By Coco Brown – Founder and CEO, Athena Alliance

In my 2023 letter to our members, I talked about diversity from the point of view of our reflection on what it takes to nurture a diverse community—some of which is a dedication to thoughtful growth, to building a sense of safety and intimacy, and to ensuring we can respect and treat with curiosity the differences in our backgrounds including politics and religion. 

I also talked about the need to acknowledge that Women of Color are largely locked out of the senior realms of leadership in which Athena operates. In considering that, we take a broad view (with a reluctance to rely on titles) when it comes to welcoming women leaders into our community.

With that, I am excited to announce Athena’s offering of 30 complimentary memberships to individuals who bring diverse perspectives, with an emphasis on broadening our community’s representation of society’s demographics. To see where our diversity currently stands, please read on.

At Athena, we are proud to serve a community of senior-level women, from Sr. Director to Board Director as well as entrepreneurs, investors, and thought leaders. Our membership is composed of accomplished women leaders who bring a wide array of expertise and experiences to their industries, the boardroom, and beyond. As we continue to evolve, diversity remains a critical priority.

In 2024, 44.8% of our membership identifies as White, while 28.5% prefers not to declare their race or ethnicity. Of those who do, our current breakdown is as follows:

• 9% Black 
• 11% Asian
• 5% Hispanic/LatinX 
• 1.5% Middle Eastern 
• 0.5% Native American or Native Alaskan
• 0.1% Native Hawaiian or Pacific Islander

We also recognize that having diverse perspectives within our coaching and faculty team is essential to support our mission of advancing women in leadership. Of our executive coaches, 24% are racially diverse. Of our Athena Academy faculty members, 42% are racially diverse. We are committed to continuing to diversify our coaching roster and faculty to offer a wide array of perspectives, experiences, and support to our members. Explore the diversity within our board and team here and within our academy faculty here and here.

Commitment to Diversity in Leadership: A National Context for Women

When we compare our data with the broader representation of women across underrepresented groups in the U.S. workforce, we see both progress and continued barriers to senior leadership. Here’s how Athena’s diversity aligns with national benchmarks for women in senior management and the C-suite across different racial and ethnic groups:

• Black women make up approximately 7% of the U.S. workforce but are significantly underrepresented at senior leadership levels. Only around 1.6% of senior directors and above are Black women, with representation dropping to less than 1% in the C-suite.
• Asian American women represent about 3% of senior leadership roles despite being a growing part of the U.S. workforce. While Asian women are more likely to hold professional roles, they face barriers to advancement, with only 2% to 3% in the C-suite.
• Hispanic/Latina women make up about 7% of the U.S. workforce, yet their representation in senior leadership is limited, with only about 1% to 2% reaching senior director levels or above. In the C-suite, Hispanic women’s representation is typically less than 1%.
• Middle Eastern American women, like their male counterparts, are not officially classified as a separate group in U.S. Census data, making it difficult to track their representation. However, research shows that Middle Eastern women, often grouped under “White,” face distinct barriers similar to other underrepresented groups.
• Native American and Alaska Native women make up less than 1% of the U.S. population, and their representation in senior leadership roles is similarly low. Less than 0.5% of senior leaders and fewer than 0.1% in the C-suite are Native American or Alaska Native women.
• Native Hawaiian and Pacific Islander women represent about 0.1% of the U.S. population and workforce. In corporate leadership, their representation is even smaller, with virtually no data available for senior director or C-suite roles due to the very small numbers.

While these numbers reflect the current landscape, they underscore the need for continued action and accountability across all industries, including at Athena.

A Path Forward

Athena Alliance is deeply committed to advancing diversity in leadership by increasing representation, fostering inclusive environments, encouraging meaningful dialogue, and supporting initiatives that uplift all women. Through strategic partnerships, educational opportunities, and targeted initiatives, we empower women from diverse backgrounds to thrive in boardrooms and beyond.

Our sister nonprofit, Athena Rising, has merged with the Multicultural Women Executive Leadership Foundation. Last year, Bank of America granted MWELF $50,000 to support 20 Athena memberships for multicultural women returning to executive leadership. View the full report on this partnership here.

In line with our commitment, we’re excited to announce the launch of 30 new scholarships. The application form can be accessed here. We will also be actively encouraging well-resourced organizations within our ecosystem to match and expand these opportunities and look forward to sharing updates on this effort in the coming weeks.

To ensure our members have meaningful spaces for connection and support, we continue to strengthen offerings such as our peer group Black Women Thriving and our Pulse Check Salon series for discussing current events and their impact on business and us as women leaders. Together, we are building a future where all women leaders can not only succeed but shape the path forward for generations to come.