Breaking The Glass Ceiling Edition 2025

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Breaking the

Glass

Ceiling

2025

Chief People & Culture Officer

Shonda

Grant

The Trailblazer Leader Breaking Barriers

and Building a Better Workplace

Ed or’s Note

Breaking the Glass

Ceiling 2025

In an era where resilience, vision, and inclusivity

are shaping the future of business, women leaders

con nue to break barriers, redefine industries,

and inspire the next genera on. The Tycoon

Magazine is proud to present Breaking the Glass

Ceiling 2025, a special edi on that celebrates the

achievements of extraordinary women who are

driving change and making history in their respec ve

fields.

This year, we are honoured to feature Shonda Grant,

Chief People & Culture Officer at the Recording

Academy, on our cover. A trailblazer in the music

industry, Grant has been instrumental in fostering

diversity, equity, and inclusion (DEI) in one of the

world's most influen al crea ve spaces. Her

leadership at the Recording Academy has led to

groundbreaking ini a ves that empower ar sts and

industry professionals, ensuring that talent from all

backgrounds has a seat at the table.

educa on, and a path forward, proving that

leadership extends far beyond corporate boardrooms

into the very fabric of society.

This edi on of Breaking the Glass Ceiling is more than

a celebra on, it is a testament to the collec ve power

of women who are reshaping industries, challenging

norms, and inspiring las ng change. From business

and law to advocacy and crea ve industries, these

leaders exemplify resilience, determina on, and the

power of purpose-driven leadership.

We invite you to explore the remarkable journeys of

Shonda Grant, Marla Grossman, Ashley Scotland, and

many more as we highlight the impact of women who

con nue to push boundaries. Their stories remind us

that every glass ceiling sha ered clears the way for a

future where leadership knows no limits.

Alongside Shonda Grant, we spotlight other

formidable women whose work is shaping industries

and communi es. Marla Grossman, Partner at ACG

Advocacy, is a powerhouse in policy and government

affairs, advoca ng for intellectual property rights,

innova on, and business development. Her exper se

in naviga ng complex legisla ve landscapes has

provided a voice for industries seeking fair and

forward-thinking policies.

Also featured is Ashley Scotland, Founder of Thriving

Survivors, whose mission is to support and empower

individuals who have experienced trauma. Through

her organiza on, Scotland has created life-changing

programs that provide survivors with resources,

Kevin Wiiams

Kevin Williams

Cover Story

10


Shonda

Grant



C O N T E N T S

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Breaking the Glass Ceiling 2025


Shonda

Grant



In an industry as dynamic as music, leadership is often shaped by

passion, resilience, and an unwavering commitment to fostering

growth and inclusivity. Shonda Grant, Chief People & Culture

Officer at the Recording Academy, embodies these qualities,

having carved an inspiring path in the field of Human Resources.

Her journey is a testament to the power of perseverance, the

importance of workplace culture, and the impact of intentional

leadership in shaping an organization's future.

www.thetycoonmedia.com 10


APurpose-Driven Career in Human Resources

Unlike many of her HR colleagues, Shonda

actively pursued a career in Human Resources

from the start, making it her focus in college. She chose

Human Resources as the emphasis for her Bachelor of

Science in Business Administration, complementing it with

a Bachelor of Arts in Psychology. Her career began as a

recruiter for a staffing agency before transitioning into an

in-house recruiting role.

Early on, the trailblazer leader recognized her desire to take

on more in the HR field and was drawn to an HR Generalist

role, and more specifically, employee relations and finding

ways to positively impact the workplace culture. This path

allowed Shonda to merge her interests in psychology and

counseling with her passion for improving employee

experiences and organizational performance. The

opportunity to influence workplace culture and contribute to

shaping the employee experience was especially

meaningful for her. As she gained more experience, her

appreciation for the diverse and impactful nature of HR

work grew, fueling her ambition to continue advancing in

the field.

Shonda joined the Recording Academy as an HR Manager,

steadily progressing in her career. However, her career

progression was steady, but slow compared to some in the

field, partly due to the Academy's mid-sized structure and

the long tenure of her predecessor, who was with the

organization for 17 years. With a small People & Culture

team, opportunities for rapid movement were limited.

Throughout her career, the trailblazer leader encountered

moments where she had to decide whether to stay or seek

new opportunities. But what Shonda had learned about

herself before joining the Academy was that the

environment in which she worked mattered deeply. While

she had found positive aspects in each of her previous

workplaces and the nature of HR remained consistent

across organizations, the Recording Academy's mission,

culture, and people set it apart. Those elements held greater

value for her than a higher title, larger salary, or faster

career progression. When the opportunity arose to step into

her current role in 2020, she embraced it without

hesitation—and she has never looked back.

Championing Music, Advocacy, and Excellence

The Recording Academy, legally known as the National

Academy of Recording Arts & Sciences, Inc., is a not-forprofit

membership organization best recognized for the

GRAMMY Awards. Established in 1957, the organization

consists of musicians, producers, recording engineers, and

other music professionals committed to celebrating and

supporting the art and craft of music. Beyond the

GRAMMY Awards, The Recording Academy and its

affiliated entities—including the Latin Recording Academy,

the Latin GRAMMY Cultural Foundation, the GRAMMY

Museum, the MusiCares Foundation, and GRAMMY Global

Ventures—play a crucial role in music advocacy, education,

and philanthropy. The collective GRAMMY organization

advocates for creators' rights, nurtures the next generation of

music professionals, and provides essential support to those

in the industry. By fostering creativity, recognizing

excellence, and promoting the well-being of its community,

the Recording Academy makes a significant impact on the


music world. With a nationwide presence, the organization

and its affiliates serve thousands of music professionals

across the industry.

Stepping Up in Uncertainty

According to Shonda, she feels fortunate to have taken

control of her career journey early on, thanks to supervisors

and leaders who recognized her potential. While some

promotions happened naturally, the trailblazer leader also

had to advocate for herself and proactively seek more

responsibilities. “I wasn't asking for large promotions or

significant jumps often, but when I sincerely felt it was time

and I was ready for that next step, I would speak up. All of

that said, it wasn't a quick journey,” says Shonda.

Unlike many peers who advanced quickly by switching

companies, she prioritized working in an environment that

aligned with her values. Though this required patience, it

ultimately led her to the right leadership opportunity—just

as the COVID-19 pandemic began. And so, the trailblazer

leader encountered many challenges:

• Stepping into Leadership During Crisis: Took on a new

leadership role just as the pandemic hit, creating an

uncertain and rapidly changing work environment.

• Organizational Transition: The company was going

through a difficult transition with its former

President/CEO, leading to low staff morale.

• Building Transparency and Engagement: Needed to

implement changes in partnership with interim CEO


(previously Chair of the Board and now full-time CEO)

quickly to improve communication, trust, and engagement

within the organization.

• Strengthening Leadership: The executive team underwent

360 evaluations and coaching to build a strong foundation

for long-term success.

“Though these initiatives and efforts were immediate, the

impact wasn't felt immediately. I am very proud to say that

over time (and with some trial and error), the culture of the

organization has shifted tremendously. We recently became

certified as a “Great Place to Work,” following our most

recent annual staff survey. That's a certification that we

have worked hard to earn over time,” says Shonda. “It took

a lot of effort, but we are very proud of the certification.

Organizations can no longer take their workplace culture

for granted and assume that staff know about and

understand all the efforts and steps that are being taken on

their behalf. It requires continuous work, regular

communication, and A LOT of effort, but is absolutely

worthwhile.”

Commitment to Inclusion

The principles of diversity, equity, and inclusion are deeply

embedded in the Recording Academy’s DNA, from hiring

staff and recruiting members to shaping their programs and

corporate partnerships. There is nothing more diverse than

music, thus making inclusion an inseparable part of who

they are as an organization. This commitment extends

across all departments, programs, and initiatives, resonating

throughout the entire organization.

Self-Description

One-Word/Sentence

When asked to

describe herself in

one word or

sentence, Shonda

said, “I strive to make

a positive difference

through empathetic

leadership, both for

those I work with and

the organization as a

whole. I thrive when

others succeed.”

Under Shonda’s guidance and leadership, when the

Academy appointed its first Chief DEI Officer, it was clear

that the role would be impactful and not simply

performative. However, the extent of its influence exceeded

expectations. In 2020, the organization established a

dedicated DEI department, ensuring its independence by

having it report directly to the CEO rather than the Chief

People & Culture Officer. While the People & Culture

(P&C) team collaborates closely with DEI, as do all

departments, DEI remains a standalone function. Many

organizations have started adopting this model, moving the

function out from under HR to give it greater autonomy.

The P&C team has partnered with DEI on various stafffocused

initiatives, such as Inclusion Labs, which provide

DEI training for employees, leaders, and board members.

They also partnered on a self-identification (self-ID)

campaign for staff, which has been instrumental in

assessing employee needs and developing new benefit

programs and perks.



To ensure that diverse voices are heard, the DEI team has

conducted numerous listening sessions both internally and

externally. Further strengthening its commitment to

inclusivity, the DEI team established multiple networks

within the music community:

• DREAM (Diversity Reimagined by Engaging All

Musicmakers)

• Women In The Mix

• GRAMMYs Next Gen

• Black Music Collective

• Academy Proud

• Gold Music Alliance

• Crear Musica (Latino/x)

• Indigenous Peoples Network

• Recording Academy Accessibility + Disability Network

Recognizing the urgent need to address safety concerns

within the industry, the Recording Academy also launched

the Women’s Safety in Music initiative, providing education

and resources to combat sexual assault and misconduct. A

dedicated resource page offers guidance to prevent

incidents and support survivors, including independent

creators who lack access to formal HR departments. In

addition to these efforts, the Recording Academy has

successfully met and exceeded its objectives for increasing

the diversity within its membership.

The Recording Academy has also seen significant increases

in women, Black/African American, Hispanic/Latin+, and

AAPI voting membership, among other communities. Over

the past five years, it has implemented a broad range of DEI

initiatives, demonstrating its unwavering commitment to

fostering a more inclusive and equitable music industry.

“Our goal is to be as diverse as the music we represent, and

few things in the world embody diversity more than music

itself. It is essential that both our staff and membership

reflect this richness. As a 67-year-old organization, staying

relevant is crucial. This means continuously


The P&C team once again had the opportunity to step in

and engage with employees in a unique and meaningful

way when wildfires struck the Los Angeles area in January.

In the midst of GRAMMY season, with the 67th Annual

GRAMMY Awards scheduled to air on February 2, 2025,

the devastation impacted a number of Academy employees

who were attempting to stay focused during their busiest

time of the year, while at the same time, facing uncertainty

about the future of their home and community, with many

being displaced due to evacuations around the Los Angeles

area. The shock and trauma were felt across the entire city,

with the Academy also facing uncertainty about GRAMMY

Week and the telecast. Ultimately, the Academy decided to

revise its 2025 GRAMMY Week schedule, focusing its

efforts on the events that would be the most impactful,

moving forward with events on Friday and Saturday and the

telecast on Sunday, its tone and focus on Wildfire Relief

efforts and supporting and lifting up the city of LA. The

P&C team followed suit and increased its efforts to support

staff by offering a number of resources (both mental health

and informational), additional time off, providing ways that

staff across the country could support the relief efforts,

organizing a donation drive, and creating impactful

opportunities to bring staff together during GRAMMY

Week.

evolving—whether by updating or introducing new award

categories or addressing major industry challenges like AI

and its impact on music creation. To remain at the forefront,

we must anticipate and adapt to cultural and technological

shifts shaping the world around us,” shares Shonda.

A Thriving Workplace for Women

The Recording Academy is dedicated to fostering a culture

of equality and inclusion for everyone through a

comprehensive approach that prioritizes employee

development, communication, and well-being, according to

Shonda. She believes this commitment is reflected in a

range of initiatives, including training programs, internal

listening sessions, and increased transparency through

regular all-staff meetings, P&C Office Hours, CEO Office

Hours, and a P&C Newsletter. The establishment of a Staff

Council and the implementation of various DEI initiatives

further reinforce these efforts.

Additionally, the People & Culture team has conducted

formal compensation studies and regularly reviews salary

data to ensure fairness and equity. Flexible work

arrangements, such as remote work, hybrid schedules, and

compressed workweeks, have been introduced to support

work-life balance. Continuous improvements to employee

benefits include enhanced family-forming support,

expanded paid parental leave, and additional medical

coverage options.

Furthermore, professional growth remains a key focus, with

mentorship programs, career development pathways, and

diverse training opportunities designed to help employees

navigate and advance within the organization. These efforts

have contributed to a more inclusive, innovative, and

thriving workplace where staff feel supported, valued, and

empowered to succeed.

A Vision for the Future

The Recording Academy has undergone a significant

transformation over the past five years under the leadership

of CEO Harvey Mason jr. Along with the Academy's

transformation, the P&C team has also evolved and grown


under Shonda's leadership the past five years. “I feel so

fortunate to have built such a smart and forward-thinking

team of individuals. Without their dedication, creativity, and

innovation, these efforts would not be possible. It is true

that a leader is only as strong as the team they lead,” says

Shonda. This evolution and reshaping of the organization

from the inside out, is expected to continue. As it expands

its global mission, further scaling the P&C function and

staff resources will be essential. The employee experience

will remain a key focus for the P&C team, encompassing

ongoing evaluations of benefits and compensation

structures to align with the needs of a growing and evolving

workforce. Shonda firmly believes prioritizing a workplace

where employees feel valued, respected, and empowered

will further strengthen the organization's culture and

success.

Furthermore, the trailblazer leader states that in

collaboration with colleagues, they remain committed to

enhancing operational efficiencies and streamlining

processes to take the organization's mission into the future.

As global expansion continues, effectively utilizing and

balancing available resources will be essential to

sustainable growth. Scaling the organization appropriately

will be a key priority, including exploring how AI can help

optimize workflows and reduce staff workload.

Additionally, ongoing investment in employee training and

skill development will ensure the team is equipped to drive

the organization's mission forward on a broader scale. Over

the past two years, the implementation of Salesforce and

Workday has strengthened enterprise-wide operations, and

these systems will continue to be leveraged to support

future growth initiatives.

Shattering the Glass Ceiling

Like many women in corporate leadership, Shonda has

faced challenges on her journey. She acknowledges that

while there are strong female leaders in executive roles, the

C-suite remains heavily male-dominated. Many women

encounter a “glass ceiling” that limits their advancement,

even as they excel at the manager and director levels. To

create a truly balanced leadership team, organizations must

be intentional about succession planning, diversity, equity,

and inclusion. Providing mentorship, meaningful

development opportunities, and exposure to key projects

can help women progress into senior roles and build a more

inclusive corporate culture.

Another major challenge is achieving work-life balance, as

women often take on the primary caregiving role for their

families, sometimes slowing their career growth. However,

men also face societal pressures, often feeling the need to

advance in their careers even when they desire more time

for family. Both men and women must navigate gender

stereotypes that influence their professional and personal

choices. According to Shonda, organizations can support

employees by fostering a culture where work-life balance is

valued for everyone, helping to create an environment

where individuals feel empowered to pursue both career

success and personal fulfillment.

Mentorship plays a critical role in career growth, especially

for women. If a company lacks a formal mentorship

program, seeking out a mentor independently can be highly

beneficial. Connecting with a leader, asking insightful

questions, and learning from their experiences can provide

valuable guidance. Additionally, companies should

recognize the importance of flexible work arrangements, a

lesson reinforced by the COVID-19 pandemic. Maintaining

flexibility and prioritizing diversity, equity, and inclusion

are not just ethical decisions—they drive innovation and

strengthen businesses, creating workplaces that reflect and

serve a diverse society.

Empowering Women Through Mentorship

Shonda believes that mentorship is invaluable for aspiring

women professionals, offering guidance on career growth,

workplace challenges, and skill development. Even without

formal programs, seeking a mentor independently can be

highly beneficial. A supportive mentor can boost confidence

and unlock potential. To maximize this relationship,

mentees should come prepared with questions and actively

engage rather than passively receiving advice. Being

intentional and proactive can make mentorship a

transformative experience for career success.

Source of Motivation

When asked to share her source of motivation, Shonda

replied, “It's our people, plain and simple. I want our staff

to have an excellent employee experience and to feel a real

sense of pride and purpose working for the organization.

We hire mission and purpose-driven individuals who believe

in what we do as an organization. I want our staff to

understand how their individual role fits into the bigger

picture and the importance of their role in achieving our

mission.” She further adds, “I also want them to have a


sense of pride about the WAY we work, the way we move

internally, and the way we collaborate and support one

another. We don't always get it right, but the culture that

has formed within the organization is one of continuous

improvement and learning. Like many organizations, the

COVID-19 pandemic forced us to pivot and adapt very

quickly. The number of initiatives that have evolved over the

past five years outpaces anything that we've done in the

past.”

Great Female Leaders Lift Others Up

Shonda states that she has had the privilege of working with

many influential female leaders, and she is currently

surrounded by amazing women who lead with grace,

integrity, and purpose. The women the trailblazer leader

admires most are those who succeed while lifting others

along the way. They naturally mentor and help develop

others, and they handle tough conversations with both

empathy and honesty. Striking this balance is challenging

but essential for effective leadership.

events, professional organizations, and platforms like

LinkedIn can create valuable connections. Emotional

intelligence (EQ) plays a significant role in long-term

success, often outweighing technical skills alone.

Developing EQ—along with problem-solving, decisionmaking,

and teamwork—enhances leadership potential,

even for those not in formal leadership roles.

Resilience is another critical skill. Challenges and setbacks

are inevitable in any career, but learning to navigate them

effectively strengthens professional growth. Like building

muscle over time, resilience, leadership, and continuous

learning require consistent effort and dedication. By

fostering these qualities, individuals can position

themselves for lasting success.

Career Success Blueprint for Women

Shonda emphasizes the importance of selfadvocacy

in career growth. Speaking up

and asking for what one wants, whether it's

an opportunity, a raise, or a new challenge,

can lead to unexpected possibilities. Even if

the request isn't fully granted, it may open

doors to alternative solutions. A confident

and supportive manager will appreciate

employees who respectfully challenge the

status quo and offer new ideas, as diverse

perspectives contribute to better decisionmaking.

Proactively seeking feedback is another

essential habit. Rather than waiting for an

annual performance review, employees

should regularly request input from their

supervisors and use it to refine their skills and

performance. Additionally, highlighting

personal achievements is crucial, as hard

work is not always immediately recognized.

Keeping track of accomplishments and

thoughtfully sharing them can help ensure

career progression.

Building strong professional networks is also

key. Engaging with colleagues, mentors, and

industry leaders through



FOUNDER

Ashley

Scotland

and the Revolutionary Vision of Thriving Survivors

In the heart of Glasgow, Scotland, a beacon of hope shines

brightly for trauma survivors. Thriving Survivors, founded in 2016

by Ashley Scotland, is not just an organisation, it's a movement.

Born out of Ashley's own harrowing journey through trauma and

recovery, Thriving Survivors has become a lifeline for over 2,000

individuals, offering a comprehensive pathway to healing and

empowerment. This is the story of how one woman's rebellion

against systemic injustice has transformed countless lives.



AJourney Rooted in Lived Experience

Ashley Scotland's path to founding Thriving

Survivors was not a calculated career move. It was

a visceral response to the systemic failures she witnessed,

and endured, during her own trauma recovery. In 2015, as

she emerged from her personal battle, Ashley was struck by

a profound realisation: survivors of trauma were being

systematically failed by the very systems designed to

support them. They weren't just slipping through the cracks,

they were being abandoned.

“I wasn't just an observer of these failures; I lived them,”

Ashley recalls. “I saw how survivors were left adrift,

without the tools or support to rebuild their lives. It wasn't

enough to offer temporary fixes. Survivors needed a

holistic, transformative approach to healing.”

This realisation ignited a fire within Ashley. She knew that

existing services, while well intentioned, often fell short.

They offered superficial solutions for deep rooted wounds,

leaving survivors trapped in cycles of pain and despair.

Ashley envisioned something radically different: a “stage

three” service that didn't just acknowledge trauma but

actively dismantled its grip, empowering survivors to

reclaim their lives and thrive.

Building Thriving Survivors: A Baptism by Fire

In the early days, Thriving Survivors was a one woman

operation. Armed with nothing but her lived experience and

an unwavering belief in the power of healing, Ashley

poured every ounce of her energy into creating a service

that was both compassionate and fiercely effective. She

listened to survivors, adapted to their needs, and refused to

compromise on her vision of providing the best possible

support.

“It was a baptism by fire,” Ashley admits. “But I knew that

survivors deserved nothing less than a service rooted in real

world understanding and tangible results.”

As Thriving Survivors grew, so did its team. Ashley

intentionally built a community of survivors, each bringing

their own unique experiences and expertise. This wasn't just

about expanding capacity, it was about creating a space

where survivors could find solidarity, strength, and shared

purpose.



“Every member of our team has lived experience,” Ashley

explains. “This isn't just a job for us. It's a mission. We

understand the pain, the struggles, and the triumphs because

we've lived them ourselves.”

A Holistic Pathway to Healing

At the core of Thriving Survivors' mission is a holistic, four

stage recovery pathway: mentoring, counselling, posttraumatic

growth, and training/volunteering. This

comprehensive approach ensures that survivors receive the

support they need at every stage of their journey, from the

depths of despair to the heights of empowerment.

“We're not just filling gaps in existing services,” Ashley

says. “We're building a bridge to a new life a life filled with

hope, resilience, and possibility.”

One of the organisation's most impactful initiatives is the

“Discovering Me” programme, which helps survivors

rediscover their inner strength and voice. For many, this

programme is a turning point. One survivor, who had

endured years of domestic abuse, found solace in Thriving

Survivors' mentoring program. Through counselling and

“Discovering Me,” they developed coping mechanisms,

rebuilt their sense of self, and ultimately became an

advocate for others.

“Witnessing these transformations is humbling,” Ashley

reflects. “It's a reminder of the resilience of the human spirit

and the power of compassionate, survivorcentred support.”

Challenges and Triumphs

Building and leading Thriving Survivors has not been

without its challenges. Securing funding, managing growth,

and ensuring long term sustainability require constant

effort. But for Ashley, the greatest challenges lie in

confronting systemic issues. Thriving Survivors actively

challenges the stigma surrounding trauma and advocates for

increased mental health funding. This often means

addressing controversial topics and pushing for services

that may not be readily embraced by the public.

“We're not afraid to question traditional approaches,”

Ashley says. “We believe that pushing boundaries is

essential to creating a more supportive environment for

survivors.”

”

It's a reminder of the resilience of the

human spirit and the power of

compassionate, survivorcentred

support.

”



”

We believe that

pushing boundaries is

essential to creating a

more supportive

environment for

survivors.

”

Across the Globe, Part 1,” bringing together survivors and

advocates from around the world.

Despite these challenges, Thriving Survivors has made a

profound impact. The organisation has transformed the

lives of over 2,000 individuals, each story a testament to the

power of resilience and community.

A Vision for the Future

Looking ahead, Ashley is filled with a sense of purpose. Her

vision for Thriving Survivors extends beyond providing

services, it's about creating a world where trauma survivors

are empowered to thrive. This means expanding the

organisation's reach, developing new programmes, and

deepening its people led culture.

“Advocacy remains crucial,” Ashley emphasises. “We need

to continue pushing for systemic change and ensuring that

survivors' voices are heard.”

In the coming year, Thriving Survivors will launch the SQA

Customised Award “Thriving Survivors Pathway

Practitioner,” expanding its global reach. The organisation

will also host its annual conference, “Lived Experience

“These initiatives reflect our commitment to continuous

improvement and innovation in the field of trauma

recovery,” Ashley says. “We're just getting started.”

A Force for Change

Ashley Scotland is more than a leader—she's a force for

change. Her authenticity, resilience, and unwavering

commitment to survivors have made Thriving Survivors a

beacon of hope for those navigating the aftermath of

trauma. Through her work, Ashley is breaking down

barriers, building resilience, and empowering survivors to

reclaim their lives and thrive.

“I am a passionate force for change,” Ashley says. “And I

won't stop until every survivor has the support they need to

heal and thrive.”

In a world that often turns a blind eye to the pain of trauma,

Ashley Scotland and Thriving Survivors are lighting the

way forward. Their story is a powerful reminder that, even

in the face of adversity, hope and healing are possible.



Breaking

Barriers

Women

Over the past decade, corporate leadership has experienced a

major transformation, with women steadily rising to key

decision-making roles. Progress has been evident, with

women now holding over 33% of senior management positions

globally, a significant leap from two decades ago. This advancement

isn't just a step toward workplace equity; it's a business necessity.

Studies show that companies with diverse leadership teams

outperform their counterparts in innovation and financial success.

Milestones in Women's Leadership

Women are making remarkable strides across industries. In the U.S.,

female representation in management roles has grown from 37% in

2015 to 39% in 2024. Meanwhile, Germany has seen record-breaking

numbers, with women occupying over 25% of top executive roles in

the nation's largest companies. These milestones highlight the

increasing recognition of women's contributions in corporate strategy

and governance.

However, challenges remain. The representation of women in

executive positions still lags behind, with only 26% of senior

corporate roles occupied by women. Within the S&P 500, female

CEOs lead just 8.2% of companies—a number that, while projected

to rise, still reflects slow progress in gender equity at the highest

levels.


Obstacles to Gender Parity

Despite growing awareness of the benefits of diversity, some

setbacks threaten progress. Recently, major investment firms

have reduced their focus on gender and minority inclusion in

corporate boardrooms due to political pressures. This shift could

stall the momentum built over the past years and highlights the

need for sustained advocacy and commitment to inclusive

leadership.

Women of color face even greater barriers. While women make

up a quarter of executive positions globally, those from

underrepresented backgrounds account for only a small fraction

of that number. Addressing these disparities requires businesses

to go beyond surface-level diversity efforts and implement

systemic changes that promote equal opportunities.

Strategies to Drive Further Change

To accelerate progress in women's leadership, organizations

must take actionable steps, including:

1. Strengthening Mentorship Networks – Women benefit

significantly from mentorship and sponsorship programs that

connect them with influential leaders who can support their

career growth.

2. Integrating Diversity Metrics in Hiring – Evaluating gender

representation at every stage of recruitment ensures equal

opportunities and minimizes bias in leadership appointments.

3. Developing Leadership Pipelines – Organizations must

actively create pathways that allow women to transition into

senior roles without career stagnation.

4. Reforming Workplace Policies – Flexible work

arrangements and equitable parental leave policies help balance

career advancement with personal responsibilities, ensuring

women don't face unnecessary setbacks.

The Future of Women in Leadership

The corporate world is at a pivotal point where diversity, equity,

and inclusion are not just values but essential drivers of success.

Companies that prioritize inclusive leadership report stronger

financial performance, increased innovation, and higher

employee engagement. While progress has been made, true

equality in leadership will only be achieved when businesses

commit to sustained efforts in fostering diverse talent.

By taking concrete steps today, organizations can continue

breaking barriers, ensuring that leadership in the future truly

reflects the diverse world it serves.




Marla

Partner,

ACG Advocacy

Grossman

A Trailblazer in Law, Business, and Public Policy

Women leaders who shatter glass ceilings

exemplify resilience and determination, paving

the way for future generations and inspiring

societal progress. One such exemplary woman is Marla

Grossman, a Partner at ACG Advocacy.

Recognized Leader, Trusted Advocate

Marla's career has been a blend of law, policy, and strategic

advocacy. After graduating from Yale University and

earning her law degree from Harvard Law School, she

gained considerable experience as a government relations

attorney at Verner, Liipfert, where she worked alongside

political figures like former Senate Majority Leaders

George Mitchell and Bob Dole. Marla then served as

counsel to the U.S. Senate Judiciary Committee, focusing

on intellectual property, technology, and constitutional

issues, which sharpened her ability to navigate complex

policy matters. Returning to Verner, Liipfert, she became a

Partner and led the Internet Ventures Group, working at the

crossroads of law, policy, and emerging technologies.

Currently, as a Partner at ACG Advocacy, Marla helps

clients craft strategic public policy initiatives and engage

with key federal players, including the White House,

Federal agencies, and Congress. Throughout her career, the

versatile leader has been recognized as one of Washington,

DC's 'Most Influential Business Women' and has earned

accolades such as being called an “industry insider,” a



“mover and shaker,” and a “leading lobbyist.” She has also

been repeatedly selected as a Washington, DC Super

Lawyer and has received honors like 'The Influencer' by I

AM Modern Magazine and 'Top Lobbyist' distinctions.

These achievements reflect her commitment to making a

significant impact in the ever-evolving fields of law,

business, and public policy.

How ACG and Marla Drive Results for Clients

ACG Advocacy, based in Washington, D.C., is a prominent

bipartisan government affairs and strategic consulting firm,

providing services since 1994 to Fortune Global 500

companies, states, municipalities, and nonprofit

organizations. The firm specializes in delivering

sophisticated legislative and regulatory solutions,

leveraging strong relationships across all federal

government levels. Its focus on clarity, precision, and

dedication drives meaningful results for clients.

Marla represents clients from various industries, including

creators like authors, publishers, musicians, and producers.

She strives to protect their intellectual property and helps

them navigate the complexities of a rapidly evolving policy

landscape. This past year, Marla focused on safeguarding

creators' rights in the context of artificial intelligence and

combating global piracy of creative works through

impactful legislative and regulatory solutions.

One key achievement was Marla's work in helping persuade

congressional leaders to reject a tech mandate that would

have denied creators their due royalties. She collaborated

with clients and renowned artists such as David Byrne,

Randy Travis, MC Lyte, Darryl “DMC” McDaniels, and

Melle Mel to bring their voices to Capitol Hill. For clients

in the education sector, she engaged in successful efforts to

convince the U.S. Department of Education to reconsider a

proposed cash management rule that could have increased

costs for students and disproportionately impacted

underserved communities.

For technology clients, Marla worked on efforts to realign

the mission of the International Trade Commission (ITC) to

protect American innovators from unfair global competition

and exploitative litigation, ensuring the competitiveness of

U.S. industries. She is also deeply involved in antitrust and

competition policy, advocating for balanced regulatory

approaches that foster innovation while protecting

consumers from monopolistic practices.

The Leadership Triad: Strategy, Communication, and

Integrity

Marla defines her leadership philosophy as a balance of

strategic insight, clear communication, and steadfast

integrity. For her, strategic thinking is crucial in anticipating

challenges and steering decisions toward long-term

objectives. She prioritizes long-term, sustainable solutions

over short-term fixes, focusing on outcomes that endure.

Clear communication with both clients and policymakers is

foundational to Marla's success in advocacy, and bridging

the gap between the two groups is essential for advancing

policy goals. With clients, Marla fosters an open dialogue to

ensure that their objectives and concerns are fully

understood, allowing her to craft strategies that align with

their needs while navigating the complexities of the policy

landscape. When engaging with policymakers, her ability to

distill complex legal and policy issues into accessible,

persuasive arguments helps build consensus and drive

action. By tailoring her message to each audience—whether

explaining intricate policy details to a legislator or offering

strategic guidance to a client—Marla ensures that all parties

are aligned and working toward the same goals, a key

element in successful advocacy.

As a visionary and trailblazing leader, Marla places the

utmost importance on leading with integrity, ensuring that

her recommendations are both ethically sound and legally

compliant. This unwavering commitment has earned her

recognition as a "Top Lobbyist" by the National Institute for

Lobbying and Ethics for three consecutive years. Her

adaptability, passion for mentoring, and dedication to

lifelong learning have also been integral to her success in

navigating the ever-evolving landscape of her field.

Advancing Gender Equity in Lobbying and Beyond

When Marla began her career as a lobbyist, she was often

the only woman in the room, which was both challenging

and motivating. Over time, she has witnessed significant

strides in gender representation in lobbying and federal

affairs, with more women taking on leadership roles and

influencing policy.

However, she believes there's still progress to be made,

especially in the makeup of Congress and the goal of

electing a female President. To achieve true equity, Marla

emphasizes the importance of mentoring and sponsoring

women in politics and fostering a culture that values diverse

perspectives in decision-making.


“

Through my work at

ACG Advocacy, I am

proud to contribute to

meaningful change

across creative,

educational,

technological,

innovation, trade and

competitive sectors,

championing the rights

and opportunities of

our clients while

fostering broader

societal progress.

“


A Model for Public Policy Advocates

When asked who she sees as a role

model for public policy advocacy,

Marla points to Eleanor Roosevelt, who

she views as a pioneering champion of

social reform and diplomacy. Marla

explains that as the First Lady of the

United States, Roosevelt redefined the

role by actively participating in policy

discussions and contributing to the

creation of the Universal Declaration of

Human Rights as a United Nations

delegate. Marla sees Roosevelt's

unwavering advocacy, driven by

persistence and moral clarity, as an

inspiration to those in government

affairs.

Marla: The DC Powerbroker

Building Bridges to the Future

Marla envisions expanding and enhancing her practice at ACG Advocacy by

building a dynamic, forward-thinking team. A key part of this vision is working

alongside talented younger colleagues like Luke Lynch, a policy expert

specializing in artificial intelligence. Luke's innovative approach has been

crucial in addressing the evolving challenges of AI regulation, showcasing the

type of talent Marla aims to nurture.

Marla's goal is to create an environment where emerging stars, like Luke, can

thrive by bringing fresh perspectives and specialized knowledge in areas such

as AI, competition, education, intellectual property, technology, and trade. By

harnessing the collective strengths of the team, Marla aims to deliver

innovative solutions and shape policies that address future challenges.

Through mentoring and collaboration with next generation leaders, Marla is

committed to keeping the practice at the forefront of complex legislative and

regulatory issues, ensuring ACG Advocacy remains a leader in public policy

and strategic consulting while driving societal progress.

In the fast-paced world of policy and

advocacy, Marla has excelled in the art

of balancing legal expertise, strategic

thinking, and effective communication.

She aligns policy objectives with

strategic goals, ensuring that every

advocacy effort is built on a foundation

of thorough research and sound

positions. By maintaining clarity in her

communication with both clients and

policymakers, Marla ensures that all

stakeholders are united in purpose,

driving impactful outcomes. Her unique

ability to navigate the complexities of

Washington, D.C.'s political landscape,

while staying firmly grounded in her

commitment to integrity, has solidified

her as a trusted powerbroker and a force

in shaping policy.



Breaking The Glass Ceiling Edition 2025

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