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

stronger .”

— Dr . Namrita Gogia , Mercy Medical Group

HGA Architects

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

Intel

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

916.789.0555

ramona . conklin @ wellsfargoadvisors . com

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