Congratulations to the 2023
IES Premier Women in Sales Employers!
Contact: Gary R. Milwit
Email:gmilwit@jgwentworth.com
Website: www.jgwentworth.com.
Office: 301-347-4462
About the Designation and Program
Companies are challenged with attracting, motivating, retaining and elevating top-tier sales talent more than ever, especially high-performing women in sales.
With the IES Premier Women in Sales Employer designation and program, the IES recognizes companies that are doing great things to make themselves exceptional employers for women in sales. It is the only designation that acknowledges companies that have made supporting the careers of their women in sales a priority.
The costs of losing a high-quality performer can be extreme and the challenges of bringing on new talent are exorbitant. Women in sales are looking for companies that have their best interests at hand, are socially conscious, and have opportunities for career growth.
The companies that are recognized with the PWISE designation will partner with the IES to develop best practices and standard for DEI excellence and high achievement.
The IES will be accepting applications from employers throughout the year.
If your company is a premier women in sales employer, apply now. If you’re a sales professional looking for an excellent place to work, consider the companies in the guide.
Achieving the Designation
There is no charge for companies to apply to become an IES Premier Women in Sales Employer (PWISE). There is no charge to be placed in the guide or to display the badge once a company achieves “IES Premier Women in Sales Employer” status. The IES is uniquely positioned to recognize companies that are exceptional for salespeople to work. To achieve the designation, you must be an IES partner.
Any company can apply for the IES Premier Women in Sales Employer designation. Once the IES has confirmed that the 10-question application form has been completely filled out, it will be sent to a 3-person judging committee. The judges will review each of the 10 questions, with the applying company’s name hidden. If the acceptance score is achieved, the company will be invited to accept this designation and be included on the web site and in the guide. They will also be invited to participate in our DEI Roundtables where we’ll be creating best practices for companies to support their women in sales.
The pdf guide and website will be updated on an on-going basis to recognize new companies that achieve this designation. Designations will be acknowledged for the year. For example, the 2023 designation will start in January and continue through December. Companies need to reapply each year to maintain PWISE status.
DATASITE
Contact: Lisa Bynum
Email: lisa.bynum@datasite.com
Phone: (951) 970 – 8869
Visit www.datasite.com to join our team.
DISCUSS YOUR ONGOING TRAINING AND LEADERSHIP DEVELOPMENT PROGRAMS FOR THE WOMEN ON YOUR SALES TEAM, ERGS THAT SUPPORT WOMEN AND TEAM-BUILDING ACTIVITIES YOUR COMPANY HOLDS.
Datasite prioritizes providing a positive employee experience and supports several leadership development programs, including:
Manager Essentials—A course for all people who lead a team, including our sales leaders. This in-person, 2-day intensive class helps managers excel in crafting jobs, developing people, and energizing change, all while working authentically and building trust within their teams. Leaders will also soon be able to participate in a next-level training and development course, which is in development.
Top Talent—Datasite will soon launch a program specifically designed for high-performing individual contributors to set them on a path for leadership and coach them on how to excel as leaders in their job functions.
Affinity Groups—Datasite has affinity groups for all employees which can be created for any number of shared backgrounds or interests. Specific to sales, Datasite offers the Women in Sales Empowerment (WISE) group, which seeks to build a professional women’s support group that will lead to greater success at the individual, team, and company level for women sellers. This group was established by and is led by a team of dynamic women sellers, and hosts conversations on topics such as leadership, networking, and career and personal development.
Team building is critical for Datasite’s sellers. Our selling philosophy is to “surround the deal” and work together to help drive business. With that in mind, we offer opportunities and programs throughout the year for our sellers to connect.
DISCUSS THE SPECIFIC BENEFITS YOU OFFER FOR WOMEN IN SALES, AS WELL AS OTHER OVERALL BENEFITS THAT ARE BENEFICIAL TO WOMEN.
At the company level, there is large-scale support for flexibility in working arrangements. The company maintains a generous time-off policy, and specifically for sales, provides uncapped time off. This allows women sellers to maintain critical work life balance and the flexibility to take time off when needed, e.g., to care for dependent family members.
All employees of Datasite are offered time off up to 8 hours for volunteer work. This can specifically help women who may want to be involved in children’s school activities or support other charitable interests with their time. The company also offers a Community Champions program that helps employees get involved with corporate responsibility initiatives in their local community.
Datasite provides competitive health and wellness benefits to support women, including: Well Woman, Well Child, maternity and family planning healthcare; paid family leave of 12 weeks for primary care givers, and secondary care-giver paid leave of 4 weeks so a partner can assist in child care; dependent care reimbursement plans; robust time away from work, including paid holidays, paid time off and recharge days; a variety of retirement savings options, including a 401(k) plan with auto-enrollment, a 4% match and 100% vesting immediately; an employee referral bonus program, as well as a rewards platform that enables employees to give each other meaningful recognition. Employees can convert their rewards points received into dollars to use at many national stores and restaurants or can give their rewards to charitable organizations.
WHAT ARE SOME ESTABLISHED INITIATIVES YOU HAVE IN PLACE TO SPECIFICALLY HELP WOMEN IN SALES PROGRESS IN THEIR CAREER?
Datasite’s Seller Networking Series was designed by a female leader in the sales organization specifically to connect sellers with their colleagues and peers around the globe. The goal is to regularly connect sellers across all theaters to discuss topics relevant to Datasite and the M&A industry; share best practices and success stories and build networking skills and collaborate with colleagues to surround the deal. Since its launch, the program has been championed by several dynamic female leaders to serve as ambassadors for the program and encourage participation. The program, for which 40% of current participants are female sellers, launched two years ago for Field Sales, and this year has been expanded to include a session for our Inside Sales team. Also, this year, one of the original ambassadors for the program, a female sales leader will be giving back to the program by hosting a mentorship Q&A session for both Field Sales and Inside Sales teams.
CVENT
Contact: Michelle Walden
Email: mwalden@cvent.com
Phone: 571-378-7110
DISCUSS THE PROGRAMS YOUR COMPANY IS RUNNING RIGHT NOW TO PROMOTE WOMEN IN SALES INTO LEADERSHIP AND HOW THESE PROGRAMS FEED YOUR SUCCESSION PLANNING AND GENERAL SENIOR LEVEL VISION FOR WOMEN IN SALES AT YOUR COMPANY.
Empower is one of many of Cvent’s Employee Resource Groups (ERG). Empower’s mission is to help build a more diverse, equal, and unbiased workforce by creating awareness around the opportunities and challenges women face in the workplace and at home.
Empower focuses on several initiatives that contribute to the advancement of women in sales leadership:
- Mentorship: we had over 90 mentorship pairings matched throughout the year. For women aspiring into leadership roles, we provide both male and female mentors at the Director level up through Senior Leadership to advise on how they can get to the next level. 25% of these Director and above mentor opportunities were within sales leadership to inspire women on a leadership track.
- Career panel spotlights: we hosted a series of career spotlights across different departments, including sales. We featured 5 speakers from different sales functions and had over 50 attendees.
- Newsletter: we regularly feature professional development resources on LinkedIn, books, and webinars, as well as highlight promotions to elevate visibility and successes of women sales leaders in the company. We do a special call out for women newly promoted to Vice President level.
- Networking events: we feature monthly opportunities for women at Cvent to get together and meet new colleagues and discuss challenges and successes within their roles. We also host International Women’s Day programming throughout the month of March, with a special kickoff with leadership panelists to discuss advancing women in the workplace, including leadership.
WHAT ARE YOU DOING TO ATTRACT AND HIRE A PIPELINE OF DIVERSE CANDIDATES?
Our recruiting team has always been actively involved in bringing diverse talent to Cvent. This starts even with our campus recruiting program, which builds partnerships with diversity clubs and organizations focusing on females at various schools. The recruiting team holds monthly sourcing sessions focusing on DEI. During these sessions, they will group-source diverse candidates, learn about challenges specific to these candidates, and collaborate with members of our ERGs as well as our Head of DEI. We also have a referral program that encourages employees to refer potential candidates to the company. Recruiting works closely with all hiring leaders to ensure that candidates interviewing with the company interact with multiple team members during their interview process that highlight the diversity of that team. In addition to companywide DEI training, all leaders and any employee participating in an interview must pass a Cvent Interviewer Certification that has a focus on DEI hiring.
DO YOU HAVE A FULLTIME DEI LEADER THAT HOLDS AN OFFICIAL POSITION AT YOUR COMPANY? IF SO, WHAT’S THEIR TITLE, THEIR ROLE IN THE COMPANY, AND HOW THE ROLE SUPPORTS AN EQUITABLE AND INCLUSIVE CULTURE. IF NOT, DESCRIBE YOUR GENERAL DEI INITIATIVES.
Yes, Nathan Chin is our Head of DEI and Engagement and oversees all of our DEI and Engagement efforts within the company. This includes working directly with our ERGs as well as advocating for diverse employees throughout the organization.
- Oversees mandatory DEI training for all new hires
- Represents Cvent on industry panels on DEI
- Helps oversee new ERG creation process and manages their budget
- Head of the I.D.E.A.S. Council (Inclusion, Diversity, Equity, Allyship, Storytelling)
- Has spoken at academic institutions (William & Mary, American University) on Corporate DEI
- Participated in podcasts on DEI in the workplace
- Advises Cvent on how to make internal + external events more inclusive
SALESFORCE
Name: Robert Stein
Email: robert.stein@salesforce.com
Phone: 703-217-5970
WHAT ACTIVITIES OR STRATEGIES DO YOU HAVE IN PLACE TO ATTRACT AND HIRE A PIPELINE OF DIVERSE CANDIDATES?
Our aspiration is to create a workplace that looks like a society. Transparency and accountability are key to advancing representation, so we’ve set ambitious goals and continually review our progress to keep us moving forward. First and foremost, we use data to drive diversity in the workplace. We make equality data visible to everyone. We ask our leaders to turn the data into actionable insight. We focus on intersectionality and share our representation goals and progress.
WHAT ARE SOME ESTABLISHED INITIATIVES YOU HAVE IN PLACE TO SPECIFICALLY HELP WOMEN IN SALES PROGRESS IN THEIR CAREER?
Salesforce offers a wide range of career, personal, and leadership development opportunities for employees. Our Great Leader Pathways program provides personalized learning experiences for managers that focus on the skills, mindsets, and competencies needed to succeed at each of the stages of leadership. We also provide access to virtual coaching and preventative mental health care, like dedicated mental fitness coaches and interactive workshops, with certified BetterUp coaches. We’ve partnered with Lyra Health to provide free therapy for employees and their families. Through learning modules on Trailhead, Salesforce’s free online learning platform, employees can learn new hard and soft skills to succeed in their careers. Additionally, SalesforceWomen’s Network, established in 2008, is the oldest and largest employee resource group within our organization. Salesforce Women’s Network amplifies the progress of women in every step of their journey. We achieve this through professional and personal development, allyship, supportive connections, and taking action on gender equality. As the largest ERG, programs include content and activities to support our values of empathy, trust, well-being, and advancement of women. This includes supporting the #IamRemarkable initiative, Gender Equality focused VTO, and conducting Safe Space Discussions.
DISCUSS THE SPECIFIC BENEFITS YOU OFFER FOR WOMEN IN SALES, AS WELL AS OTHER OVERALL BENEFITS THAT ARE BENEFICIAL TO WOMEN.
In addition to financial, health, and wellbeing benefits, we also offer the following:
- Access to an Employee Assistance Program
- Access to mental wellbeing through Lyra Health
- Wellbeing Coaches through BetterUp
- Tuition Reimbursement
- Leadership and management training programs
- Parental leave
- Fertility services
- Adoption and surrogacy support
- Maternity Doula reimbursement
- Pregnancy and parental coaching
- Corporate travel discounts
ORACLE
Name: Mary Ellen
Email: maryellen.kassotakis@oracle.com
Phone: (916) 281-7085
WHY IS YOUR COMPANY A GREAT PLACE TO WORK FOR WOMEN IN SALES?
Accelerate your growth by joining a market leader. We are one of the only technology vendors that offers an integrated suite of cloud applications and cloud infrastructure with global reach. Be the vital piece of the puzzle that connects us to the millions of businesses, governments and NGOs that need our help to evolve.
Women in sales thrive at Oracle because of our strong support, flexible work policies, and fantastic leadership opportunities. You will connect with other women in sales through Oracle Women’s Leadership (OWL), a global development program with more than 100 communities that provides networking, leadership panels, and mentoring relationships.
Enjoy benefits that are designed to help you lead a balanced life and support women across any stage in life—from tuition reimbursement, 40l(k) Savings and Investment Plans, Employee Share Purchase Programs to maternal health, fertility, adoption and surrogacy benefits, and 14-week paid parental leave to mental health programs, caregiver resources and menopause support.
WHAT PROGRAMS DO YOU HAVE IN PLACE TO INCREASE WOMEN IN SENIOR LEADERSHIP POSITIONS?
Oracle is committed to investing in our women in sales and helping them grow into our next generation of leaders. Our leaders champion the way forward, with our own Oracle CEO Safra Catz sponsoring Oracle’s Executive Diversity Council to ensure our senior leadership team is focused on diversity and inclusion initiatives.
We have a range of programs that support the development, success planning, and vision for women holistically at the company. For example, we have the global Oracle Mentoring Program that facilitates one-on-one mentoring relationships to help all people expand networks, gain new knowledge and insights, and build new skills. Our Future Leaders Program prepares people for management positions, while the Emerging Leaders’ Summit brings women together for a 3-day development experience. In addition, there is the OWL Executive Steering Committee, which includes executive representation from across lines of business globally, to help steer direction of programming and instill women’s initiatives across Oracle.
HOW ARE YOU WORKING TO INCREASE DIVERSE REPRESENTATION IN SALES?
Oracle is committed to attracting and hiring a pipeline of diverse candidates at the early talent, professional and executive levels. We partner with groups like Hispanic IT Executive Council and National Sales Network and focus recruiting efforts, education programming and scholarships with HBCUs and HSIs. Our Oracle Career Relaunch Program helps people return from a career break with a full-time position at Oracle, while the Oracle Veteran Internship Program provides hands-on training and experience in business and sales.
Our 10+ global employee resource groups, such as the Oracle Latinos Alliance and Oracle Pride Employee Network, lead additional programming to help empower their members to reach full leadership potential. For example, G.E.M.S. (Greatness, Excellence, Maturity, and Sincerity) is a sub-group of leaders within the Alliance of Black Leaders for Excellence employee resource group, who are committed to helping Black women achieve their professional and personal potential. Also, our diversity task forces, within lines of business, help ensure we deliver on our commitment to not only hire—but retain and advance—a diverse workforce.
Join our team
Join other women in sales, like Oracle GVP Tamara Greenspan and recipient of the 2020 IES Women in Sales Executive Leadership Award. Visit oracle.com/careers today.
CARASOFT
Contact: Mary Lange
Email: mary.lange@carahsoft.com
Phone: 703-230-7434
DISCUSS THE PROGRAMS YOUR COMPANY IS RUNNING RIGHT NOW TO PROMOTE WOMEN IN SALES INTO LEADERSHIP AND HOW THESE PROGRAMS FEED YOUR SUCCESSION PLANNING AND GENERAL SENIOR LEVEL VISION FOR WOMEN IN SALES AT YOUR COMPANY.
Carahsoft is supporting its female team members on several fronts to ensure that there is an engaged workforce ready to move into more senior roles. These initiatives include recruiting, community building, philanthropy and recognition programs.
Recruiting initiatives are discussed in detail later in this nomination, but with a workforce of 2,500 and growing, the Carahsoft recruiting team is proactively sourcing the best and brightest sales professionals from across the country. Since Carahsoft promotes from within, a strong candidate pipeline is a critical foundation for future women in leadership roles.
As one of the largest public sector IT solutions provider, Carahsoft supports an expansive and growing ecosystem of vendors and resellers, consisting of hundreds of organizations. Many of these organizations are actively organizing DEI or women empowerment events and Carahsoft has elected to lean into all of them. This means that Carahsoft has been actively engaged in more than 20 of these events over the last year, including the Women Doing Good Panel, GDIT Women + Tech, IES Women in Sales, and events for F5 and Dell. These events provide opportunities for the Carahsoft workforce to engage with other female leaders, while also supporting women in leadership across the public sector ecosystem.
As a giant in local charitable giving, Carahsoft demonstrates its commitment to women by actively supporting women’s organizations such as Women Giving Back, the Women’s Center, Toys for Tots, Salvation Army Tree Angels, and Cornerstones, among others.
Finally, Carahsoft recognizes the contributions of its female leadership by submitting them for outside recognition. Last year, seven female leaders were recognized as winners of the prestigious Women of the Channel award sponsored by CRN. This month, these women and other rising female stars are traveling to New York for the award ceremony.
DISCUSS YOUR ONGOING TRAINING AND LEADERSHIP DEVELOPMENT PROGRAMS FOR THE WOMEN ON YOUR SALES TEAM, AND ERGS THAT SUPPORT WOMEN.
Carahsoft runs an ongoing training program for its team members at both the entry and supervisor levels to ensure that its teams have the skills to be successful in their current roles and the training to progress in their careers at Carahsoft.
In addition, senior leadership at Carahsoft has the opportunity to participate in advanced leadership training offered through the Unite Leadership Collective. Though this program is not exclusively for women, the classes are often women-led and include topics that help propel and accelerate women’s careers, such as building a personal brand, managing difficult conversations, and negotiations.
Lastly, senior women at Carahsoft have the opportunity to put these skills to work in their everyday roles. Senior women lead some of the largest teams at Carahsoft, which are multi-million-dollar lines of business. Women leaders are also responsible for the development of new initiatives at Carahsoft, including internal training, developing a renewals business for the Carahsoft ecosystem, identifying multi-million-dollar marketing campaigns, and more.
WHAT ARE YOU DOING TO ATTRACT AND HIRE A PIPELINE OF DIVERSE CANDIDATES?
The Carahsoft recruiting team has multiple initiatives to hire diverse candidates. The recruiting team participates in 15-20 career fairs each year, including several events targeted to historically black colleges and universities and other minority-focused career fairs.
As Carahsoft has embraced a remote workforce, recruiting outreach efforts are now focused on every school with a great sales program around the country.
In addition, Carahsoft actively recruits veterans and military spouses. The company joined the Commonwealth’s Virginia Values Veterans program in 2020 and currently employs a large number of active-duty military reservists and military spouses. Certain sales roles such as the renewal sales position are well-suited for these team members who can work anywhere in the country, even if they are not available during the typical east coast business day.
SPLUNK
Contact: Heidi Smith
Email: hsmith@splunk.com
Phone: 301-266-1645
DISCUSS YOUR ONGOING TRAINING AND LEADERSHIP DEVELOPMENT PROGRAMS FOR THE WOMEN ON YOUR SALES TEAM AND ERGS THAT SUPPORT WOMEN.
The Global Field Enablement Team (GFE) is dedicated to our field team’s success. GFE has both global and theater-based coaches made up of former sellers and sales managers to provide resources and programs focused on mobilizing expertise and empowering our selling teams.
A new Splunker starts with Sales or Sales Leader Essentials – a comprehensive onboarding program with on demand, global, virtual instructor led sessions, theater-based support and coaching sessions.
All Splunkers have access to The School of Splunk–a go-to destination for learning and knowledge sharing. School of Splunk hosts Virtual Enablement Calls, includes an asset library for internal and customer facing resources as well as elearning and Video Studio–a new streaming platform which allows for just in time bite-sized video learning. Self-service is complemented by workshops hosted by our Theater based productivity teams on topics such as discovery, pipeline generation, sales process and more.
Splunk offers a Womxn + ERG, founded in 2013, designed to foster, empower and grow a diverse womxn-led community that collaborates and elevates one another to advance gender equality and intersectional advocacy.
The Public Sector WIT was formed to attract more women to roles at Splunk, retain and develop women at all levels and foster a community to support our vision. The monthly meeting topics range from guest speakers reflecting on their journey, work-life balance, and mentorship.
DISCUSS THE SPECIFIC BENEFITS YOU OFFER FOR WOMEN IN SALES, AS WELL AS OTHER OVERALL BENEFITS THAT ARE BENEFICIAL TO WOMEN.
Splunk does not cater our benefits specifically to the Sales organization, we offer a robust benefits package, which includes benefits specific to women. We take a holistic approach to wellbeing. That means we look at the whole employee when building our employee benefits and wellbeing programs. Our five pillars: Purpose, Emotional, Mental, Physical and Financial, serve as the foundation for every resource we offer. These pillars shape the programs that Spark offers, whether it be mindfulness sessions, energy management or resilience training, nutritional support, tips on how to balance life & work, therapy & coaching, or ways to save for retirement.
Along with robust medical, dental, vision, prescription & voluntary benefits, Splunk offers financial benefits, including 401(k), ESPP, and financial planning services; paid time off for holidays, vacation, sick time and disaster & epidemic time off. We offer family-forming support as well as child & elder care resources through services such as Carrot, Ovia Health Milk Stork and Bright Horizons. Last year Splunk introduced Spark, a brand-new all-encompassing wellbeing program, designed with Splunkers in mind.
When building Spark, Global Wellbeing Senior Manager, Jason Morgan was completely thrilled by Splunk’s willingness to lean into his ideas. “Having been in this industry for 20 years, and to have built programs at many large companies, our approach is really holistic,” he says. “It’s really unique and integrated because often these programs can feel incredibly siloed, but not Spark. We’re partnering with the Leadership and Development team on leadership training, IT to manage our technical energy and habits better through limiting Zoom calls, and partnering with leadership teams to embed principles of wellbeing and energy management into their respective strategies.”
WHAT ARE SOME ESTABLISHED INITIATIVES YOU HAVE IN PLACE TO SPECIFICALLY HELP WOMEN IN SALES PROGRESS IN THEIR CAREER?
CaMP (Career Mentorship Program) is a quarterly program designed to give all full time Splunkers an opportunity to be matched with a mentor or mentee in an effort to support their career development aspirations. CaMP enables mentees to meet Splunkers outside of their immediate team, allowing career conversations with someone who can offer a new and fresh perspective.
Womxn+ has hosted virtual panels with leaders from various areas across business and industry as part of a leadership development program. Discussion areas included the challenges they’ve faced being the only woman in the room, best practices on how to be assertive and be heard, the importance of representation and inclusion and how female leaders have marketed or positioned themselves.
Energy for Purpose Program – This program helps individuals transform the way they approach energy management to achieve sustained high performance. By integrating the sciences of performance psychology, exercise physiology and nutrition, this program helps individuals effectively maximize their energy across four interconnected dimensions to create lasting behavior change helping Splunkers to live a physically energized, emotionally resilient, mentally focused, and purpose-driven life.
J.G. WENTWORTH
Contact: Gary R. Milwit
Email: gmilwit@jgwentworth.com
Website: www.jgwentworth.com
Office: 301-347-4462
DISCUSS YOUR ONGOING TRAINING AND LEADERSHIP DEVELOPMENT PROGRAMS FOR THE WOMEN ON YOUR SALES TEAM AND ERGS THAT SUPPORT WOMEN.
Once an Account Executive has been promoted to a National Sales Manager, they are enrolled in our Manager Coaching Program.
The Manager Coaching Program is a formal program that meets once a week for six months. The Manager Coaching Program focuses on refining all the skills and techniques necessary to be an effective Sales Leader.
Our Managers are also producers and most often are our top producers. We provide 1:1 and small group Manager Coaching sessions every week. These sessions are designed to help Managers reach their maximum individual potential as producers while being able to help their Reps reach their maximum potential.
Managers routinely complete this program two or more times before they are promoted to Director of Sales.
Directors of Sales are enrolled in Weekly 1:1 coaching sessions with our Executive Director for Learning and Development. These sessions are individualized for each Director and are done is 18-month rotations. Once a Director has completed their formal Coaching regimen, they become eligible to be promoted to Vice President of Sales.
WHAT ARE SOME ESTABLISHED INITIATIVES YOU HAVE IN PLACE TO SPECIFICALLY HELP WOMEN IN SALES PROGRESS IN THEIR CAREER? FOR INSTANCE, DO YOU HAVE A MENTORING PROGRAM IN PLACE TO HELP WOMEN GROW THEIR CAREERS? WHEN WAS IT ESTABLISHED? WHEN DO YOU MATCH AN EMPLOYEE WITH A MENTOR? HOW DO YOU MEASURE OF THESE PROGRAMS? PLEASE LIST ALL INITIATIVES AND PERTINENT DETAILS.
The J.G. Wentworth Company has an extensive Executive Mentoring program for our Women Sales. The mentoring program is run through our Learning and Development division. Women in Sales are matched up with other Women in Leadership positions throughout our organization and the Company.
The program is designed to expose Women in our Company to other divisions, departments, and other Women in leadership positions. Our Company’s Senior Leadership team is comprised of fifteen Executives. Of the fifteen Executives on the Senior Leadership team, eight of them are Women. Including:
- CEO
- SVP Finance
- SVP Debt Settlement Division
- Chief Legal Officer
- SVP-Legal Compliance
- SVP-Marketing
- SVP-Project Management
- VP-Sales
These are just a few of the Women Leaders at the J.G. Wentworth Company. It is important to note that the J.G. Wentworth Company’s CEO, Randi Sellari, is one of only a handful of female CEOs in the financial services arena.
DO YOU HAVE A FULLTIME DEI LEADER THAT HOLDS AN OFFICIAL POSITION AT YOUR COMPANY? IF SO, WHAT’S THEIR TITLE, THEIR ROLE IN THE COMPANY, AND HOW THE ROLE SUPPORTS AN EQUITABLE AND INCLUSIVE CULTURE. IF NOT, DESCRIBE YOUR GENERAL DEI INITIATIVES.
We do not have an official DEI Leader at J.G. Wentworth. Our Chief Human Resources Officer is responsible for of our DEI initiatives.
Our Company has two mandatory DEI workshops for all employees. “Our Culture, and who we are” is the first workshop and “DEI in the workplace” is the second mandatory workshop given to all employees.
In addition to the mandatory workshops for all employees, our Managers are required to complete a comprehensive DEI workshop each year. All workshops and coursework are completed through our Learning and Development Division.
