Women have made serious progress; there are more women graduating from universities and obtaining college and graduate degrees than ever before. Women have entered male-dominated industries, we are starting to close-in on the gender wage gap, and the era of female-founded companies has taken hold. But if you take a look at the number of female leaders, the numbers are still not there: the female CEOs at Fortune 500 companies fell by 25 percent this year, dipping to 24 from 32 in 2017. Of the 24 female CEOs, there are NO women of color. Progress has stalled. Why? And what can we do about it?

Pre-sale tickets coming this Fall 2019.

Let’s have the meaningful conversations around how we can truly create real progress.

ICYMI: A Look Into the 2018 MomWarrior™ Summitt


Who should come?

Female and Male Executives & Senior Leaders looking to move the needle for working parents, and the advancement of women in the workplace.

Talent & People Managers, Human Resources professionals, Diversity and Inclusion practitioners, and Culture ambassadors who want to start igniting change within their company for women, working parents and their spheres of influence.

Working moms and working dads looking to join and network with a supportive community going through the same working parent journey

Women passionate about helping other women advance in their careers and in life so we can all thrive - together.

Men who stand as allies to the advancement of women in the workplace, who want to be partners in moving the needle as it pertains to the support of parents in the workplace.


Why Attend MomWarrior?


MomWarrior is a unique event: we are bringing together influencers, leaders, and change-makers for a full-day event to build community and empower YOU to take action. We are a platform to support the advancement of women - working moms - so they can thrive in all aspects of their life. Attendees will: 

  • Leave this conference energized, supported, and empowered.

  • Gain insights from the lens of working mothers and why change with intention matters.

  • Learn why intersectionality is an important factor in the workplace.

  • Connect with other like-minded people. This is your tribe.

  • Learn tactics on how to cultivate a more supportive, diverse, and inclusive culture that will help in advancing women - moms - in the workplace, and define what our roles are in this important change.

Panel Descriptions

Leading with Authenticity and Empathy: Bridging the Gap Between Working Parents and Non-parent Managers

The workforce is evolving. More companies are now expanding their parental benefits and reassessing programs to cater to a more diverse and inclusive workforce. But, as leaders in an organization who manages people, there is another layer that is often not addressed: the managing of women - and men - who are parents (or expectant parents).  Managers and leaders play an important role in supporting and empowering parents to reach their full potential and optimally contribute to the success of your team and the company. So what can managers and leaders do to support their working parents so they can thrive at work, at home and beyond?. We'll take a look at strategies, perspectives and opportunities on how you can create more productive, cohesive, and efficient purpose-driven teams. 

Author Interview: The Ambition Decisions: What Women Know about Work, Family, and the Path to Building a Life

Over the last sixty years, women's lives have transformed radically from generation to generation. Without a template to follow--a way to peek into the future to catch a glimpse of what leaving this job or marrying that person might mean to us decades from now--women make important decisions blindly, groping for a way forward, winging it, and hoping it all works out. 

We talk to journalists and co-authors Elizabeth Wallace and Hana Schank on their research and new book, The Ambition Decisions, where they tracked down their classmates and, over several hundred hours of interviews, gathered and mapped data about real women's lives that has been missing from our conversations about women and the workplace. 

Building Allyship: Men as Allies

Women still remain underrepresented in leadership roles and they are still paid less then men in the workplace. Women with children get even less pay and are seldom promoted to senior roles; however, there is enough research that shows a diverse and inclusive workforce improves organizational performance. There has been great momentum in the women's movement - but we can't leave the men out of this important conversation. Real equality can only come if we stop imposing traditional gender roles for both women and men. Men play a critical role in the success and progress of women. We talk to highly influential men and women who share their insights into our current social culture and share their learnings to the path of gender partnership and inclusion. 

Reinventing the Culture and Structure of the Workplace

More women are graduating with college and graduate degrees than in the previous 2 decades. Women now also make up 70% of the labor force. Yet our public policies and company programs haven’t caught up with the changing workplace. In this era, an innovative and more focused approach is needed to support the modern mom. Confronted with the urgent problem of female talent retention and the continued underrepresentation of women at every level in corporate America, many companies now need to look at more effective solutions to better support women in the workplace who are transitioning into motherhood and/or transitioning back to work. We will explore the changing paradigm of modern work culture, what we can do to break these old paradigms, and how to begin bridging the gaps to better support women (and all employees) in the workplace.

Moving into Action: Breaking Through the Maternal Wall

Becoming a mother is one of the most transformational events in life. And yet, with the celebration comes a stark reality women face: the "Maternal Wall," one of the more prevalent biases in our society. This bias links women to the assumption that when  women become mothers, they lack the competence and commitment in their careers.  Indeed, motherhood is now a greater predictor of inequality than gender in the United States. How do we overcome the “maternal wall” and the motherhood bias so moms are seen as competent, reliable, and key assets to the organization, instead of liabilities? What can we do to move the needle and reframe this narrative?

Premiere Sponsor



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Companies and Publications at MomWarrior 2018

2017 MomWarrior Conferences: SF Bay Area and Los Angeles