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Chief's class diversity gap in 2027 — why working-class-origin women execs are effectively excluded

📖 2,180 words🗓️ Published Jun 20, 2026 · Updated May 26, 2026

Direct Answer

Chief solves gender exclusion but introduces class exclusion. The $7,900 C-suite base fee plus an estimated $5,000-$10,000 in travel, coaching extras, clubhouse-adjacent dining, and event side-costs pushes the true all-in cost to roughly $15,000-$25,000 per year. Layer on the 60-100 hours per year of Core Group meetings, summits, and clubhouse showings, and you have a structure that effectively excludes working-class-origin women executives — the women who climbed without family wealth, trust-fund cushions, or partners earning a second six-figure income to backstop them. The $3,800 grant tier helps with sticker shock but does nothing about the time tax, the travel tax, or the cultural cap inside the room. The result in 2027 is a network whose cohorts skew heavily toward women with privilege backstops, even when the resumes look identical on LinkedIn.

TL;DR: Chief fixed the gender gap and accidentally widened the class gap — working-class-origin women execs are priced out, time-taxed out, and culturally edged out, and the grant tier is a band-aid.

flowchart TD A[Working-class-origin woman exec] --> B{$15-25K all-in cost} A --> C{60-100 hrs/yr time tax} A --> D{Travel to 4 clubhouse cities} A --> E{Cultural cap in Core Group} B --> F[No discretionary cushion] C --> G[No household support backstop] D --> H[No flexible PTO or nanny budget] E --> I[Code-switching exhaustion] F --> Z[Effective exclusion from Chief] G --> Z H --> Z I --> Z

1. The Class Barriers

Chief's published price is $7,900 for C-suite and $5,800 for VP-level members, and Chief is correct that a majority of members are corporate-sponsored. The problem is that the women most likely to need Chief — the ones without a senior sponsor pulling them up, the ones in industries that do not fund executive networking, the ones who switched companies and lost their old sponsorship — are exactly the women most likely to be paying out of pocket. And the sticker price is only the start. A realistic all-in for an out-of-state member runs $15,000 to $25,000 once you add flights to the New York, San Francisco, Chicago, or D.C. clubhouses three to six times a year, hotel stays around summits, the unspoken-but-expected wardrobe upgrade, the dinners after Core Group, and the executive coaching add-ons that the network gently steers members toward.

Working-class-origin executive families, even at $250K household income, do not have $25,000 of discretionary annual spend sitting in a brokerage account. They have a mortgage on the first house anyone in the family has ever owned, parents who may need financial support, student loans that took 15 years to clear, and zero generational cushion if the next job search runs nine months instead of three. The Deloitte 2024 Human Capital Trends finding that only 38% of companies fully fund women's executive networking memberships is not a rounding error — it means the majority of self-funded members are absorbing the cost personally, and that absorption is brutally uneven by class background.

The time tax is the second wall. Chief's Core Groups meet monthly, the summits run multi-day, and the clubhouses reward members who show up regularly. Sixty to 100 hours a year sounds modest until you realize it assumes a household with backup — a partner who can solo-parent the Tuesday night, parents nearby for school pickup, a nanny on retainer for the summit weekend. Women who built their executive career without that infrastructure cannot magically conjure it at the VP level. They simply skip the events, get less out of the membership, and quietly drop off.

The cultural cap is the third wall, and the least discussed. Core Group norms — the references to second homes, the casual mention of private school tuition, the assumption everyone summers somewhere — quietly signal who belongs and who is performing belonging. Women who climbed from working-class roots report a low-grade exhaustion from the code-switching, and many simply do not renew.

2. The $3,800 Grant Tier Limitations

Chief deserves credit for the grant program — roughly $6 million distributed in 2023, knocking VP membership to $3,800 for women in non-profits or those facing identity-based inequity. But the grant tier has four structural limitations that prevent it from solving the class gap.

First, it only addresses sticker price. A member who saves $2,000 on dues still owes $5,000-$10,000 in travel, lodging, and ancillary spend if she lives outside the four clubhouse cities. The math barely moves for a VP in Tulsa, Birmingham, or Boise.

Second, the slots are limited and the application process is opaque. There is no published quota, no transparent rubric, and the awards skew toward applicants who already know how to write a grant narrative — itself a class-coded skill.

Third, the grant does nothing about the time tax. A subsidized member still needs household backup to attend the summit, and the grant does not come with childcare credit, PTO reimbursement, or a travel stipend.

Fourth, and most importantly, the grant tier does not address cultural fit inside the Core Group. Subsidized members are placed in the same rooms as full-pay members, often the only person in the circle without the assumed backstop, and the resulting isolation drives lower renewal rates among grant recipients.

3. The 2027 Class-Inclusive Fix

If Chief wants to be the network that genuinely serves the women who built their careers without family wealth, four moves would meaningfully close the class gap by end of 2027.

First, a virtual-first tier at $1,500 with full Core Group access by video, asynchronous coaching, and digital-only summit participation. This eliminates the travel tax entirely and brings the all-in cost under $2,000 — a number that fits inside a $150K household budget without sacrifice. The objection that virtual-only members get less is fair, but less is dramatically more than nothing, which is what working-class-origin VPs in mid-tier cities currently get.

Second, a 50% travel grant layered on top of the existing $3,800 grant tier. Two flights and two hotel nights subsidized per year, capped at $2,500, would let grant-tier members actually attend the events their dues already cover. Without this, the grant tier is a discount on a product the member cannot fully use.

Third, cultural-fit Core Group matching. Chief should explicitly group members by class background when requested — first-generation executives in dedicated circles, not scattered one-per-room across cohorts dominated by inherited wealth. The pushback that this re-segregates the network misses the point: voluntary affinity grouping is how every other dimension of Chief already works.

Fourth, structural funding from F500 D&I budgets. Chief should pitch the Fortune 500 on funding 500 full grants per year as a class-diversity line item, separate from the existing identity-based grant pool. The corporate ROI story is straightforward — these are exactly the women whose first-generation perspective the sponsor's leadership pipeline most lacks.

Income bracket	Chief access	Outcome
HHI $500K+	Easy	High value, full participation
HHI $250-500K	Reasonable	Medium-high, selective attendance
HHI $150-250K	Strained	Medium, summits only
HHI $100-150K	Hard	Low, drops by year two
Grant tier	Subsidized sticker, full travel cost	Variable, low renewal

flowchart TD A[2027 Class-Inclusive Chief] --> B[Virtual-first tier $1,500] A --> C[Travel grant +$2,500] A --> D[Affinity Core Groups] A --> E[F500 D&I funded slots] B --> F[Eliminates travel tax] C --> G[Grant tier becomes usable] D --> H[Reduces cultural cap] E --> I[500 full grants/yr] F --> Z[True class diversity] G --> Z H --> Z I --> Z

Related on PULSE

[Chief's coastal-only problem in 2027 — heartland women execs are effectively excluded](/knowledge/q10998)
[Chief's intersection problem in 2027 — race + class + geography beneath the gender headline](/knowledge/q10994)
[Chief's generational diversity gap in 2027 — too Gen X, missing Gen Z and late-career Boomer](/knowledge/q10996)
[Chief's diversity gap in 2027 — what the marketing says vs what the cohorts look like](/knowledge/q10975)
[Why male sponsors matter most for women execs — and how Chief structurally blocks them](/knowledge/q10995)
[Can AI in the funnel effectively replace human-led qualification for enterprise buying committees?](/knowledge/q16658)

The Hidden Cost of "Optional" Events

Chief markets its summits, retreats, and clubhouse showings as optional networking opportunities. For working-class-origin women executives, these events are effectively mandatory. The unspoken expectation to attend every gathering creates a secondary cost structure that the $7,900 base fee doesn't capture. A single summit weekend in New York or San Francisco can cost $1,500-$3,000 in flights, hotels, meals, and incidentals. When these events occur quarterly, the "optional" add-on becomes a $6,000-$12,000 annual burden. For women who grew up budgeting for necessities, the psychological weight of turning down a "career-making" event because of cash flow is a distinct form of exclusion that doesn't appear on any diversity dashboard.

The Time-Tax Multiplier for Single Parents

Working-class-origin women executives are disproportionately likely to be single parents or primary caregivers without paid household support. Chief's 60-100 hour annual time commitment assumes a partner who handles school pickup, sick days, and homework supervision. For a single mother in a C-suite role, those hours represent not just lost time but actual childcare costs of $25-$50 per hour for backup care. A working-class-origin executive who must arrange and pay for 80 hours of additional childcare annually faces a hidden $2,000-$4,000 cost that her wealthier peers never consider. This time-tax multiplier makes Chief participation a logistical impossibility for many qualified women, regardless of their professional achievements.

The Cultural Capital Barrier Inside the Room

The $15,000-$25,000 all-in cost buys admission to a room where the unspoken rules of engagement assume a shared background of private schools, summer homes, and family connections. Working-class-origin women executives report spending significant mental energy decoding conversations about vacation homes, nanny management, and investment portfolios. This code-switching exhaustion compounds the financial barriers. When a Core Group discussion turns to "our family's place in the Hamptons," the executive who grew up in a rental apartment must either disclose her background or perform a version of privilege that drains her cognitive resources. Chief's programming rarely addresses this class-based cultural friction, leaving working-class-origin women to navigate it alone.

FAQ

What exactly is the "class diversity gap" in Chief by 2027? It means that while Chief successfully brings more women into executive networks, the women who join are overwhelmingly from privileged backgrounds — those with family wealth, high-earning partners, or trust funds. Working-class-origin women executives, who climbed without those cushions, are effectively excluded by the high all-in cost (roughly $15,000–$25,000 per year), the heavy time commitment (60–100 hours annually), and the cultural norms inside the room.

How does the $3,800 grant tier help, and why isn’t it enough? The grant reduces the upfront fee but doesn’t cover travel, coaching extras, or event side-costs — which can add another $5,000–$10,000. It also does nothing about the 60–100 hours per year of meetings and clubhouse showings, or the travel to cities like New York, San Francisco, Chicago, or Los Angeles. So the grant eases sticker shock but leaves the time tax, travel tax, and cultural barriers untouched.

Is Chief intentionally excluding working-class-origin women? No, it’s an unintended consequence of a model built around high-touch, high-cost experiences. The fee structure, travel demands, and time commitments were likely designed for women with existing financial and time flexibility — which tends to correlate with privilege. The result is a network that looks diverse on gender but not on class background.

What does "cultural cap" mean in this context? It refers to the unspoken norms and expectations inside Chief’s Core Groups and events — like references to private schools, second homes, or investment portfolios — that can make working-class-origin women feel out of place. Even when resumes match, the social capital and shared experiences of privilege create an invisible ceiling on belonging and advancement.

Could a working-class-origin woman still join Chief if she saved up? In theory, yes, but the full cost ($15,000–$25,000) plus 60–100 hours of time is a major barrier for someone without a financial safety net or a partner covering household expenses. Many working-class-origin executives are also more likely to be primary earners or caregivers, making the time and money trade-offs steeper than for peers with privilege backstops.

What would it take to fix this class gap in 2027? It would require more than a grant tier — likely sliding-scale fees based on income or wealth, remote or regional options to reduce travel, shorter time commitments, and intentional programming that addresses class differences. Without these structural changes, the network will continue to skew toward women with privilege, even as it champions gender diversity.

Sources

Download:

![Chief's class diversity gap in 2027 — why working-class-origin women execs are effectively](https://hr.university/wp-content/uploads/2023/02/Types-of-diversity-in-the-workplace-1024x674.jpg)

## Direct Answer

![Chief's class diversity gap in 2027 — why working-class-origin women execs are effectively](https://pulserevops.com/img/auto/q10997.svg)

Chief solves gender exclusion but introduces class exclusion. The $7,900 C-suite base fee plus an estimated $5,000-$10,000 in travel, coaching extras, clubhouse-adjacent dining, and event side-costs pushes the true all-in cost to roughly $15,000-$25,000 per year. Layer on the 60-100 hours per year of Core Group meetings, summits, and clubhouse showings, and you have a structure that effectively excludes working-class-origin women executives — the women who climbed without family wealth, trust-fund cushions, or partners earning a second six-figure income to backstop them. The $3,800 grant tier helps with sticker shock but does nothing about the time tax, the travel tax, or the cultural cap inside the room. The result in 2027 is a network whose cohorts skew heavily toward women with privilege backstops, even when the resumes look identical on LinkedIn.

**TL;DR:** Chief fixed the gender gap and accidentally widened the class gap — working-class-origin women execs are priced out, time-taxed out, and culturally edged out, and the grant tier is a band-aid.

```mermaid
flowchart TD
    A[Working-class-origin woman exec] --> B{$15-25K all-in cost}
    A --> C{60-100 hrs/yr time tax}
    A --> D{Travel to 4 clubhouse cities}
    A --> E{Cultural cap in Core Group}
    B --> F[No discretionary cushion]
    C --> G[No household support backstop]
    D --> H[No flexible PTO or nanny budget]
    E --> I[Code-switching exhaustion]
    F --> Z[Effective exclusion from Chief]
    G --> Z
    H --> Z
    I --> Z
```

## 1. The Class Barriers

![Chief's class diversity gap in 2027 — why working-class-origin wom — 1. The Class Barriers](https://image.pollinations.ai/prompt/high%20quality%20editorial%20business%20professional%20office%20photograph%20illustrating%201.%20The%20Class%20Barriers%20Chief's%20class%20diversity%20gap%20in%202027%20%E2%80%94%20why%20working-class-or%2C%20realistic%20magazine%20style%2C%20warm%20light%2C%20no%20text%2C%20no%20watermark?width=1200&height=675&nologo=true&model=flux&seed=82095)


Chief's published price is $7,900 for C-suite and $5,800 for VP-level members, and Chief is correct that a majority of members are corporate-sponsored. The problem is that the women most likely to need Chief — the ones without a senior sponsor pulling them up, the ones in industries that do not fund executive networking, the ones who switched companies and lost their old sponsorship — are exactly the women most likely to be paying out of pocket. And the sticker price is only the start. A realistic all-in for an out-of-state member runs $15,000 to $25,000 once you add flights to the New York, San Francisco, Chicago, or D.C. clubhouses three to six times a year, hotel stays around summits, the unspoken-but-expected wardrobe upgrade, the dinners after Core Group, and the executive coaching add-ons that the network gently steers members toward.

Working-class-origin executive families, even at $250K household income, do not have $25,000 of discretionary annual spend sitting in a brokerage account. They have a mortgage on the first house anyone in the family has ever owned, parents who may need financial support, student loans that took 15 years to clear, and zero generational cushion if the next job search runs nine months instead of three. The Deloitte 2024 Human Capital Trends finding that only 38% of companies fully fund women's executive networking memberships is not a rounding error — it means the majority of self-funded members are absorbing the cost personally, and that absorption is brutally uneven by class background.

The time tax is the second wall. Chief's Core Groups meet monthly, the summits run multi-day, and the clubhouses reward members who show up regularly. Sixty to 100 hours a year sounds modest until you realize it assumes a household with backup — a partner who can solo-parent the Tuesday night, parents nearby for school pickup, a nanny on retainer for the summit weekend. Women who built their executive career without that infrastructure cannot magically conjure it at the VP level. They simply skip the events, get less out of the membership, and quietly drop off.

The cultural cap is the third wall, and the least discussed. Core Group norms — the references to second homes, the casual mention of private school tuition, the assumption everyone summers somewhere — quietly signal who belongs and who is performing belonging. Women who climbed from working-class roots report a low-grade exhaustion from the code-switching, and many simply do not renew.

## 2. The $3,800 Grant Tier Limitations

![Chief's class diversity gap in 2027 — why working-class-origin wom — 2. The $3,800 Grant Tier Limitations](https://image.pollinations.ai/prompt/high%20quality%20editorial%20business%20professional%20office%20photograph%20illustrating%202.%20The%20%243%2C800%20Grant%20Tier%20Limitations%20Chief's%20class%20diversity%20gap%20in%202027%20%E2%80%94%20why%20w%2C%20realistic%20magazine%20style%2C%20warm%20light%2C%20no%20text%2C%20no%20watermark?width=1200&height=675&nologo=true&model=flux&seed=21880)


Chief deserves credit for the grant program — roughly $6 million distributed in 2023, knocking VP membership to $3,800 for women in non-profits or those facing identity-based inequity. But the grant tier has four structural limitations that prevent it from solving the class gap.

First, it only addresses sticker price. A member who saves $2,000 on dues still owes $5,000-$10,000 in travel, lodging, and ancillary spend if she lives outside the four clubhouse cities. The math barely moves for a VP in Tulsa, Birmingham, or Boise.

Second, the slots are limited and the application process is opaque. There is no published quota, no transparent rubric, and the awards skew toward applicants who already know how to write a grant narrative — itself a class-coded skill.

Third, the grant does nothing about the time tax. A subsidized member still needs household backup to attend the summit, and the grant does not come with childcare credit, PTO reimbursement, or a travel stipend.

Fourth, and most importantly, the grant tier does not address cultural fit inside the Core Group. Subsidized members are placed in the same rooms as full-pay members, often the only person in the circle without the assumed backstop, and the resulting isolation drives lower renewal rates among grant recipients.

## 3. The 2027 Class-Inclusive Fix

If Chief wants to be the network that genuinely serves the women who built their careers without family wealth, four moves would meaningfully close the class gap by end of 2027.

First, a virtual-first tier at $1,500 with full Core Group access by video, asynchronous coaching, and digital-only summit participation. This eliminates the travel tax entirely and brings the all-in cost under $2,000 — a number that fits inside a $150K household budget without sacrifice. The objection that virtual-only members get less is fair, but less is dramatically more than nothing, which is what working-class-origin VPs in mid-tier cities currently get.

Second, a 50% travel grant layered on top of the existing $3,800 grant tier. Two flights and two hotel nights subsidized per year, capped at $2,500, would let grant-tier members actually attend the events their dues already cover. Without this, the grant tier is a discount on a product the member cannot fully use.

Third, cultural-fit Core Group matching. Chief should explicitly group members by class background when requested — first-generation executives in dedicated circles, not scattered one-per-room across cohorts dominated by inherited wealth. The pushback that this re-segregates the network misses the point: voluntary affinity grouping is how every other dimension of Chief already works.

Fourth, structural funding from F500 D&I budgets. Chief should pitch the Fortune 500 on funding 500 full grants per year as a class-diversity line item, separate from the existing identity-based grant pool. The corporate ROI story is straightforward — these are exactly the women whose first-generation perspective the sponsor's leadership pipeline most lacks.

| Income bracket | Chief access | Outcome |
|---|---|---|
| HHI $500K+ | Easy | High value, full participation |
| HHI $250-500K | Reasonable | Medium-high, selective attendance |
| HHI $150-250K | Strained | Medium, summits only |
| HHI $100-150K | Hard | Low, drops by year two |
| Grant tier | Subsidized sticker, full travel cost | Variable, low renewal |

```mermaid
flowchart TD
    A[2027 Class-Inclusive Chief] --> B[Virtual-first tier $1,500]
    A --> C[Travel grant +$2,500]
    A --> D[Affinity Core Groups]
    A --> E[F500 D&I funded slots]
    B --> F[Eliminates travel tax]
    C --> G[Grant tier becomes usable]
    D --> H[Reduces cultural cap]
    E --> I[500 full grants/yr]
    F --> Z[True class diversity]
    G --> Z
    H --> Z
    I --> Z
```

<!--pillar-weave-->
## Related on PULSE

- [Chief's coastal-only problem in 2027 — heartland women execs are effectively excluded](/knowledge/q10998)
- [Chief's intersection problem in 2027 — race + class + geography beneath the gender headline](/knowledge/q10994)
- [Chief's generational diversity gap in 2027 — too Gen X, missing Gen Z and late-career Boomer](/knowledge/q10996)
- [Chief's diversity gap in 2027 — what the marketing says vs what the cohorts look like](/knowledge/q10975)
- [Why male sponsors matter most for women execs — and how Chief structurally blocks them](/knowledge/q10995)
- [Can AI in the funnel effectively replace human-led qualification for enterprise buying committees?](/knowledge/q16658)

## The Hidden Cost of "Optional" Events

Chief markets its summits, retreats, and clubhouse showings as optional networking opportunities. For working-class-origin women executives, these events are effectively mandatory. The unspoken expectation to attend every gathering creates a secondary cost structure that the $7,900 base fee doesn't capture. A single summit weekend in New York or San Francisco can cost $1,500-$3,000 in flights, hotels, meals, and incidentals. When these events occur quarterly, the "optional" add-on becomes a $6,000-$12,000 annual burden. For women who grew up budgeting for necessities, the psychological weight of turning down a "career-making" event because of cash flow is a distinct form of exclusion that doesn't appear on any diversity dashboard.

## The Time-Tax Multiplier for Single Parents

Working-class-origin women executives are disproportionately likely to be single parents or primary caregivers without paid household support. Chief's 60-100 hour annual time commitment assumes a partner who handles school pickup, sick days, and homework supervision. For a single mother in a C-suite role, those hours represent not just lost time but actual childcare costs of $25-$50 per hour for backup care. A working-class-origin executive who must arrange and pay for 80 hours of additional childcare annually faces a hidden $2,000-$4,000 cost that her wealthier peers never consider. This time-tax multiplier makes Chief participation a logistical impossibility for many qualified women, regardless of their professional achievements.

## The Cultural Capital Barrier Inside the Room

The $15,000-$25,000 all-in cost buys admission to a room where the unspoken rules of engagement assume a shared background of private schools, summer homes, and family connections. Working-class-origin women executives report spending significant mental energy decoding conversations about vacation homes, nanny management, and investment portfolios. This code-switching exhaustion compounds the financial barriers. When a Core Group discussion turns to "our family's place in the Hamptons," the executive who grew up in a rental apartment must either disclose her background or perform a version of privilege that drains her cognitive resources. Chief's programming rarely addresses this class-based cultural friction, leaving working-class-origin women to navigate it alone.

## FAQ

**What exactly is the "class diversity gap" in Chief by 2027?**  
It means that while Chief successfully brings more women into executive networks, the women who join are overwhelmingly from privileged backgrounds — those with family wealth, high-earning partners, or trust funds. Working-class-origin women executives, who climbed without those cushions, are effectively excluded by the high all-in cost (roughly $15,000–$25,000 per year), the heavy time commitment (60–100 hours annually), and the cultural norms inside the room.

**How does the $3,800 grant tier help, and why isn’t it enough?**  
The grant reduces the upfront fee but doesn’t cover travel, coaching extras, or event side-costs — which can add another $5,000–$10,000. It also does nothing about the 60–100 hours per year of meetings and clubhouse showings, or the travel to cities like New York, San Francisco, Chicago, or Los Angeles. So the grant eases sticker shock but leaves the time tax, travel tax, and cultural barriers untouched.

**Is Chief intentionally excluding working-class-origin women?**  
No, it’s an unintended consequence of a model built around high-touch, high-cost experiences. The fee structure, travel demands, and time commitments were likely designed for women with existing financial and time flexibility — which tends to correlate with privilege. The result is a network that looks diverse on gender but not on class background.

**What does "cultural cap" mean in this context?**  
It refers to the unspoken norms and expectations inside Chief’s Core Groups and events — like references to private schools, second homes, or investment portfolios — that can make working-class-origin women feel out of place. Even when resumes match, the social capital and shared experiences of privilege create an invisible ceiling on belonging and advancement.

**Could a working-class-origin woman still join Chief if she saved up?**  
In theory, yes, but the full cost ($15,000–$25,000) plus 60–100 hours of time is a major barrier for someone without a financial safety net or a partner covering household expenses. Many working-class-origin executives are also more likely to be primary earners or caregivers, making the time and money trade-offs steeper than for peers with privilege backstops.

**What would it take to fix this class gap in 2027?**  
It would require more than a grant tier — likely sliding-scale fees based on income or wealth, remote or regional options to reduce travel, shorter time commitments, and intentional programming that addresses class differences. Without these structural changes, the network will continue to skew toward women with privilege, even as it champions gender diversity.

## Sources

- [Chief Membership and Community Platform for Senior Women Leaders](https://chief.com/membership)
- [Chief (women's network) - Wikipedia](https://en.wikipedia.org/wiki/Chief_(women's_network))
- [Chief Membership Criteria](https://chief.com/membership-criteria/)
- [Chief Introduces New Memberships Designed to Maximize the Impact of Today's Executive Women Leaders - BusinessWire](https://www.businesswire.com/news/home/20240611120524/en/Chief-Introduces-New-Memberships-Designed-to-Maximize-the-Impact-of-Todays-Executive-Women-Leaders)
- [Chief, the $5,800-per-year women's networking startup, is worth $1 billion - Yahoo Finance](https://finance.yahoo.com/news/chief-5-800-per-women-113000590.html)
- [Top CEOs are members of executive networks - Fortune](https://fortune.com/2023/01/08/best-executive-networking-groups-ceos-compare-ranking/)
- [Chief Alternative: No Waitlist, No Fee - WomenCEO](https://womenceo.co/article/alternative-to-chief-womens-network/)
- [High-Level Women's Professional Network Chief Poised for Growth - US Chamber of Commerce](https://www.uschamber.com/co/good-company/the-leap/womens-professional-networking-group-chief-pivots-to-grow)

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