STANDING [ L-R ]: LAURA FILICE , FINANCIAL ADVISOR | GAYMARIE BONE , ASSOCIATE VICE PRESIDENT – INVESTMENT OFFICER | DEANNA QUINTANILLA , FIRST VICE PRESIDENT – INVESTMENT OFFICER | KELLY RYAN , FINANCIAL ADVISOR | RANI PETTIS , FIRST VICE PRESIDENT – INVESTMENT OFFICER | ZEIRY BARILLAS , FINANCIAL ADVISOR | MARY KOBANE , FIRST VICE PRESIDENT – INVESTMENT OFFICER | LAURA KELLEJIAN , FIRST VICE PRESIDENT – INVESTMENT OFFICER | SEATED [ L-R ]: NORMA ANDRADE CASANOVA , ASSOCIATE VICE PRESIDENT - INVESTMENT OFFICER | PAULINE CHAVEY , VICE PRESIDENT – INVESTMENT OFFICER
Investment and Insurance Products : NOT FDIC-Insured / NO Bank Guarantee / MAY Lose Value
[ PICTURED ]: DR . NAMRITA GOGIA , INTERNIST AND PRIMARY CARE PHYSICIAN FOR MERCY MEDICAL GROUP
Wells Fargo Advisors is a trade name used by Wells Fargo Clearing Services , LLC , Member SIPC , a registered broker-dealer and non-bank affiliate of Wells Fargo & Company . Wells Fargo is an Affirmative Action and Equal Opportunity Employer , Minority / Female / Disabled / Veteran / Gender Identity / Sexual Orientation
FINANCE & INVESTING
COMING IN MARCH 2022
comstock ’ s annual Women in Leadership issue
IN LEADERSHIP women
IN LEADERSHIP women
CELEBRATING ONE OF OUR HEALTH CARE HEROES
hrough teamwork and innovation , and ensuring medical staff were protected . faith and compassion , advocacy and Additionally , Gogia , along with the Dignity
Taction , Dignity Health is committed Health research team and a group of oncology to delivering excellent patient care . Dr . nurses , launched a COVID-19 convalescent Namrita Gogia , an internist and primary plasma ( or CCP ) program . care physician for Mercy Medical Group in “ It wasn ’ t long before we had set up a Roseville , embodies Dignity Health ’ s spirit robust system for CCP donations ,” Gogia with her passion for preventive medicine and says . “ Our medical group was the first in a heart for human connection . the Sacramento region to deliver CCP to
Like many in the health care field , last a patient , and that patient survived . The year , Gogia did not know what to expect knowledge we have gained from learning from the coronavirus . At the onset of the about CCP , the antibodies and immunity has pandemic , little data was available about the been invaluable in our fight against the virus .” virus , but as more case reports and studies Gogia ’ s work made her a natural began to emerge , Gogia was reading every candidate to become a vaccine clinical journal article she could get her hands on . specialist . She currently leads the vaccine “ I began to get a sense of what was evolving , task force and ambulatory vaccine rollout for and it was quickly becoming clear that Dignity Health ’ s six area hospitals . “ There is this was the greatest health crisis of our so much thought and planning that goes into generation ,” says Gogia . every vaccine clinic ,” says Gogia . “ I am so Gogia quickly took action , helping her proud of our team working countless hours medical group and colleagues navigate clinical to solve logistical problems and come up with questions and challenges , as well as working solutions . I want people to know that there with hospital leadership teams to address is hope with the vaccine , and that if we all questions about COVID-19 testing , antibody do our part , we can be successful in putting a testing , personal protection equipment halt to this virus .”
WOMEN IN LEADERSHIP
“ Our commitment to our patients and the community has never been
— Dr . Namrita Gogia , Mercy Medical Group
multi-disciplinary design firm .
“ The people I work with make my job easier ,” she says of her new role . “ Many of us have been with HGA for so many years , it ’ s like working with family . I have an enormous amount of respect for them . We bring out the best in each other .”
As lead interior designer in HGA ’ s Sacramento office , she and her team support the firm ’ s diverse work in workplace strategy , corporate , healthcare , higher education , community , and government markets , as well as support the firm ’ s seven other national offices , including San Jose , San Francisco and Los Angeles .
“ I appreciate HGA ’ s national presence , which enables us to work in so many sectors with numerous resources ,” says Kampa . “ We ’ re thought leaders in sustainability , leaving a
MAKING COMMUNITY CENTERED ENVIRONMENTS
eather Kampa has been positive environmental impact , which promoted to associate is important to me . I also particularly
Hvice president with HGA enjoy our work in the healthcare
Architects and Engineers , a national industry , creating spaces for the wellbeing of patients and their families . We ’ re not just designing buildings , we ’ re helping people .”
Kampa ’ s personal ambition is making spaces fit clients ’ needs while respecting the environment , and history in her local community . “ I want to bring an aspect of community to all my work , and enhance our own neighborhood ,” she says . “ We actually chose our office ’ s Midtown Sacramento location because of the area ’ s revitalization projects . It ’ s great to renovate local historic buildings to new , functional spaces while recognizing and celebrating Sacramento ’ s history and culture .”
Kampa is passionate about her work and the role she and HGA play in the community , providing spaces that improve and benefit Sacramento and the people .
That talent and diversity is evidenced by
“ I want to bring an aspect of community to our work , and enhance our neighborhood ”
the numbers and percentages Wells Fargo is
— Heather Kampa
Associate Vice President Lead Interior Designer
1200 R Street , Suite 100 Sacramento , CA 95811
916.787.5100 www . HGA . com
WOMEN IN LEADERSHIP
brokerage firms can recruit , train , mentor , and compensate financial advisors and
ADVANCING WOMEN IN LEADERSHIP AND TECH
s Intel ’ s Vice President , Human Resources , Kimberly Mayes-Bedford serves as a strategic partner and key influencer to the Sr . VP of the Design
AEngineering Group on business organization and leadership issues . Mayes- Bedford also leads a team of HR professionals supporting 19,000-plus engineering employees in Folsom and around the world .
“ HR serves as innovators and problem solvers ,” Mayes-Bedford says . “ We apply HR solutions to business challenges , allowing our business units to focus on execution of our roadmap .”
Mayes-Bedford holds a business degree with emphasis in HR Management and a Master of Science from USF in Organizational Development . Known for being authentic , candid and resilient , she has taken on many roles in her 21 years in HR , giving her depth and breadth in the field .
Diversity and inclusion are core to Intel ’ s values and a key to driving innovation and delivering stronger business growth . The company ’ s 2030 corporate responsibility goals highlight its focus on increasing the number of women and underrepresented minorities in senior leadership roles , making Intel more accessible , and convening the industry to collaborate on more impactful solutions . Intel also has the global Inclusion @ Intel program which provides a source of community for employees and empowers them to drive inclusive practices into their everyday working environment .
Women are a key part of Intel ’ s success and future growth . Women in leadership positions and the workforce overall can improve the company ’ s financial performance and increase productivity . Looking ahead , Mayes-Bedford strives to enable the Design Engineering group to help Intel exceed its diversity and inclusion goals .
www . intel . com / california
SHUTTERSTOCK ILLUSTRATION proud to share . Within Wells Fargo Advisors , 30 percent of the Operating Committee is made up of female senior leaders , and 14 percent of the local advisors for Wells Fargo Advisors Private Client Group are female . branch managers .
These programs are giving predominantly salary-based advisors clients to work with immediately , in most cases , and providing them with seasoned advisors as mentors .
Wells Fargo has a concentrated focus on recruiting more women to leadership , advisor , and team member roles , both internally through career pathing as well
The change in compensation structure has also been key to recruiting and retaining more women and minorities into financial services . Three of the five models as externally through recruiting events . To help ensure that these hires are successful , also eliminate one of the chief barriers to attracting next generation talent —
WELLS FARGO ADVISORS
DEDICATED TO DIVERSITY the company is using innovative thinking to transform how they attract more diverse people .
Based on internal competitive intelligence completed in February 2019 , Wells Fargo Advisors believes it has the most programs to onramp new , diverse financial advisors into the business . Wells Fargo Advisors also has the highest reported retention rates in these programs at 85 percent and is one of only two firms with deliberate programs compensation — by replacing variable compensation with salaries and bonusbased compensation programs .
The firm reports that feedback from participants has been positive and that it has a retention rate in excess of 80 percent . The Financial Advisor programs have shown between 40 and 45 percent diversity , gender and ethnicity combined , compared to the diversity average in the brokerage industry , which is around 14
W omen thrive with Wells Fargo — 57 percent of the Wells Fargo & Company global workforce is female , and 40 percent of the Wells Fargo & Company Board is female . In fact , the current Board Chair , Betsy Duke , is the first female board chair of any major US bank . Wells Fargo is committed to advancing diversity and inclusion across its workforce , in its thousands of local communities , and in its supply chain . to attract diverse talent into new financial advisors and leader programs .
Most of the industry has utilized the same model : Hire a bunch of people , give them some initial training , then expect them to be productive advisors very quickly . Wells Fargo Advisors , however , developed several distinct programs radically reshaping how percent for female advisors , and the Black African American and Hispanic diversity average is approximately 2 percent .
Through broad-minded , inclusive company policies and commitment to diversity , as well as unique hiring and retention programs , everyone thrives at Wells Fargo Advisors .
The firm is steadfast in its commitment to providing a workplace where every team member is valued and respected not only for what they do , but for who they are . This commitment to diversity and inclusion has been for many years and remains one of the company ’ s most significant responsibilities . Attracting , retaining , and promoting women is part of its business , and its goal is to have the industry ’ s most talented and diverse team .
Wells Fargo Advisors Ramona Conklin | Administrative Assistant
1504 Eureka Road , Suite 300 Roseville CA 95661
ramona . conklin @ wellsfargoadvisors . com
Don ’ t miss being part of our most popular opportunity of the year – within one of our best read issues of the year – our 13th Annual Women in Leadership profiles ! Comstock ’ s Women in Leadership profiles provide your business or organization an ideal opportunity to recognize proudly the outstanding talents , achievements and community engagement of your female executives and professionals . It ’ s also a great platform to highlight your organization ’ s programs and initiatives to support , mentor and advance the careers of your rising stars among your women team members , and underscore your commitment to diversity , equity and inclusion . And if you ’ re a woman-owned business , this is your chance to share your inspiring success story , too !
Profiles include a professional writer , photo shoot and layout / design , with accompanying collateral to share on social media and other platforms throughout the year for marketing and recruitment . Reserve your space today !
Space Reservation Deadline : February 11th
84 comstocksmag . com | January 2022