Jones & José E. Feliciano Initiative invests in and partners with nonprofits and for-profits focused on education, entrepreneurship, equity, and empowerment. Since founding their initiative in 2014, the partners in life, business, and impact have personally committed over $200 million to these efforts, including $20 million to Princeton, $1 million to HBCU Bennett College, and $500,000 to Puerto Rico for Hurricane Maria relief. Jones and Feliciano received the Limited Partner Catalyst Award, in recognition of their significant investments in underrepresented fund managers.

“We co-founded the Kwanza Jones & José E. Feliciano Initiative to boost humanity and power possibilities through education, equity, entrepreneurship and empowerment. We believe that one of the key catalysts for unlocking human potential is access to capital and economic opportunities. That’s why we are committed to investing in organizations and individuals who are breaking barriers, opening doors, and building bridges of opportunity. 

“Investing intentionally but not exclusively in underrepresented founders and fund managers is about more than just financial returns—it’s about catalyzing a community of innovation and collaboration. Diversity fuels excellence, and when diverse perspectives are included, outcomes are optimized and more impactful. 

“This recognition from PledgeLA affirms our mission: breaking barriers, unlocking potential, and driving change. Together, we can reimagine what’s possible—for LA and beyond,” said Kwanza Jones and José E. Feliciano, Co-Founders of Kwanza Jones & José E. Feliciano Initiative (Jones•Feliciano).

Also honored Wednesday were Slauson & Co, a $100-million venture capital firm rooted in economic inclusion led by Austin Clements and Ajay Relan, who were honored with the Portfolio Catalyst award. Slauson & Co’s original $75 million Fund I backed 38 companies, most of which are led by people of color and at least half of which are led by women. Slauson & Co. directs all of its investment to underrepresented founders. 

Dana Settle, one of the first female fund leaders in the industry, was recognized with the Pathbreaker Catalyst award for her work to create paths to capital and opportunity. Settle serves as co-founder and managing partner at Greycroft, one of the largest VC funds in the United States ($2-billion Assets Under Management) and is a founding member of the female mentorship collective All Raise. 

In addition, awards for “Most Inspiring Entrepreneur,” “Ecosystem Builder,” and “Most Inspiring Emerging Manager” were given to L.A.-based tech investors, entrepreneurs and nonprofit leaders for their impact on the local community, workforce development and creating access to capital. Winners and all nominees appear below.

Annual Data on L.A. Venture Capital Shows Continued Opportunity Gap; Research Expanded to New York City

In addition to the 2024 awards, PledgeLA released its annual report on diversity in L.A. venture capital. Data analyzed by UCLA’s Luskin School of Public Affairs show that among  75 venture capital firms in Los Angeles who are part of PledgeLA there remains a gap in investment in underrepresented minority (URM) founders. Among the findings for 2023, Black and Latina women remain the least represented groups across the PledgeLA portfolio, making up only 1% and 2% of 2023 companies, respectively. However, in terms of median deal size for startups, the gap between women-only teams and all-men teams shrank considerably, to $700k less versus $3.8M less in 2022.

The 2024 Venture Capital Portfolio Diversity Report can be read here

The Annenberg Foundation this year commissioned the same UCLA researchers to also code and analyze data for the Venture Access Alliance (VAA), an initiative of the New York City Economic Development Corporation (NYCEDC). This effort includes collecting demographic data for 2023 on 72 venture capital (VC) firms within the VAA membership and their 323 portfolio companies, led by over 540 founders. VAA’s report and diversity findings can be found here.

PledgeLA: Catalyzing and Recognizing Change

Established in 2018 in partnership with the City of Los Angeles and Mayor Eric Garcetti, PledgeLA was the first and is the only local effort to annually monitor diversity and equity in accessing capital in L.A. It both supports and holds accountable an industry vital to all Angelenos through:

  • Placing underrepresented promising college graduates in Venture Capital Fellowships (70 since 2019) 
  • Researching and reporting anonymized representational data and demographics in the annual Venture Capital Portfolio Diversity report produced by UCLA’s Luskin School of Public Affairs to help track LA’s progress and challenges. In many cases, these data have never been collected.
  • Convening partners and thought leaders at L.A. Tech Week and facilitating mentorships for college students with L.A. tech leaders

Previously, PledgeLA helped incentivize investment in Black and Latinx entrepreneurs through a Founders Fund (est. 2021) that helped founders who had demonstrated traction increase recurring revenue, find follow-on capital, and build community with their peers. 

Additional 2024 PledgeLA Catalyst Award Winners

Most Inspiring Entrepreneurs

ChargerHelp! – co-founded by Evette Ellis and Kameale Terry, ChargerHelp! ensures EV charging stations stay operational, helps manage charging infrastructure and provides maintenance through an EV service workforce that it trains and deploys. Ellis and Terry are originally from Compton and South Central Los Angeles, respectively.

Cherub – co-founded by Angeline Vuong and Jaclyn Johnson, a serial entrepreneur, Cherub facilitates fundraising from angel investors for women-led companies using an online membership model. The platform has raised $3M for startups focused on consumer packaged goods, AI companies, hotel projects, apps and more.

Most Inspiring Emerging Manager – Noramay Cadena is managing partner at Supply Change Capital, which invests at the intersection of food, culture, and technology to modernize the food system. She was recognized as a rising investor from an underrepresented background for outsized impact on the local tech ecosystem. Among many board memberships, she is on the board of the Latino Community Foundation and Care Enterprises, Inc., which is focused on creating economic opportunities for people in poverty and women.

Ecosystem Builder – Amiah Sheppard has led investments and accelerated dozens of underrepresented founders internationally, as well as helped invest and support 100 other underrepresented founders across the U.S. She was recognized for “going above and beyond to make connections and increase access for underrepresented founders.

Nominees

Entrepreneurs — Montré Moore and Angel Lenise Pyles, AMP Beauty; Tony Gonzalez, Mundial Media; Rebecca Caputo and Val Emanuel, Rif Care; Selena Watkins, Socanomics

Emerging Managers — Madeline Darcy, Managing Partner at Kaya Ventures; Brandon Hoffman, General Partner at Sunset Ventures; Kimberley Nixon, Managing Partner at Open Venture Capital; Tracy Gray, Managing Partner at The 22 Fund

Ecosystem Builders — Espree Devora, Founder at WeAreLATech; Raychel Espiritu, Program Director at Walking Softer; Derek Smith, CEO & Founder at Plug In Ventures; Sophie Nazerian, Vice President, Innovation Economy, Startup Banking at JPM Startup Banking

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Introducing the 2024 PledgeLA VC Fellowship Cohort! https://pledgela.org/news/introducing-the-2024-pledgela-vc-fellowship-cohort/ Mon, 03 Jun 2024 16:05:48 +0000 https://pledgela.org/?p=33250 Big news! We’re thrilled to announce the 2024 cohort of the PledgeLA VC Fellowship program! After a competitive selection process and 3 months of intensive venture capital training led by our program partner Cinematica Labs, we are excited to welcome 10 inspiring and impact-driven fellows. This incredible group was matched for full-time placement at 9 LA-based VC firms and accelerators, including VamosVentures, Supply Change Capital., and MaC Venture Capital, and more!

Our fifth-annual program is a core part of PledgeLA’s work to build a more inclusive venture ecosystem in Los Angeles that represents the diversity of our dynamic region. The 2024 fellow cohort represents incredible emerging leaders that bring experience in cleantech, education, entrepreneurship, and more. Of this group, 70% are women, 60% identify as people of color (Black or Latinx/e), and 10% identify as LGBTQIA+.

“We’re thrilled to have empowered 10 remarkable individuals through our partnership with PledgeLA to facilitate transformative experiences for each fellow. Recruiting from diverse graduate programs across Los Angeles and with investment training that validates their lived experiences, these fellows are exceptionally prepared for their summer placements at top VC firms. We can’t wait to witness the impactful contributions they’ll make this summer and beyond.”

Shane Kelly, Founder of Cinematica Labs & Professor at USC Marshall School of Business

Join us in welcoming and congratulating our 2024 cohort:

Alan Cortez

Sabah Harris

Jordyn Hill

Tatiana Jackson

Miranda Lee

Siani Mora Mak

Humnah Memon

Paxton Paganelli

Estelle Potdevin

Bryan Reyes

Click here to learn more about the 2024 cohort.

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Introducing the 2023 PledgeLA Founders Fund Cohort! https://pledgela.org/news/introducing-the-2023-pledgela-founders-fund-cohort/ Thu, 07 Sep 2023 15:49:44 +0000 https://pledgela.org/?p=31945 We’re thrilled to announce the 19 companies selected for our PledgeLA Founders Fund 2023 Cohort!

Created to address the systemic barriers that Black and Latinx entrepreneurs face when seeking capital for their companies, the PledgeLA Founders Fund, in partnership with Grid110, is an accelerator program that transcends mere investment. The main goal of the program is to generate at least five times the economic impact from the initial funding provided, measured in the following three areas: follow-on capital, new employees hired, and increased recurring revenue. Since launching a successful pilot program in 2021, the Founders Fund alumni companies have collectively raised more than $20 million in follow-on capital. Furthermore, the program has helped create 82 new jobs at alumni companies with 60% of companies using stipends for hiring or job creation, and 70% reporting increased recurring revenue.

Click here to read more about the 2023 cohort.

To hear first-hand from the cohort members, check our our short video below:

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New Report Finds Women, Black, and Latinx Founders Receive Less Than One-Third of LA Venture Investments, Significantly Smaller Checks https://pledgela.org/news/new-report-finds-women-black-and-latinx-founders-receive-less-than-one-third-of-la-venture-investments-significantly-smaller-checks/ Tue, 15 Aug 2023 15:52:19 +0000 https://pledgela.org/?p=31798

The report by the UCLA Luskin School of Public Affairs reinforces the importance of PledgeLA’s recent goal to help double the diversity in Los Angeles’ venture capital portfolios within five years.

LOS ANGELES – A new report from the UCLA Luskin School of Public Affairs that tracks investments made by LA-based venture firms connected to the Annenberg Foundation’s PledgeLA initiative found slight increases in funding to women and Black founders when compared with the previous year. However, there are still many gaps remaining, especially when it comes to check size and venture firms’ comparative assets under management.

From an analysis of 2022 investments made by 75 LA-based venture firms in 884 tech startups led by 1,663 founders and co-founders, the following insights emerged:

  • In 2022, 30% of companies receiving investment were led by women, Black, and/or Latinx founders.
  • However, these founders only received 4.6% ($6.4 billion) of the $139 billion invested in 2022.
  • VC firms led by underrepresented minorities and those with a diversity thesis were almost twice as likely to back Latinx and women founders, and four times more likely to invest in Black founders.
  • Traditional VCs had an average of $335M of assets under management (AUM), far exceeding VC firms led by underrepresented minorities ($53M), VC firms with a diversity thesis ($33M), or VC firms led by women ($17M).


“To meet the complex challenges of the 21st century, we must ensure access to capital isn’t a barrier to innovation,” said Noramay Cadena, PledgeLA venture leader and Managing Partner of Supply Change Capital, who just closed a $40M debut fund. “It’s time to shift the paradigm around backing companies (and funds) led by women and people of color – not as a charitable activity, but as filling long-standing innovation gaps and creating new opportunities that are great for business.”

To help focus the LA venture ecosystem on closing these gaps, PledgeLA announced a new regional goal called “50 in 5” during LA #TechWeek in June. The goal seeks to drive 50% of all venture investments to companies led by women, Black, and Latinx founders by 2028 (up from the current level of 30%). While this will require nearly doubling the current number of such companies receiving funding, Los Angeles has long been a national leader in portfolio diversity. The peak year, 2020, showed 39% of all venture investments going to these founder segments.

“We’ve seen study after study highlight how women founders and founders of color are more efficient and impactful in returning more of that capital to investors,” said Annenberg Foundation Executive Director Cinny Kennard. “In an industry so driven by data, we look forward to seeing the future findings align with investment practices.”

The 2023 report, completed by a research team led by Dr. Jasmine Hill at the UCLA Luskin School of Public Affairs, is the fourth in a series of reports on access to capital within PledgeLA venture firms. It remains the largest, most robust analysis of portfolio diversity in the Los Angeles tech ecosystem. 

Beyond reports and regional goals, PledgeLA is deploying a new set of programs that focus squarely on access to capital. These include a new event series designed to connect LPs with underrepresented fund managers, plans for a new regional equity-based fund-of-funds, and an updated version of the initiative’s successful VC Internship Program that will help increase awareness of venture capital and startup investing at LA-area universities. The PledgeLA team has also collaborated with leaders in other tech hubs, and is currently working to support the launch of a New York City-based effort this fall.

PledgeLA is a coalition of more than 215 LA venture capital firms and tech companies working to increase equity, community engagement, and accountability among LA companies.

 

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New Report Shows Drop in Investments to Women & Founders of Color from LA Venture Firms https://pledgela.org/news/new-report-shows-drop-in-investments-to-women-founders-of-color-from-la-venture-firms/ Tue, 01 Nov 2022 17:00:00 +0000 https://pledgela.org/?p=30669

Data show that just eight LA VC firms account for nearly half of all capital invested in teams led by Black and Latinx founders

LOS ANGELES – New data out today from AnnenbergTech’s PledgeLA initiative shows that LA-based venture capital firms made fewer investments in 2021 to companies led by women and founders of color when compared with the previous year, with the steepest drop in investments impacting women and women of color. From an analysis of more than 6,300 investment transactions made last year to over 4,400 companies by 67 LA-based venture firms, the following insights emerged:

  • Funding to women founders decreased from 19% of investments in 2020 to just 15% In 2021. Among these, just 9.5% of companies receiving funding had women-only founding teams.
  • Funding to Black Founders decreased from 12% of all investments in 2020 to just 5% in 2021.
 

Conversely, the report data show that venture capital firms increased funding to White male founders:

  • VC funding to White male founders increased from 46% of investments in 2020 to 53% in 2021.
 

The report also examines trends in founder investments over three years, finding that women and most founders of color have seen a drop in their share of overall investments, despite minor upticks for some groups in 2020:

  • 3-Year Comparison (percentages in order of 2019, 2020, 2021):
    • Black Founders: 7%, 12%, 5%
    • Women Founders: 18%, 19%, 15%
    • Asian Founders: 26%, 25%, 24%
    • White Founders: 61%, 56%, 62%
    • Latinx Founders: 6%, 8%, 9%
 

The data showed that PledgeLA venture capital firms with a diversity thesis – which is a commitment to focusing their investments on companies led by traditionally underrepresented founders – were 1.75 times more likely to fund women, and 10 times more likely to fund Black Founders. These funds receive 25% of their assets from foundations, unlike traditional VC firms, which only get 6% of their assets from foundations.

Of the VC firms with a diversity thesis, just eight of them contributed 54 percent of all capital invested in teams led by Black and Latinx founders in 2021, around $1.5 billion dollars.

“Despite evidence that women founders return twice the capital and generate more revenue when compared to their male peers[1], this report shows that women – along with founders of color – are being excluded far too often from the innovation economy when it comes to funding,” said Annenberg Foundation Executive Director Cinny Kennard. “In fact, PledgeLA was created to help address this gap and to date, the initiative has awarded more than $875k to 35 Black and Latinx-led startups and helped them raise more than $10 million in follow-on capital.  The latest data on women and women of color proves that we can’t stop now – more firms must work to provide greater access to all founders.” 

This is the third annual assessment of diversity and equity within PledgeLA tech and VC member companies. Using public investment data from Pitchbook, algorithmic imputation, and manual review by a research team, PledgeLA coded and analyzed more than 6,300 investments made in 2021. For each transaction, representing more than 4,400 businesses, PledgeLA coded the race, gender, and location of  the founding team and business. This represents the most accurate multi-year study of portfolio diversity in venture investments in the Los Angeles tech ecosystem.

Beyond venture data, PledgeLA has taken additional steps to increase equity in the L.A. tech ecosystem, such as placing more than 60 interns from underrepresented backgrounds in paid roles at local venture firms since 2019. The program not only provides an access point into the venture ecosystem, but gives participants context on which founder segments have – and don’t have – access to capital. Alumni from this program now hold full-time roles at venture firms like the Dorm Room Fund, Slauson & Co., Upfront Ventures, and VamosVentures. As rising leaders in venture, these alumni can play an important role in influencing investment decisions in years to come.

PledgeLA is a coalition of more than 200 LA venture capital firms and tech companies working to increase equity, community engagement, and accountability among LA companies.

 

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Introducing the 2022 PledgeLA Founders Fund Cohort  https://pledgela.org/news/introducing-the-2022-pledgela-founders-fund-cohort/ Tue, 19 Jul 2022 17:56:40 +0000 https://pledgela.org/?p=30568 We’re thrilled to announce the 15 companies selected for our PledgeLA Founders Fund 2022 Cohort!

This partnership between the Annenberg Foundation’s PledgeLA initiative and Grid110 is the convergence of years of work that our respective teams have spent working to increase access within the startup community. The PledgeLA Founders Fund was created to directly address the systemic barriers that Black and Latinx entrepreneurs face when seeking capital for their companies. After a successful pilot in 2021, we are excited to continue this effort to accelerate founders’ access to capital and opportunity. 

Click here to read more about the 2022 cohort.

To hear first-hand from the cohort members, check our our short video below:

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Reframing Action: What the Latest Research Tells Us About Sexual Harassment at Work https://pledgela.org/news/reframing-action-what-the-latest-research-tells-us-about-sexual-harassment-at-work/ Wed, 27 Apr 2022 16:00:00 +0000 https://pledgela.org/?p=30418

April is Sexual Assault Awareness month, when advocates nationwide raise awareness about how to prevent sexual violence. Unfortunately, workplace sexual harassment is still common but rarely reported. According to studies, over 85 percent of people who experience sexual harassment never file a formal legal charge, and approximately 70 percent of employees never report internally (Feldblum & Lipnic, 2016). As part of  our commitment to create a more inclusive tech ecosystem, PledgeLA is clear that one key component of creating greater equity looks like building safer, harassment-free workplaces where everyone can thrive. To learn about how we can create safe work environments for all, we sat down with Dr. Chloe Hart, an assistant professor of sociology at the University of Wisconsin, Madison. Dr. Hart is an expert on gender inequality and she studies the impact of sexual harassment in the workplace. 

Jasmine Hill: Companies have a million things to think about. Why is it important for us to still think about sexual harassment? What are the consequences of inattention to sexual harassment in the workplace?

Dr. Chloe Hart: There are several layers here. There are moral reasons: sexual harassment is really harmful to people who experience it. People who experience sexual harassment, we know have a greater risk of health issues like depression and anxiety, but also things like hypertension and other illnesses that physically manifests in the body.

We know that sexual harassment can be extremely disruptive to people’s careers — people experiencing it are more likely to abruptly quit a job and experience financial precarity in the aftermath of that. But even if you set aside these arguments,  there’s a strong case that sexual harassment simply hurts the bottom line. It costs companies a lot of money to have their workers distracted at work because they’re being harassed. It’s, of course, costly to litigate sexual harassment, if an employee files a claim. Then there’s also some interesting recent research emerging about the reputational costs for companies that have been known to have engaged in sexual harassment. The research suggests that companies associated with sexual harassment are viewed more negatively. People are less interested in their products and also working there in the future. So for all these reasons, companies should work toward creating safe and harassment-free environments for their employees. 

Jasmine Hill: Wow. So what do you say to the leader who might think that because many workplaces are moving online, then we shouldn't have to think about sexual harassment anymore?

Dr. Chloe Hart: We don’t have great numbers on harassment with remote work yet, but, I think it’s important to keep in mind that sexual harassment can occur through online media as well. Sexual harassment includes not only unwanted sexual touching, but also objectifying behaviors or behaviors that convey hostility, exclusion, or second-class status toward members of a gender. 

And a lot of this stuff can happen through messaging or video conferencing. I think that the new online paradigm opens up new avenues of harassment that were previously not quite so available. As people are working remotely and holding meetings virtually through platforms like Zoom they are looking into their coworkers’ homes, and so a level of privacy has fallen away. There’s a kind of new intimacy that’s become normalized between coworkers who work remotely. For example, having this look into people’s living spaces can open the door to intrusive questions about who you live with – like whether a person through the background is a partner – which can lead down a path of unwanted inquiries about a person’s intimate relationships. 

Jasmine Hill: Excellent point. What can leaders do to reduce sexual harassment?

Dr. Chloe Hart: One of the things that we know matters, is what leaders say and do. We know from studies in the military that the subordinates of leaders who model respectful behavior experience less harassment than the subordinates of leaders who do not. So how a leader acts really sets the tone for how employees act when it comes to sexual harassment.

As another example, a study that I did with Shelly Correll and Allison Crossley at Stanford shows that employees really look to leaders to understand how to interpret a problem like sexual harassment. In the study, we had participants read a short blurb that opened with statistics about an organization’s rates of sexual harassment. At the end of the blurb they’d read a statement from the organization’s leader, saying either “This is a really big deal, we should do something about this,” or something like “Maybe the statistics aren’t ideal, but when you look at other institutions we’re actually not the worst.” What we find is when a leader deflects or minimizes, people think that sexual harassment is, in fact, less of a big deal. 

What was interesting about that study is that we also vary the presentation of statistics. Whether we opened with a statistic that conveyed that a lot of people were experiencing sexual harassment, or a statistic that conveyed that the number of people affected was pretty small, that actually didn’t matter at all in whether people thought sexual harassment was a big deal at the organization. This suggests that employees are looking to their leaders to understand how they should make sense of harassment that plays out in their organizations. That tells us that what a leader says about sexual harassment is super important because they are doing that translation work for their employees, whether or not they mean to be doing it.

Jasmine Hill: Fascinating. So beyond the leadership, what are other things you’ve seen in workplaces that are effective or helpful?

Dr. Chloe Hart: I think it’s important to talk about trainings. A lot of the good that trainings can do is to give people information about what counts as sexual harassment, and what doesn’t. People often don’t know what sexual harassment encompasses and so that’s where a lot of the good from trainings can come in. 

Trainings can also have this downside where they can generate a backlash. There’s some research suggesting that after some trainings,  the sorts of people who have a proclivity for sexual harassment actually report more of a likelihood of engaging in harassment after going through training. So providing just any training, without being thoughtful about what’s in that training, isn’t necessarily going to help.

Recently there’s been a push toward Bystander Intervention Training for this reason, and part of the thinking there is that Bystander Intervention training frames everyone who walks into the training as a good person from the start. It’s not accusing people or saying “I think that you’re probably going to harass someone and so that’s why I’m telling you not to do this.” That mentality can generate those backlash effects. Instead, these trainings are framed to convey that we’re all here to try to stop harassment from happening. What can we do together to interrupt harassment of our peers? There’s some evidence that these trainings can be more successful.

Another key piece is the kind of reporting channels available to employees. It’s important that employees feel like they have a safe place to turn when they are experiencing sexual harassment. One thing that’s tricky is that for a range of reasons, people experiencing harassment may not want to report right away. Perhaps they’re not sure whether they can trust their organization to handle it effectively, or they’re worried about retaliation. Perhaps they’re hoping an incident was a one-off thing and it won’t happen again, and they can just move on. But, when employees take a while to report sexual harassment, that’s often treated as a mark against their credibility – if what happened was really so objectionable, the logic goes, why would they wait to report? Research tells us that it’s not unusual to wait to report harassment, and most people experiencing workplace harassment actually never report at all. But people tend to overestimate how assertively they would respond if they experienced sexual harassment, and therefore view people who hesitate with skepticism. 

A new area of innovation that helps address this are escrow systems that allow employees to lodge a report confidentially with a third party organization – platforms like Callisto, Vault, or #NotMe. Employees can write up what happened, and they can log it immediately without their company yet being notified. The nice thing about this is if an employee is taking some time to decide on whether they would like to make a formal report with their organization, they can show that they actually did report it, somewhere, at the time that it happened. And, many of these platforms have a way to notify people if someone else filed a harassment report about the same harasser – knowing that they’re not the only one may also encourage and empower people to report.  I’ve written about the challenges in reporting sexual harassment and this format allows the employee to show they did make a report, even if they choose to come forward later.

Jasmine Hill: Thinking about your research on ambiguity, I really appreciated this framework of acknowledging that there is often a gray area employees can feel, where they’re uncomfortable or unsure whether what they’ve experienced is sexual harassment. What can workplaces do to support these kinds of workers who might deal with ambiguous or unwanted interactions? 

Dr. Chloe Hart: In my research, I’ve found that sometimes, behavior that escalates into explicit sexual harassment begins with ambiguous, boundary-testing behavior. Maybe it’s making inquiries about their coworker’s partner, for example.

Sometimes people ask about their coworkers’ partners for completely innocuous reasons – they are just trying to get to know more about the people they work with. But other times, people start with this line of questioning and then steer the conversation to inappropriate areas, like asking their coworker about their sex life with their partner. Let’s say someone has had a coworker in the past ask them about their partner and then steer the conversation down an inappropriate path like this. When a different coworker asks this same person about their partner in the future, they may start to be on guard, worried that this coworker, too, is going to start sexually harassing them.

I heard about similar patterns of harassment unfolding from other ambiguous interactions that at face value seem pretty friendly – like coworkers trying to connect on social media, reaching out over the weekend to talk about non-work related stuff, or hanging around someone’s workstation more than really seemed necessary. Even though these behaviors can sometimes be a form of boundary testing and can escalate into sexual harassment, it’s not helpful to ban them outright. That would be logistically challenging but also patronizing. Many times, behaviors like this are markers of employees forming mutually desired friendships.

So what should employers do about these more ambiguous interactions that can be a harbinger of sexual harassment? What I always come back to is, it’s easier for workers to manage these ambiguous interactions if they’re in workplaces where they think that, if the interaction did turn into explicit sexual harassment, they would have support in managing sexual harassment from their organization. The prospect of an initially-ambiguous interaction unfolding into explicit harassment feels less overwhelming if you trust your boss and HR team to help you deal with harassment should it play out.

Jasmine Hill: Yes! So making clear your policies, reporting channels, and intolerance of sexual harassment seem to matter most in the workplace. As a final question, what does a workplace without sexual harassment look like? Does this workplace exist?

Dr. Chloe Hart: I think they exist. I’m not so pessimistic that I think every workplace, all the time, has sexual harassment. I think, though, workplaces that don’t currently have sexual harassment can’t rest easy and assume that they won’t in the future. We know that about 40 percent of women and about 15 percent of men report having experienced unwanted sexual behavior at work – and that statistic is an undercount because it doesn’t include forms of harassment like sexist remarks. This is a widespread problem.

When I think of this ideal workplace that doesn’t have sexual harassment, the hallmark is that employees respect one another, and they respect one another’s boundaries. This is a workplace where people are being mindful not to convey or act on gender-based stereotypes. This is also a workplace where people may be eager to form friendships with their colleagues, but also recognize that their colleagues may have limits on how much of their personal lives they want to bring to work. Maybe this means waiting for your coworker to volunteer personal information – like whether they have a partner – before you go down that conversation path.  Finally, this is a workplace where people recognize that, although they may get a kick out of things like cracking sex jokes around their coworkers, those jokes could make someone they work with feel deeply uncomfortable or disrespected. So it’s not worth it. 

This awareness creates the greatest likelihood that people are just able to do their jobs instead of feeling awkward or distracted. In the end, it benefits all of us if the people we work with can focus all their brain power on their work.

Jasmine Hill: That's super helpful. Thank you so much for doing this, I learned a ton from you today.

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PledgeLA + All Raise – The Future is Female: Meet LA’s Brightest Innovators https://pledgela.org/news/the-future-is-female-meet-las-brightest-innovators/ Tue, 29 Mar 2022 22:44:11 +0000 https://pledgela.org/?p=30345

In 2018, two movements, Annenberg Foundation’s PledgeLA and AllRaise, both began with a similar mission: make Los Angeles the most diverse and inclusive tech hub in the country. This month, PledgeLA and AllRaise’s Los Angeles chapter (founded in 2019) joined forces to highlight two incredible women — a founder and a funder — making their mark on our tech economy and the world! In honor of Women’s History Month, we sat down with LA-based trailblazers Carmen Palafox and Jessica Chang to discuss their journeys, their success, and how they see the future for women in tech. Read on for inspiration for all innovators and tips on how to increase equity and inclusion in your organization! 

We’re excited to speak to you both in honor of Women’s History Month! To start, could you share with us who you are and what inspires what you’re currently working on?

Carmen Palafox: My name is Carmen Palafox and among other things, I’m Founding Partner of 2045 Capital. 2045 Capital began because I’ve always had the thesis that diverse founding teams outperform. My first angel investment was in a company called Arcus which was acquired last year by MasterCard. I really connected with the problem they were trying to solve. They had an immigrant founder and the company was focused on cross-border transactions and sending money back home, which I watched my mom do all the time as an immigrant herself. This founder was trying to make sure critical needs were met (e.g. utility payments) and it just made so much sense to me. I said, Count me in! I’m investing! So from these experiences, I’ve started 2045 Capital. 

2045 is a thesis-driven fund that’s backed by data that shows that diverse founding teams outperform. Through 2045, I invest where there’s an immigrant, female or underrepresented founder on the team and I focus on areas where I have made investments in the past: climate tech, fintech, and health tech.

Jessica Chang: I’m Jessica Chang I’m CEO and co-founder of WeeCare. I’m also a mom with two young kids. WeeCare was actually started because of my own personal issues when it came to finding childcare. I was an executive in a tech company at that time, and when I got pregnant, I couldn’t find childcare. And that really just started my journey of exploring why the childcare industry was so broken.

Long story short, I became a preschool owner-operator, because when I looked at every option available to me either it was waitlisted or was extremely expensive. What I learned was that not only are parents struggling to find affordable and convenient childcare that really helps them balance their work and life but also, on the other side of it, childcare providers a lot of times don’t make any money. A preschool teacher makes $20,000 a year, so why would they do one of the hardest jobs and get paid so little doing it? So when WeeCare first started we created a marketplace to really 1) pay childcare providers more money, 2) support them by helping them operate with ease, and 3) on the other side of the market, help families find childcare.

WeeCare has evolved a lot, especially since COVID. The pandemic was one of the hardest things that ever really happened to childcare all at once and almost decimated the childcare industry. Three million women left the workforce, mostly because of childcare. What we saw was that there was an opportunity for more to be involved in the workplace. in order to do that, employers were going to need help with child care., if you want me to go to work, help me with childcare. Employers have been helping families with healthcare, but childcare is just as critical — if parents don’t have childcare, they can’t go to work. 

So WeeCare has become an employer-based childcare marketplace that focuses on solving childcare via the small childcare provider, who owns their own business. We empower them to stay in the industry, make more stead income, and find long-term solutions. We do that by getting employers involved. We empower organization to set up childcare benefits for their employees and, most importantly, we work with them to help pay for childcare. 

Right now WeeCare has 37 employees and we have more than 10 open job postings out there. We’re really looking to continue to expand our team because there’s been a lot more momentum to solve the childcare crisis — so now’s the right time to continue to build the team!

Amazing! Talk to us about your personal journey into tech. How did you end up in the industry? 

Carmen: I have over 20 years of experience in asset management. I was born and raised in San Diego, California so I’m a hardcore Southern Californian. I came to LA to attend USC and studied economics. My first job out of college was in Santa Monica at a firm called DFA – Dimensional Fund Advisors – pretty early on in the trajectory of this firm at the time. They were managing $75 billion in assets under management and when I left there were about $300 billion, so I started entry-level and ended as Vice President of investment operations responsible for many things, but primarily with launching funds, both domestically and internationally. 

After graduating from Berkeley Haas from the executive MBA program, the Bay Area was really where I was immersed in the tech ecosystem and started learning about the private markets and venture capital. From there, I really wanted to be part of the LA venture tech ecosystem and be on the ground floor of its growth.

Jessica: I spent a lot of years in finance during the financial crisis but I think what really got me interested was when I went into private equity. As people were getting laid off in the recession, I helped a company figure out a great acquisition. But then, since there was no one left in the fund, I also became more of the company operator. And when I was integrating that, I felt like, Whoa, this is more like when I’m passionate about!

So I think what came from that experience was wanting to start my own business. I had more passion to be an operator than I had to for analyzing and figuring out why this company works and why it doesn’t work — I wanted to help solve the issues for the company. So what led me to become an entrepreneur was taking on that opportunity and seeing that I could do more. What if I started my own company and did it right from the beginning versus having to fix it later on?

Both AllRaise and PledgeLA are deeply invested in supporting the LA ecosystem to become a place where more women like you both can thrive. Why did you choose to do business in LA?

Jessica: When I first started as an entrepreneur, the LA ecosystem wasn’t really there yet. You always had to kind of go up to San Fransisco to raise funds or go up to SF to convince some engineer to move down to LA. But I think that has changed, and I see more people seeing that LA can help entrepreneurs because we’re a lot more diverse here. So when we had the choice of where to start WeeCare, we chose specifically Los Angeles.

Because LA is diverse, for us, it was like, “Well where can we really find out what childcare really is actually like and see what families are truly facing?” LA is diverse in terms of ethnicity, socio-economic status — you have those that are super wealthy and you have those that are very low income, and they crazy part is that they ca be right so close to one another. Also, LA is huge so if you want to impact many people at once – LA is the place to start.

Carmen: Like Jessica, LA has always been special to me because of its cultural diversity and its industry diversity. I believe that’s what makes it unique, in addition to the fact that it’s so massive and so complex. I mean there are 88 cities in LA County which I think surprises people. 

LA has grown to be the third-largest tech hub in the United States. For a long time, LA wasn’t taken seriously –it felt undiscovered but now it feels like it’s growing and maturing. But LA’s ongoing challenge is around equity. I think we are all aware of the diversity of LA and how that could differentiate us as a market, and I think we all appreciate why it’s important. But I still feel like there’s more action that can be taken to really move the needle in a significant way.

Absolutely. Many aspiring founders and funders may read this and they want to know more about what it’s like to be where you are. To shed some light on your journey, what are some challenges you’re currently facing as a funder and a founder? 

Carmen: So the challenge for me, back to the equity conversation, is that it’s not happening fast enough. We saw a lot of announcements come through, and again I think it’s this idea of people wanting to do the right thing, but there’s no forcing function. There’s no date that says this has to be done by this certain time. Without that forcing function, it makes it difficult to move the ball forward or move the needle.

I am optimistic that we will get there as a community. But as we continue to see success, I want to emphasize that we must figure out a way to accelerate progress. We’ve got to be more intentional about it and in most cases, it just requires the capital to move. So that means we can’t just leave it up to existing funders. We need to bring new participants to the table because in a lot of instances the existing LPs have reserved their allocation or don’t have the capacity to bring on new investors to make the change we need.

Jessica: As a founder, I think my biggest challenge right now is recruiting. As you can imagine, I think most companies are facing this where we’re just trying to find great people. Recruiting has been much harder now because the advantage is on the job applicant’s side, not the employer’s side anymore. The key for us has been going broader and finding people that want to solve a real problem. 

The other challenge has been maintaining our core company culture because we actually decided as a company to go fully remote. We decide that because we are very family-oriented, you can get that hour or two back from having to travel to work so that you can spend more time with your family.

By going fully remote there are good outcomes for families, but you also have to attend to the impact on company culture. We’re asking ourselves, “What is our company identity now when you’ve got people all over the US? How do we effectively communicate?” We have to do that much more to keep the company feeling like the team that we are..

Overall, as a founder, the journey was always hard. I fall into two categories as a female and as a minority — and generally, entrepreneurs who are women of color just don’t get funded. Especially when we’re talking about childcare. Everyone knows childcare is one of the most important issues out there. But it’s one of the hardest problems to solve, and, to be honest, it’s not sexy. So, as a founder, it’s one of those things that we’re consistently having to educate people on. Our focus points are why childcare is important, how childcare affects families, workplaces, and communities, and the broader impacts are on society when people don’t have access to the childcare they need.

You’ve both discussed the beauty of LA’s diversity but also the long way we have to go towards representing that in tech. Some people feel like we’re heading towards some burnout in the public around efforts to diversify tech. Do you sense this? How do we re-ignite the conversation? 

Carmen: I empathize — It is a very emotionally draining conversation to have because it requires self-reflection. It can be overwhelming, especially if you don’t fully understand what your role is in helping to push change or helping accelerate change.

I think we have to start thinking about it and messaging it so that we’re talking about maintaining our competitiveness. If LA is 70% people of color, how can you create a prosperous economy and a sustainable economy when 70% of the population sits on the sideline? The math just doesn’t work.

I think the demographics have been changing for a long time. I remember when I was called a “minority,” and then it switched to a person of color and then became a woman of color so you know it’s just like this constant evolution that’s a result of demographic change and we’re coming to a point where you know we shouldn’t be ignoring it anymore. So, while the conversations can be exhausting, equity is imperative for us to address, and address it with intention. The same way we address climate change for example. We say by 2050 we are going to be net-zero emissions. We’re not having that same conversation around inclusion and equity. When it comes to women’s equity, equity for women of color, or equity for people of color we’re just continuing as a nation to just chip away at our competitiveness by not addressing equity intentionally.

Jessica: To be honest, I feel like there was almost a trend that occurred and people just jumped on it by putting out statements of support. But putting out a statement and maybe saying, For the next couple of hires, make sure they’re minorities or make sure they’re female, the that doesn’t change the overall culture of the company or the overall identity of the company..

That’s where I see a big difference — WeeCare never put out a statement that says we support diversity, equity, and inclusion (DEI). We don’t because our company culture is built on inclusion. We don’t want to put out a statement because it feels disingenuous but we also just generally believe in it and just do it naturally. Our investors asked us to share what our inclusion values were and as I was doing them, I realized we’re a majority female and majority people of color company.  

I think DEI is even more important now, because of what COVID has done. The pandemic really separated our country into the “haves” and “have-nots.” For the haves, COVID was easy — I just went and took my family to Montana for six months, and then I did remote work, it was great. Meanwhile, for the have-nots, it’s a completely different story. It happens to be that those most affected by COVID were women, people of color, and low-income families. Now is a time when many people are suffering. So now is the right time to really think about how we incorporate more women and, how we incorporate more minorities into this space because it’s their issues that we’re trying to solve.

What advice do you have for companies trying to increase their support of women and women of color in the workplace? What can we be doing better? What’s a solution you’ve found?

Carmen: I’m frustrated most by bias. I think it should be like a required class in elementary or high school or somewhere along the way, like nobody ever taught me how to address this bias. I can sometimes tell when someone has a bias and so, for me, it’s like, Okay, get me off this call, because I know it’s not going to go anywhere. But bias frustrates me. Seeing people who still think women of color or women founders or founders of color just aren’t as profitable or that we don’t have the potential to return capital. Or just succeed in the same way that the founders they’re used to backing do.

As a small solution, I always try to show the faces of who the founders are, versus company logos because I want to change perception. Here is what a leading climate tech entrepreneur looks like. She’s Latina, she’s an immigrant, she’s over 50. I think we have to change the perception of what founders look like.

Jessica: Like many companies, certain teams in our company are skewed to one demographic. We’ve been trying really hard to find more diversity there and it’s been hard just because every single applicant comes in looking the same. As founders of the company, we’re clear that shouldn’t be the case.

To counteract this, what we try to do is really beef up our benefits to help attract what we want to look for. If we want to hire more women, more working parents, you got to enhance your childcare benefit program. You have to offer benefits that employees actually are going to use. We can’t preach to others to do it if we don’t do it ourselves. 

To be honest, because we’re all trying to create more diverse teams, we’re all fighting for the same people now. What we’ve done is, because we have the flexibility of hiring remote, we can go farther and reach out to more people. We’re also getting more creative on outreach. More and more I’m not looking for someone that has a tech background. I’m looking for someone that might have an HR background or comes from a non-tech company. More than 30% of our team has been pulled from non-tech jobs to tech. We recently hired someone that’s based in Idaho that has six kids. We’re consistently asking, how do we get more people that childcare and caregiving really affect them personally.

In honor of Women’s History Month, what do you want people to know about female founders/funders? What strengths do you see you and your peers leveraging?

CarmenThe best-performing companies in my portfolio are led by female CEOs. That’s been my experience, and it may be that I’m exposed to more female founders. I speak at women in climate tech events or the Athena conference which is both for female founders and funders so I am in those circles. But, in my experience, I feel that women are very calculated and strategic. They’re capital efficient. They have high empathy. And they tend to really focus on creating inclusive cultures.

That’s not to say that men can’t do that or don’t do that, but I think that’s why it’s important to have gender diversity and ethnic diversity on a team because then you’ve got these qualities and traits from different founders that help you succeed.

JessicaWhat really opened my eyes with WeeCare was how women have so much experience going through the ups and downs that naturally come with business, family, and managing life. I think generally women just know how to handle challenges and often say, “Don’t worry… I’ll take that on because I’ve seen it before, I dealt with it, and this is where I’m the strongest.” Across the board, I’ve seen women when times get tough know how to roll up their sleeves and say, “Okay, we got a cost cut. I can handle it.”

I think the other part is, we’re like the most amazing multi-taskers in the world. On a day-to-day basis we know how to handle when our kids are crying, the house has a plumbing issue, and there are multiple things happening with the business. We generally just know how to handle all of it at once.

I’ve seen if you look at CEOs of successful companies that are run by women, they’re generally more profitableSo I give that to you – there are not as many of us, but when there are, compared to our own male counterparts, we end up doing better.

This conversation has been edited and condensed for clarity. 
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