Whereas Catalyst, a non-profit and non-partisan organization, found in their 2020 report entitled Women on Corporate Boards that women are 56 percent of the labor force, yet only account for 30 percent of board directors of S&P 500 companies, and another Catalyst report entitled Women CEOs of the S&P 500 found that women accounted for only 6 percent of all CEOs in 2020; Whereas a McKinsey report entitled Women in the Workplace published in 2021, found that women of color continue to have even lower representation at every level of corporate employment and leadership; Whereas the Sadie Collective’s paper titled Why are Black Women Missing from Corporate Leadership? published in November 2020 showed that the number of Black women completing degrees in economics, finance, accounting, and math fields is declining, which are often fields associated with corporate leadership; Whereas such study found that measures to remove barriers to the pipeline of corporate leadership for Black women in male-dominated fields include access to information, earlier education, and exposure to female mentors; Whereas The American Economic Association’s study entitled “AEA Profession Climate Survey: Final Report” published in September 2019 found that women, especially Black women, had to take the most measures to avoid possible harassment, discrimination and unfair treatment, hindering efforts to climb the corporate ladder; Whereas an Egon Zehnder study entitled Global Board Diversity Tracker: Who’s Really on Board? published in December 2020, showed that companies with more diverse executive teams and boards of directors perform better financially; Whereas such study showed that women directors contribute to important corporate-level outcomes because they play roles as leaders and mentors, as well as indirect roles as symbols of opportunity for other women, and inspire those women to achieve and stay with their corporations