1st Quarter 2016

30 YEARS OF
SAN FRANCISCO

Then to NOW
and Beyond

inside PAST PRESIDENTS GENDER EQUALITY

 I N SIDE THIS IS S U E
Looking Back 3
Angel Profile 3
Women in the Workplace Then and Now 4
Impact of Californias Fair Pay Act 6
Profile of Darcy Mackay 7
Diversity in Commercial Real Estate 9
Building Stories: From Cars to Chocolate 10
Profile: Frances Choun 11
New Year, New Era 14
Working with Executive Recruiters 17
A Word from Our Sponsors 19
Past CREW SF Presidents are listed throughout this
issue of the VIEW
LETTER FROM THE EDITOR
The VIEW is proud to be highlighting the 30th anniversary of
CREW San Francisco! Established as one of the original chapters
of CREW Network, its journey began in 1984, an auspicious year
of substantial changes: Geraldine Ferraro became the first woman
on a major-party presidential ticket. Joan Benoit won the gold
medal for the first womens marathon at the Olympics. Whos the
Boss, a major national TV hit, featured a gender role reversal.
MTV showed Madonna wriggling in white lace to Like a Virgin,
and I stayed up late dancing to Cyndi Lauper who, like the rest of
us, knew that Girls Just Want to Have Fun.
I had also just recently entered the workforce after graduating
in a class that was more than a third femalea dramatic
improvement from the ten percent when I first visited colleges
a mere seven years before.
The founders of CREW San Francisco recognized that a major
barrier to womens advancement was the paucity of access to
powerful and supportive mentors and colleagues. They sought
to create a community of professionals that could support each
other as they moved forward together and forge new alliances.

the VIEW EDITORIAL STAFF In that vein, for the past 30 years, CREW San Francisco has been
dedicated to changing business gender trends and closing the
Managing Editor Donna Schumacher parity gap by giving women in real estate the support, resources,
Associate Editor Angie Sommer and opportunities they need to connect, influence, and lead.
Angel Valerie Concello Simply put, CREWs mission was and remains to develop and
advance women as leaders in the commercial real estate industry.
Editorial Review Richard Isaac
This issue collects the voices of 30 years of CREW members,
Contributors Elaine Chan
Valerie Concello
celebrating their accomplishments and the connections
Delia Isvoranu theyve made. We look backand forward as wellas a new
Donna Schumacher generation of women embrace the challenge of substantial
Rosa Sheng changes yet to be made.
Angie Sommer
Morgan Ward Valerie Concello, our Angel for this issue, went beyond the normal
call of duty by providing a fountain of contacts, ideas, and articles.
Graphic Designer Lori Seaberg Mingus It is no exaggeration to state that her contributions gave this issue
a unique style and stretched the envelope of what the VIEW can
2016 CREW SF. All submissions are subject to editing for clarity and brevity, unless be. But more than that, first and foremost I need to acknowledge
otherwise noted.
her unique position as original architect of the VIEW, for without
Cover: Public Domain image collage illustrating 30 years of CREW SF, her initial push, there would simply be no VIEW at all. It was she
Then to Nowand Beyond
who ignited the initial sparks in 2010 before handing that baton
to me when she became our 28th president. Thank you, Val, for all
you have done for CREW San Francisco and the VIEW!
CREW SF COMMUNICATIONS TEAM CALL
FOR ARTICLES FOR the VIEW Thirty years laterwhether or not you admire Hillary Clintonit
UPCOMING ISSUES is empowering to note that the discussion is not centered on if a
woman can run as a viable candidate for the president of the United
2016 Quarter 2: Bridging the Bay, Oakland
Deadline for articles: April 1, Angel: Inga Miller States. Rather, the choice is more a matter of her policies and her
2016 Quarter 3: Rising Rents: Keeping Culture
experience. (And as for Bill, I, for one, would be
Deadline for articles: July 1, Angel: Laurie Gustafson curious to see his tastes in White House dcor.)
2016 Quarter 4: Living Small in the Big City Best,
Deadline for articles: October 1, Angel: TBD Donna Schumacher
2017 Quarter 1: Restaurant Reports Managing Editor, the VIEW
Deadline for articles: January 15, Angel: Angie Sommer Donna Schumacher Architecture
2
LOOKING BACK:
Advice on Life and Career from Valerie Concello
2016 Valerie Concello, Ronin Commercial Real Estate, Inc.
As a past president of CREW SF with over 25 years of commercial
real estate (CRE) experience, I have learned a lot about this
profession and life in general. Looking back at my career, I have a
perspective that one earns from time and experience. From this
vantage point in my life, I have gained the ability to see things
with greater clarity and advise those younger than me with a few
hard-earned pearls of wisdom. Make of them what you will.
n I am a big proponent of the Nike slogan Just Do It. It
is Zen-like in its simplicity as a call to action for women
in commercial real estate, or any field. If you want to do
something, then just do it. Want to design the tallest
skyscraper in the world? Run for president of the United
States? Circumnavigate the globe? Climb Mount Everest?
You get the picture. Just do it.
A NG E L P ROFILE
VALERIE CONCELLO
Real Estate Consultor |
Ronin Commercial Real Estate, Inc.
Company: Ronin Commercial Real Estate in Redwood City
(founded 2006) represents tenants in all aspects of commercial
real estate (CRE) decisions. With the addition of Helen Duong
as a partner, extensive experience representing landlords
and corporate users now supplements its brokerage, project
management, and asset management expertise. Ronin currently
represents Asian investors seeking CRE and corporations
looking to do business in Asia.
Background: Second-generation Californian, born in San
Francisco. MBA from UC Berkeley; LEED AP; CCIM Designation.
Started with Charter Commercial brokerage. Co-founder of
Belvedere Associates and the Northbridge Group. Managing
director, Mohr Partners, San Francisco.
CREW history: Joined 2006. Past president (2012); Chair, California
Conference (2009); CREW board member, Programs Committee
Team Lead; California Conference Committee member (Los
Angeles, Newport Beach, San Francisco, San Jose)
Charities: Sequoia Gem and Mineral Society (board member);
KQED; USF and UC Berkeley alumni organizations; SF AIDS
Foundation
Extracurricular passions: Traveling, skiing, dogs. Spending time
with family and friends. And Im a rock hound (rock enthusiast),
particularly interested in lapidary.
Travel tips: Travel often. One of the greatest joys and pleasures
is getting to see this world, meet people, and become familiar
with diverse cultures.
Recent travel highlight: Thailand. I have family there and it is
always wonderful to see everyone.
Top Bay Area restaurant picks: Mosu, a new Korean tasting-
menu restaurant in the Fillmore, opened by a friend, Sung
Anh, formerly of the French Laundry. Also Tadich Grill,
Boulevard, and Kokhario.
15 minutes of fame: I believe it is yet to happen.
n Dont let anything stand in the way of what you want to
accomplish, not even yourself. Too often the biggest limiting
factors that we face are the ones we ourselves create. The
largest barriers we have to overcome are frequently those of
our own making. Dont let fear rule your life.
JUST DO IT!
n Some people also tend to view their lives from a distance,
as if they were watching a play instead of starring in the
leading role. Dont fall victim to having other people craft
your story. Take charge of your life and your career, chart
your own course, be the master of your domain. Its your
lifedefine it how you wish.
n Be bold. Dont stand on the sidelines waiting for the
momentgo out and create it. Women didnt get the
right to vote by being passive, nor have most changes in
this world come without a fight.
n We often let circumstances or people influence our
decisions, but you cannot sacrifice your ethics. The world
needs people who are willing to take a stand and fight for
what they believe to be right. Nonetheless, choose your
battles wisely.
n Learn from history. Sometimes when we are distanced by time
and place from the struggle, we forget or minimize what those
before us had to endure so that we can enjoy the freedoms
and comforts that we have. But we are only the sum total of
those who went before us. When we understand what others
have sacrificed, we are more able to ask the same of ourselves.
n Finally, take advantage of the opportunities at hand.
Sometimes the comfort of the familiar lulls us into a false
sense of security and we stay in a job, even when we feel
our talents are underutilized. Sometimes we have to stay
in a job for the financial security it provides, or because
we have other responsibilities that dominate. We have all
stayed in a job (or relationship) way past the expiration date.
There is a difference, though, between needing to stay and
wanting to stay. We are fortunate that we live in a place
and time where we have an abundance of opportunities;
other men and women in the world arent as fortunate.
About the Author
Valerie Concello has been a commercial real estate broker for over
25 years and is a principal for the tenant brokerage firm Ronin
Commercial Real Estate.
3
WOMEN in the Workplace THEN AND NOW:
A Conversation with Nina Gruen
2016 Angie Sommer, ZFA Structural Engineers
In the history of women in the
workforce over the last century, many
battles have been fought and won.
But the overwhelming amount of
research, data, and articles regarding
the current, less-than-ideal state of
equity for the modern working woman
often eclipses these advancements.
While our society still struggles with
gender (and other types of) equity and
equality in the workplace, and while I
complain about women making 79 cents on average for every
dollar a man makes in our country1, watching just one episode
of Mad Men reminds one of a the rampant workplace sexism
prevalent just decades agothe improvement of which has
made possible my current employment as a structural engineer.
The only thing I lament about this change is that our connection
to the time that preceded it is often lost, and hence so is our
appreciation. I, as a college-educated working woman in my
mid-30s, find the struggles of yesteryear both fascinating and
horrifying. Unfortunately, I simply dont know many women who
were in the trenches, so to speak, in the 1960s and 70s, paving
the way for subsequent generations of women who choose to
or mustwork to support themselves and their families.
This is where organizations like CREW provide a value that
goes beyond the perks listed on the membership application.
It was through CREW SF that I met Nina Gruen, an entrepreneur
who has co-owned her own consulting firm with her husband,
Claude Gruen, since 1970. She joined the workforce in the
1960scontrary to the expectations of her class and gender
for that timeand she has had a professional upbringing that
is far different than that of successive generations, one that,
frankly, is difficult for me to even imagine.
The route to professional success for a female who entered the
workforce in the 1960s was undoubtedly different for each woman
who achieved it. Ninas success can be attributed to many factors,
but I believe it to be due to her restless, sharp mind that was
easily bored and always sought challenge; her perseverance and
ability to weather a constant storm of adversity; and the continual
support and encouragement of her husband.
While some companies are increasingly allowing
parental time, not only for new births but also
for emergencies, it is definitely not enough.
But given the fact that far fewer professional
women ever plan to have any children, and
many that do wait until their mid- to late 30s,
society will lose out if it doesnt start supporting
higher levels of quality childcare.
Nina emphasizes the importance of having support from
Claude, who encouraged her to join the debate team in high
school and continued to push her to do things she had the
potential for, but not the nerve throughout her career. She
acknowledges that a very small number of women were bold
enough to achieve success without any backing and that the
overwhelming majority would not have succeeded without
someone who could show them the ropes. With Claude
supporting herand she supporting himthey have owned
and operated Gruen Gruen + Associates (GG+A), a firm
specializing in providing public and private entrepreneurs with
contract research and analysis, consulting, and predevelopment
services, for over 45 years.
Having solicited Ninas expertise and educated view on the
current state of the workforce, I was surprised to hear that
(continues on page 5)

Karen Alschuler
Perkins + Will
1998 Past President past presidents
CREW has fueled and spiced and expanded my career from coast to coast and from the 1980s to today!Beginning
in Boston, where NEWIRE (now CREW) was founded, to New York CREW and then to CREW San Francisco, I
have had the best jobs and made lifelong, powerfully valuable connections and friendships.My favorite job is
always as program chair in each city being immediately immersed in the wide world of commercial real estate
and in personal contact with business, design, and thought leaders.

With the privilege of serving as president in Boston and San Francisco has come a 30-year window into the
perseverance, perspective, and wisdom of women who have changed and will change the world we live in.

4
(continued from page 4)

Nina Gruen at an office-warming in 1976 with GG+A Staff, Nina with her Mom and sister in the 1960s, and Nina Gruen today

she perceives that the main challenge facing modern working As Im not the first (nor certainly the last) to indicate an interest
women is the availability of quality, affordable childcare. in Ninas vast archive of fascinating and precisely recollected
experiencesyes, she did actually have to hide in the womens
No stranger to raising a family while workingshe had three young
bathroom when the higher-ups would visit one of her early places
boys and was pregnant with twins as she finished her graduate degree
of employment, as it wasnt officially allowed to hire professional
in her 20s, and then subsequently worked full-time while raising
womenshe recently published a book on Amazon.com entitled
the five boysNina summarizes her thoughts on the effects of our
Believe It or Not: The Challenges Facing One Professional Woman
countrys lackluster emphasis on childcare: While some companies
a Half Century Ago. My favorite quote of hers from draft journals
are increasingly allowing parental time, not only for new births but
that were ultimately assembled into this book is I would know
also for emergencies, it is definitely not enough. But given the fact
when we had achieved gender equality when working women
that far fewer professional women ever plan to have any children, and
have the right to be as incompetent as men. And, whether that
many that do wait until their mid- to late 30s, society will lose out if it

doesnt start supporting higher levels of quality childcare.
When she was often asked in the 1960s and 70s what she did
particular measure is a good thing or not, she concludes that
from that perspective, gender equality is here.
Statistic from 2014 as cited by the Institute for Womens Policy Research, www.iwpr.org
1

with her own children each day, her response would always be,
I lock them in a closet, which is as telling about Ninas ability
not to take things too seriously as it is about the senselessness
of the question. In truth, of course, Nina and Claude had a
nanny, like many upper-middle-class families have today.
Asked when she started to see a change of attitude toward women
in the workplace, Nina told me, In the mid-80s, there was a culture
shift to [companies] looking for competent women to make their
gender diversity commitments. Before that time, she says that
GG+A hired mostly women as consultants due to the fact that the
supply of competent and educated women was far greater than
the demand, so most were a bargain and were so happy to have a
professional job that they were dedicated workers.
For more about Nina Gruen, see her company
website, www.ggassoc.com, or better yet, order
her book at Amazon.com.
About the Author
Angie Sommer is an associate at ZFA Structural
Engineers, a medium-sized engineering firm
with five Bay Area offices and a broad range
of experience in the commercial, residential,
educational, retrofit, and correctional sectors. In
her spare time, she writes restaurant reviews for her
blog, Broccoli and Chocolate (broccoliandchocolate.com); helps
people write wedding vows, ceremonies, and speeches via her
business, Vow Muse (vowmuse.com); and is a cofounder of a small
collective of copywriters, Copy Muse (copymuse.com).

Kathy Mattes
Real Estate Consultant
1986 and 1996 Past President past presidents
I joined CREW SF during its first year, 1983. I served as president in 1986 when the organization was still
in its infancy, and then 10 years later, when it had matured significantly. The leadership, organizational, and
speaking skills that I gained through CREW have been invaluable in my career and other leadership roles.

Now, as a teacher, I can see how CREW helped me develop comfort speaking to groups.I encourage all CREW
members to stretch their comfort zone through the opportunities offered by CREW.

5
THE IMPACT OF CHANGES TO CALIFORNIAS FAIR PAY ACT
2016 Delia Isvoranu, Sedgwick LLP
Despite the 1949 passage
of the California Fair Pay
Act, working women in
California continue to
earn less than men for
the same or substantially
equal work. According to
a 2015 US Census Bureau
report, women in California who work full time are paid
considerably less than menon average, 84 cents for every
dollar. The disparity is even greater for women of color: Latina
and African-American women make 54 cents and 64 cents,
respectively, for every dollar earned by their male counterparts.
Although the act permits both men and women to assert
claims of pay discrimination when someone of the opposite
sex earns more for the same work, the realityas illustrated
by the above statisticsis that women are much more likely to
experience unfair differences in compensation.
Now, an employee is only required to show that he or she
is not paid at the same rate for substantially similar work.
Substantially similar means that the work need not be
identical or equal, but only similar in terms of the skill, effort,
and responsibility performed under similar working conditions.
Pay differences between men and women doing substantially
similar work have to be justified regardless of job titles. (And
the same establishment requirement has been deleted; the
positions can also be located in different locations, rather than
being limited to the same job site.)
Once the employee shows that the work is substantially
similar, the employer has the burden to demonstrate that
the pay difference is based not on gender but on objective
factors, such as a seniority system, a merit system, a system
that measures earnings by quality or quantity of production, or
another bona fide factor other than gender (e.g., education,
training, or experience). These considerations must be applied
reasonably and account for the entire pay differential.

California recently amended the act, described as the strictest

equal-pay law in the country, in an attempt to close that
gap by making the law clearer, tougher, and more effective.
The changes are designed to encourage women (and men)
to report perceived pay inequities, which should induce
companies to be more proactive in ensuring fair treatment
and that differences in compensation are based on legitimate
factors unrelated to ones gender.
The acts amendments make it easier for employees to establish
a case for pay discrimination. Before the amendments, an
employee had to demonstrate that he or she was not being
paid at the same rate as someone of the opposite sex, at the
same establishment, for equal work. This generally meant
that male and female workers had to hold exactly the same
jobs, at the same location, to require equal pay. This equal
work rule was considered too narrow, allowing employers
to use any differences in job responsibilities as a rationale for
differences in pay.
The amendments significantly increase an
employers burden by requiring evidence
that any difference in compensation is
not gender-based.
The amendments significantly increase an employers burden
by requiring evidence that any difference in compensation is
not gender based, is related to the position in question, and is
a business necessity.
The new amendments also prohibit pay secrecy. Studies
show that the majority of employees are either prohibited
or discouraged from discussing their pay with others. This
makes it more difficult for workers to discover differences in
compensation. Now, an employer may not prevent employees
from disclosing their own wages, inquiring about or discussing
others wages, or assisting others in asserting their equal-pay
(continues on page 8)

Alice Akawie
Akawie & LaPietra
1992 Past President past presidents
I found CREW to be instrumental to my growth as a professional.When I started practicing real estate law, it was
a field dominated by men. CREW gave me an opportunity to network with other women, and to make business
referrals to them as well.

It certainly is true that all I put in to the organization as a volunteer I got back in knowledge and growth, and I
cannot speak highly enough about all the experiences I had, from being program chair and president of the San
Francisco chapter, to being a national delegate and serving on the CREW Network Board.

(continues on page 10)

6
Hard Work, Luck, and Exceptional Client Focus:
A PROFILE OF DARCY MACKAY
2016 Valerie Concello, Ronin Commercial Real Estate
Darcy Mackay has been with CBRE, the worlds largest
commercial real estate services firm, for over 16 years. She
continues to advance within the company and in September
2015 was promoted to President of Global Workplace
Solutions West Division. She served as President of CREW
SF in 2006 and as a national delegate with CREW Network
in prior years. Highly successful in her career while balancing
the needs of a family, she is a role model for many of our up-
and-coming young leaders who wonder what it takes to be
successful in our industry. The following are excerpts from a
conversation with Darcy.
It is more about the journey than knowing
exactly where my next step is going to be.
IN THE BEGINNING
I have experienced a combination of being hard-working and
being lucky. I went back to grad school and, while doing my
real estate course work, fell in love with this idea that how we
use land is an important choice, especially in a constrained
environment like the Bay Area. I was lucky enough to go to
work for Lynn Sedway, who everyone knows is a pioneer of
the real estate industry. I learned the bolts-up fundamentals
of the real estate business and how we analyze all sorts of
things around property decisions from the standpoint of
owners, investors, and occupiers.
Lynn (and others) taught me the value of being exceptionally client
focused. In a services business it is about deeply knowing your
clients business and what success looks like for them. Pairing that
with your own commercial model creates a win-win for everyone.
Lynn then decided to sell her company to CBRE. I was
fortunate enough, as a fluke, to be asked to go to CBRE
University. I was sent to USC, where I was exposed to the
larger company [CBRE] that I never knew existed.
past presidents
Darcy Mackay be excellent at what you do and be rude; that might work
CBRE
2006 Past President
JOB PROGRESSION
I have been very fortunate along the way to have people
sometimes very senior peoplespot what I am doing and
say, That is a great fundamental skill set. Why dont you
apply it to this bigger, more complicated problem and see
what you can do with it?
That is how my career at CBRE has progressed over the last
16 years. I have held many different positions, including
running our consulting business and our global transaction
management business. I was relocated to London, where I ran
our client account business in Europe, the Middle East, and
Africa, then relocated back to the United States to become
the COO of a new business line (Advisory & Transactions).
And last September, with the acquisition of Johnson Controls
Global Workplace Solutions division, I was asked to take on
the new role of President of the Global Workplace Solutions
West Division.
I dont really think of life in terms of roles and steps; its more
of whats working for me in the moment. For me, it is more
about the journey than knowing exactly where my next step
is going to be.
MOTIVATIONS ALONG THE WAY
There are several things that I am always focused on when I
consider next steps. First of all, I really like being on the steep
end of my learning curve; that has been characteristic of me
throughout my career. The second thing is, am I making a
difference? Can I actually do a good job and add value to
whoever the client is? And the third is, am I having fun and
enjoying the people I am working with?and that includes
the teams that I build as well as the leadership across the
organization. And finally, will it work for my family? I am lucky
to have a very supportive husband, Keith Orlesky, who is one
of my biggest champions. But I also need to respect the fact
that I have a husband and two children who lean on me every
day, and I need to be able to perform for them too.
DEALING WITH GENDER BIAS
You just focus on being excellent at what you do and forge
ahead. I really do believe that people who are really, really
good at what they do will always be recognized. And yes, they
need be wrapped in a package that is hospitable. You cant
in certain specializations, where the skill set is hard to find,
but in our business, a services business, youve got to have
a strong dose of hospitality on top of being excellent. And,
(continues on page 8)
7
 (continued from page 7)

if you find yourself in an environment where you continue to
encounter bias despite delivering excellent results, change
your environment!
RECIPE FOR SUCCESS
I have been inspired by Danny Meyer, a New York City restaurateur
and the CEO of the Union Square Hospitality Group, and by his
book Setting the Table. Hes really nailed, I think, the two elements
it takes to succeed in business. Which is basically a recipe of 49%
excellencemeaning, is the food cooked to perfection, is the wine
paired well, is the food served at the appropriate temperature...
all of that stuff that has to be to perfectionand 51% hospitality.
And in his definition, hospitality means knowing exactly what that
person needs at that moment. And really deeply understanding
what can I give to this person that will make a world of difference.
I do work hard, though, at cultivating a very strong sense of
individual contributions in my team members as well as a
contribution to the whole. So when you look, for example,
at peoples performance metrics, there is always individual
accountability in there, but one must not lose sight of the bigger
picture. To me, we are always trying to get the right balance
between what we know our objectives are in the beginning of
the year and how we instill creativity in the process. I am a big
fan of lateral thinking.
THE VALUE OF CREW
I started with CREW on a national level through CREW
Network before I became involved on a local level. The spirit
of the organization, the programs, the networking, being able
to be on the local boardin all aspects, CREW has been a

TEAMWORK
One of my golden truths is that the team is always going
to come up with a better answer than any one individual
or I myself could. Some of that is just my upbringing and
my training in college, where there were a lot of seminars
where everyone was throwing out ideas and constantly either
debunking them or building on them. Sometimes it can be
painful, but sometimes it can be exciting and exhilarating.
meaningful part of my career. I have made lifelong colleagues
and friends from my involvement with CREW!
About the Author
Valerie Concello has been a commercial real
estate broker for over 25 years and is a principal
for the tenant brokerage firm Ronin Commercial
Real Estate. She has an MBA from UC Berkeley
and a CCIM designation, and she is a LEED AP.
She is a past president of CREW SF.

(continued from page 6) (continued from page 9)

rights, although no one, including the employer, is obliged to
disclose any information regarding wages. This transparency
and sharing of information will more easily expose disparities.
The impact of these amendments is that employees can now
more easily discover discrepancies and challenge the fairness
While theres still work to be done to achieve equality in the work-
force, Elaine has noticed a significant change since she entered the
field. It has improved so much, she says. Now were talking about
how you bring in the next deal, get the next promotion, and negoti-
ate salary. The kind of things we used to deal with were different. A

woman in the business was an anomaly. Im so glad were not talking
of their pay. This, in turn, has spurred employers to audit and
to each other about being chased around desks anymore.

reassess their compensation practices and decisions in order
to resolve any pay issues before claims arise.
About the Author
Delia Isvoranu is a partner with the law firm of Sedgwick LLP.
She specializes in representing companies and employers in the
litigation defense of harassment, discrimination, retaliation, wrongful
discharge, and other employment-related matters, including wage
and hour claims and class actions. She also provides training to
employers regarding labor and employment law compliance issues.
About the Author
Morgan Ward is a director at RETS Associates (Real
Estate Talent Solutions), an executive search firm
specializing in the recruiting and placement of inter-
im, permanent, and executive positions in the com-
mercial real estate industry. Morgan concentrates
on the recruitment of accounting, finance, property
management, and construction roles. She focuses on the full scope of
the recruitment process and interacts with both clients and candidates.

Elizabeth Creger
Asset Resource Group
1993 Past President past presidents
As the old saying used to go, Weve come a long way, baby. Over my 30 years working in commercial real estate,
I have witnessed firsthand,as an executive recruiter, the evolution of women in this industry.Many strides have
been made in the advancement of women in the industry, yet many more are deeply needed.

Joining CREW in 1988, serving as San Franciscos VP of Programs, and then its president in 1992 not only catapulted
my own career growth but also enriched my life and broadened my friendships and business contacts immensely.
The CREW Network has been and continues to beessential in providing industry knowledge, career resources, and
personal encouragement to both women and men of all ages as our evolution continues.

8
 Diversity in Commercial Real Estate:
a perspective from
ELAINE ANDERSSON
2016 Morgan Ward, Director, RETS Associates
When she joined CREW in the early 2000s, Elaine Andersson saw
the organization as a useful way to become involved in San Fran-
ciscos real estate market and to network with professional women
like herself, using CREW as a tool to invest in herself and her pro-
fessional career. What she did not realize was that her membership
would lead to lifelong friendships, rewarding mentorship opportu-
nities, and invaluable leadership skills. It would also strengthen her
interest in gender and race inequality in the industry, issues which
she would later research and publish findings on.
Currently of counsel at Lubin Olsons Real Estate Practice
Group, Elaine has a long tenure in commercial real estate law.
Her background includes in-house counsel positions at Boston
Properties and at Cornerstone Properties, and she has been a
professor of law at the Golden Gate University School of Law
and Hastings College of the Law for over a decade. In addition,
she was named one of the top 100 Most Influential Women in
Business by the San Francisco Business Times, was honored by
Thompson Reuters as a Northern California Super Lawyer,
and served as president of CREW San Francisco in 2008.
While known for her accomplishments in commercial real estate law,
Elaine has also created buzz, stemming from her deep-seated inter-
est in diversity in the industry, with a focus on women and minorities.
For a long time she felt a need to dig deeper into why the commer-
cial real estate industry has been so male dominated. She set out to
use data and hard facts to present the issues in a way that her peers
would respect and understand. The real estate industry believes in
numbers, she explained. So one of the most effective ways of talk-
ing about issues is by having the actual numbers to show what is
happening now, and being able to measure change in the future.
For the past 12 years, she has led multiple programs focused on
the elimination of bias, and in 2013 she decided to put her re-
search in writing. Her Diversity Report came out in three install-
ments: the first focusing on employment in the commercial real
past presidents
Elaine Andersson Until then, Elaine would like to continue publishing the di-
Lubin Olsons Real Estate
2008 Past President
estate industry, the second on law firms, and the third on real
estate investment trusts (REITs). The reports showed that men of
every ethnicity are more likely to be advanced in the industry than
women of the same ethnicity. Among commercial real estate se-
nior executives, white men held 77.6% of the 13,773 jobs.
Elaine recognized that the first step to leveling the playing field
was for women to obtain the same qualifications as men. Begin-
ning in the late 1960s, women in law schools went from almost
none to approximately half the class by the early 1980s, she
said. That solved two problems: there was now a sizeable pool
of women, and we had the same qualificationslaw degrees
from Berkeley, Stanford, Harvard, and Yaleas our male peers.
But another barrier to entry was actually getting the interview, and
much research showed that, based on names alone, women and
minorities were less likely to get interviews and were more likely
to be offered lower salaries. Looking back, she recognizes that
a major positive change occurred when law schools assigned on-
campus interview slots on a lottery system, allowing women and
minorities a higher chance of getting an interview.
Knowledge and skills are the foundation of
success. If your employer doesnt give you
a budget for continuing education, you
should budget for it yourself.
Elaines research, however, showed that there are still challenges
in regard to women and minorities advancing in the industry. She
emphasizes that the more women continue to improve their quali-
fications, the closer commercial real estate will get to true equality.
With men dominating the majority of careers in commercial
real estate, one of the most important things women can do for
their careers is to continually invest in their own professional skill
sets, Elaine explained. Knowledge and skills are the founda-
tion of success. If your employer doesnt give you a budget for
continuing education, you should budget for it yourself. Wom-
en must strive to continually grow, and Elaine hopes that one
day there will be an equal ratio of women to men in the industry
and that 50% of CEOs and boards will be women.
versity reports, shedding light on gender and equality issues
through research and data. For example, her findings have yet
to touch on the LGBT community in commercial real estate, an
extremely important topic she feels needs to be addressed.
(continues on page 8)
9
 BUILDING STORIES: 740 Valencia Street
From Cars to Chocolate:100 Years of San Francisco Innovations
2016 Donna Schumacher, Donna Schumacher Architecture
front faade, referencing classical architecture, a style typically
used for civic buildings of prominence.

The Metropolitan Motors Building housed automotive repairs

shop for 76 years, as businesses came and went, with varying
success. The retail corridor of Valencia Street continued to
flourish as the neighborhood shifted and grew.

DISCOUNT BRAKE AND CLUTCH, 1992

Discount Brake and Clutch, 1996
METROPOLITAN MOTORS, 1916
In 1916, construction was just being finished on the Metropolitan
Motors Building at 740 Valencia Street, halfway between 18th
and 19th Streets in San Franciscos Mission District. It housed
an automobile machine shop, one of a series of that sprang
up along this newly formed retail corridor. Not coincidentally,
this was the year the Model T Ford started mass production,
which dramatically increased demand for this new mode of
transportation and gave rise to the automotive repair industry.
In 1992 Ron Mallia bought 740 Valencia Street to house the
newest and largest of his ever-expanding chain of automotive
repair shops. Early on, Mallia recognized an expanding market
for brake and clutch repair due to the rise in sales for smaller,
foreign-made cars, which often included clutches; moreover,
the hilly streets of San Francisco required trips back to the re-
pair shop with reliable frequency. Renamed Discount Brake and
Clutch and focusing on quality service at a reduced price, his
business rapidly grew, so well in fact that Mallia was able to hire
more employees, from 14 to 41. In 1995, he purchased the park-
ing lot next door to store cars awaiting pick-up and opened a
second shop on Valencia in the 1200 block.
But the economy, like the tide of San Francisco Bay, does not
remain the same. It was 2000 when the first wave of the recession
hit. Automobile manufacturers started including maintenance

A decade after the catastrophic 1906 earthquake, the Building

Department advocated for the architect, Harry S. Miller, to
feature brick as the building material of choice. So many
buildings having been destroyed by fire during the Great
Earthquake, it was reasoned that brick would offer greater safety
from fires for the workers within. (Concern for seismic stability
was to come much later, when City officials had the political
freedom to admit to the destructive power of earthquakes).
Miller designed the building using Classical Revival style, as
Ron Mallia at 736 Valencia Street construction site, 2007. San Francisco
a nod to the wealth and privilege associated with automobile Chronicle/ Liz Hafalia.
ownership at that time. Double-height columns ornament the (continues on page 12)

Helen Duong
Ronin Commercial Real Estate
2013 Past President past presidents
In everything you do, its important that you have to have the passion for it to be successful; otherwise you are
just wasting your time.

Being part of CREW expanded my network with commercial real estate professionals, honed my leadershipskills,
and provided me with lifelong friendships.

10
CREW SF Past President Profile:
FRANCES CHOUN
2016 Elaine Chan, Kwan Henmi Architecture/Planning, Inc.
BACKGROUND
Aside from being a past president of CREW SF in 2007, Frances
Choun is also a past president of the board of directors for
the San Francisco Telegraph Hill Neighborhood Center and
served on the board of directors for the American Institute
of Architects. Frances is currently Vice President, Northern
Pacific Division, for McCarthy Building Companies, Inc.
She started off her professional career in the early 90s as an
architectural designer on the Sheraton Palace Hotel project.
After the renovation was completed, the site contractor
presented her with an opportunity to work for them. She
took the offer, noting that, if [she] only had the lens of
an architect, [shed] have limited breadth. While on the
construction site, she loved the quick tempo, enthralling
energy, and working with metrics.
Soon after, while working on the Yerba Buena Gardens
project, she realized that some of her most formidable skills
were bringing a team together to meet project goals and
successfully interfacing with clients. Around this time, the
division president began mentoring Frances, grooming her
to become the marketing and business development lead.
In this new role, Frances traveled between cities frequently
and worked off-site independently, the demands of which
eventually became a strain on her personal life.
Though she had gained tremendously valuable experience,
Frances recognized that it was time to go home to the Bay
Area. She took almost a year off to travel the world and
returned with more determination, wisdom, and vitality.
OPPORTUNITY COMES KNOCKING
In the mid-90s, McCarthy had just entered the San
Francisco construction scene and recruited Frances shortly
past presidents
Frances Choun
McCarthy Building
Companies, Inc.
2007 Past President
(See article on this page)
thereafter. By joining McCarthy, she knew that this wasnt
a run-of-the-mill job offer, but rather an invitation to build
something long-term and sustain her passion for influencing
the built environment. Frances remarks, We all had our own
strengths. McCarthy was the nucleus that empowered us to
make amazing things happen. Despite always being the
youngest in the room, Francess professionalism, business
acumen, and tactful, solutions-driven approach earned her
respect in the industry.
Frances reveals the three traits she exhibited while starting
out in a challenging new environment: common sense, a
passion for knowledge, and candidnessincluding the
ability to admit when you dont know the answer. She worked
alongside her predominantly male counterparts to grow the
company in a sustainable manner and cultivated a strong
relationship with the community.
EFFECTIVE LEADERSHIP
Frances describes a recent opportunity of a large, high-
profile projectcurrently classified informationas the
Super Bowl of opportunities. After a year of preselling to
the client and establishing a healthy rapport, the RFP was
released and McCarthy was given the opportunity to submit
proposals for two sites. Throughout the RFP process, she
ensured that her team was in sync with the client and that
their vision was strongly aligned with that of the construction
partners. Her main objectivewas to win one or both projects,
as well as leave a good impression.
During this process, Frances focused internally on clear and
effective communication to keep her team organized while
drawing out the best in everyone. Externally, she utilized
quality resources, subject matter experts, and a strong
support base. By leveraging both sides, centralizing the
main message, and presenting detailed site logistics, she
was able to help the team convince the client to select them
and win the larger project.
About the Author
Elaine is the Marketing/Business Development
Manager at Kwan Henmi, an architecture firm
with a rich portfolio in the multifamily housing,
transportation, education, and commercial
sectors. As a multilingual solutionist with strong
community ties, Elaine spearheads customer
success efforts and streamlines business processes. Inspired by
her mentors at CREW SF, she is currently enrolled in an MBA
program with an emphasis in real estate and finance.
11
(continued from page 10)

Dandelion Chocolate, 2010

packages with the sale of their cars, wedding the purchaser to
the dealership. Mallia saw his profits dwindle, and worse, he had
to lay off loyal workers. When he got down to 12 employees, he
knew he had to change.
Being an astute observer of the neighborhood and street life
in the Mission, where Valencia is one of the major arteries, he
noted that millennials were moving into the neighborhood.
He knew they would want unique places to live, shop, and dine.
To address the first need, Mallia decided to develop his park-
ing lot next door to 740 Valencia into residential condominium
units, challenging the wisdom of the market by creating large
two-bedroom units. Hitting the market in 2008, they were quickly
bought up by the Missions growing group of new hip residents.
To address the second need, Mallia decided to convert his
building at 740 into a retail complex focusing on gourmet
artisan foods, with three individual storefront entries. Working
with Michael Harris of Michael Harris Architecture, Mallia had
skylights added and reconfigured the faade. Franchises
including Gap, Banana Republic, and Starbucksspotted the
neighborhoods new trends and lined up to present offers.
Mallia politely but firmly declined their offers, because he had a
different vision: he wanted unique, San Francisco, small-artisan
businesses for his updated brick Classical Revival building.
DANDELION CHOCOLATE, 2010
The minute they entered the space, Todd Masonis and Cam-
eron Ring knew that the Metropolitan Motors Building was the
right home for their new project, Dandelion Chocolate. It had
everything they were looking for: the right location (the heart of
the Mission), the right character (double-height and brick exte-
rior), and the right size (enough square footage to house both
the boutique store at the front and the chocolate production in
back). For Mallia, Dandelion fit perfectly with his concept of a
boutique artisan food that he had imagined for building. Work-
ing with architect Chris Harrelson, originally of Brand+Allen and
now at Gensler, Dandelion built out the space to function as a
chocolate factory and to be appealing as a showroom.
Like Mallia before them, Masonis and Ring were youthful entre-
preneurs open to change. After having sold their first company,
Plaxo, in 2007 to Comcast for over $150 million, the two busi-
ness partners traveled through Europe, following their newly
discovered passion for chocolate. Initially just in for the fun of it,
(continues on page 13)

Marlies Bruning
Wells Fargo Bank
1990, 1991 Past President past presidents
It was my honor to serve as CREW San Francisco president for two years in the early 90s, when the CREW
Network was in its formative stages, and as co-chair for the 1993 convention in San Francisco.

When I witness the growth of the Network and the outstanding caliber of the conventions (with keynote speakers
including Condoleezza Rice (in SF!), Hillary Clinton, and Madeleine Albright), I am so proud to have been a part
of such a successful organization. I treasure all of my longtime CREW friendships as well.

(continues on page 13)

12
(continued from page 12)

Inside Dandelion Chocolate on Valencia Street

they took the time to experiment, without immediate concerns
for monetization. Returning to Palo Alto, the two went to work
in a friends garage in the South Bay (sound familiar?) where
they both lived at the time. The American artisan chocolate
movement had just barely begun at that time, with Scharffen
Berger of Berkeley having opened in 1997. When Dandelion
Chocolate launched in 2010, there were only a handful of arti-
san chocolates in the Bay Area or beyond.
Today there are a few bean-to-bar chocolate makers in the Bay
Area, but San Francisco has come to epitomize hand-crafted arti-
losing quality, the larger facility should open in 2016. Upcom-
ing projects include a new store in Tokyo that will emulate the
Valencia store, so emblematic now of the San Francisco artisan
style. Simulcra, anyone?
100 YEARS PAST AND FORWARD
Architecture can seem to be permanent, and her functions
fixed. But in truth, cities, neighborhoods and buildings are dy-
namic entities with unique stories of past, present, and future.
Business types evolve, economies shift, and the buildings and
the communities that reside within them change as well. 740

san style. Without doubt, Dandelion is at the forefront of this tasty
trend, having received numerous local and national accolades and
awards. Suffice it to say, this is some seriously delicious chocolate
for hopelessly addicted chocolate addicts like me. (Full disclo-
sure: After sampling the European drinking chocolate in the caf, I
brought a few bars home to stock my personal artisan dark choco-
late stash, which is always in need of a delicious replenishment!)
In 2014, with 600 stores waiting in the queue to begin receiving
Dandelion chocolate, Masonis started the search for a larger
space to expand into. A second location just a few blocks away
will supplement, not replace, the Valencia showroom. After tak-
ing time to experiment with how to increase production without
Valencia is one of those stories. San Francisco has others in its
past and many more in its future. Thank goodness!
About the Author
Donna Schumacher is the founder and creative di-
rector of Donna Schumacher Architecture (DSA),
a boutique architecture practice for small-scale
commercial and residential work in the Bay Area.
DSA projects range from one-of-a-kind signature
elements for architectural interiors, utilizing Don-
nas background in fine arts, to small projects requiring to complex
projects requiring multiple permits, tapping into her thirty years of
experience with the San Francisco building department. DSA has
recently introduced art consulting to its roster of services. Donna
has been the managing editor for the VIEW since 2012.

Ginger Bryant
SARES REGIS Group
2000 Past President past presidents
I joined CREW in 1992 to network with other women in the industry, and CREW members are my best friends
across the country. Leading the San Francisco chapter and then the National Network were great honors and
showed me how important CREW is for each of usbeyond doing business together. While many things have
changed and improved over the years, we still have much work to do.

CREW Network and every CREW chapter play a vital role in making this industry better so everyone, regardless
of gender or ethnicity, has the opportunity to do work that inspires them, lead their organizations, and reap
financial rewards.

13
 NEW YEAR, NEW ERA:
Changing the Ratio by Equitable Practice
2016 Rosa Sheng, Bohlin Cywinski Jackson; AIA SF Equity by Design

There is something very exciting about the beginning of a new field, why are so few women seeking licensure and advancing
year. Daylight hours get longer; there is a renewal of potential, into leadership? And why arent they being recognized for design
reinvention, and hope. contributions or asked to participate on panels and juries?

We are at the dawn of not only a new year but an exciting new
era as well. Ever since I read Phil Bernsteins piece The Era
of Connection is Coming, and Design and Creation Will Never
Be the Same1 on Autodesks Line/Shape/Space, I have been
thinking about the new era and what it means for our ability
to adapt to a rapidly changing world. Bernstein postulates
that in order to understand where we are going, we must first
comprehend where we have been.
There has been an increased interest in understanding why so
few women are licensed and advancing into leadership positions
in architecture and allied professions. In American architecture
schools, women represent approximately 45 percent of total
graduates. However, based on the 2014 Equity in Architecture
survey, the number of women practicing architecture decreases at
pinch points that occur after graduation during the course of their
career. If they are undergoing the rigorous training to enter the
Gender inequity in architecture
In a new book by architectural historian Despina Stratigakos,
Where Are the Women Architects?2, the many facets of this
drastic gender imbalance are explored in great detail, from
the 19th century to the present day. Stratigakos states that
although women have long been working in architecture,
their creative work was often unrecognized under their male
counterparts, and they became relegated to managerial
roles or tended to focus on residential and interior design.
Historically, this often left men with the public recognition
and financial gain for Architecture with a capital Athe
work of large-scale institutional commissions.
This imbalance persists still. In 2014 women represented
just 22 percent of licensed architects and 17 percent of
architecture firm principals. While thats drastically better than
1973, when women represented 8 percent of architectural
school graduates and a stark 1.2 percent of
licensed architects, the numbers make clear that
the upper echelons of the field remain heavily
male dominated.

Equity in the new era and redefining

successful design practice
But in this era of connection, we have
the opportunity to better communicate the
power and value of diverse thinking and
broader representation in the design of the
built environment. Changing the ratio of
underrepresented professionals isnt just a

Pinch Points, Equity in Architecture Survey 2014. Credit: Atelier Cho Thompson (continues on page 15)

Catherine House
Sperry Van Ness
2010 Past President past presidents
When I arrivedin San Francisco in 2001, I was surprised with the similarities between the commercial real estate industry
in the UK and the US. Over and over I heard from men in the industry that I should join CREW, an organization that does
not exist in the UK. I deduced an element of jealousy that a similar organization did not exist for them.

At the end of the day, I work with people because they are good at what they do, rather than due to their gender.
CREW enables relationship building and education that has helped me open my own franchise company and
become one of the top-performing brokers in the country at SVN.

14
(continued from page 14)

In the new era, Equity by Design looks

forward to making new connections with
CREW SF and the AEC community to
expand the conversation and promote
actionable plans for equitable practice
in the workplace to change the ratio.

entrepreneurship, stronger alliances, and opportunities

for civic leadership. We will expand opportunities and
improve the access to design for more people than
ever before. It is only then that our projects will have
the most impactnot only on day one but also far into
the future to influence generations yet to be born.

How will the new era affect design and building

AIA WLS Women in Architecture 19732014
Credit: Kate Schwennsen, FAIA for AIA WLS 2015
numbers game; equitable practice yields direct gains with
economic and social impact. An inclusive design process
is achieved not just by those sitting at the table but by
stakeholders at all levels contributing to the diversity of ideas
in a more engaged and meaningful way.
In the book A Whole New Mind: Why Right-Brainers Will Rule
the Future3, Daniel Pink postulates that in the new Conceptual
Age, mastering key skills and sensesdesign, story,
symphony, empathy, play, and meaningwill determine who
thrives. The focus will not be just to produce better documents
or better construction techniques at a lower cost and higher
sustainability; we will disrupt the way things have been done
and establish new ways that will champion the important core
values of our ever-changing pluralist communities.
How does this relate to architecture? By focusing on listening,
adapting, and developing empathy for the communities where
we live in and serve, we will develop new forms of collaborative
professionals? Equitable practice will focus importance
on talent retention and engaging workplace culture,
providing greater support to our staff. We will adopt new
models of mentorship and resource sharing to create stronger
support networks for navigating work-life flexibility, caregiving,
and career advancement. In order to thrive, we need to focus on
the importance of the health, safety, and wellness of our talent
resources. As we have seen in the disruption of other industries,
the call for design talent is expanding into other professions.
Business schools are teaching design thinking, clients have higher
expectations for design/build or integrated project delivery, and
competition for design talent in related professions providing
higher compensation is eroding the talent pool.
Next steps for the Equity by Design Committee
In the 2014 Equity in Architecture Survey, less than 50% of men
and women surveyed were so satisfied with their current job
situation that they would not consider leaving. This should spark
a conversation about how to improve the current state of practice
and workplace culture to support architecture and aligned careers
in the built environment as viable professions for all.
(continues on page 16)

Laurie Gustafson
Sedgwick LLP
2015 Past President past presidents
I had the privilege and honor to serve as the 2015 President of CREW SFone of the best experiences of my
career! The outstanding leaders on our CREW board and committees and I had an exciting year, thinking big,
taking risks and stepping out of our comfort zones. We launched a vibrant new committee, the Rising Leaders
Group, the first group in the San Francisco Bay Area specifically dedicated to the advancement of young
women leaders in commercial real estate. For the first time, in 2015, over 30% of CREW SF members made
individual donations to the CREW Foundation to help fund scholarships for young women seeking careers
in commercial real estate, industry research, and career outreach.Our chapter also raised a record-breaking
$14,000 for the Foundation at our Winter White Benefit.

15
(continued from page 15)
Equity in Architecture Survey 2014 Factors Influencing Job Satisfaction
Credit: Atelier Cho Thompson
In 2016, the AIA SF Equity by Design Committee is continuing
our work tackling complex issues surrounding talent retention
with the following initiatives:
1. The 2016 Equity in Architecture Survey, which seeks to gather
information on the professional experiences, backgrounds,
and aspirations of approximately 3,0005,000 men and
women who have graduated from architecture schools in
the United States. Parallel survey tracks are to be provided
for the following:
n those currently working in an architectural practice
n those who have worked in an architectural practice
in the past, but are currently employed in another
profession (either in an aligned architecture/engineering/
construction (AEC) field or not)
n those who have worked in an architectural practice in the
past, and who are either currently not employed or are
taking a career break or leave of absence
2. The AIA SF Equity by Design Committee will host its 4th
Symposium on October 29th, 2016 at the San Francisco
Art Institute. The day is designed to combine data sharing
Anne Blackburn, EdD
Executive Advisory Forum
1987, 1988, 1989 Past President
I was lucky to serve as CREW SF President for two terms and as National Network President too. As a member
now for 25+ years, its been rewarding in both work and life. I made many friends years ago when we were first
starting CREW, as well as among current members, who provide ongoing support.
As a member of both CREW SF and CREW East Bay, I can attest to the truth that one receives much more than
one gives.
16
of the new Equity in Architecture survey findings,
active dialogue, and learning-by-doing in one of
the citys richest architectural assets. Interactive
breakouts follow each knowledge session. Through
active discussion and engagement of open-design
thinking exercises, participants will generate creative
solutions to relevant practice issues confronting
architects, allied and emerging professionals, and
leadership. Participants will generate actionable
and equitable practices to be collected and turned
into Equity by Design Equitable Practice Guides
and distributed as an open resource to transform
the future of the profession.
In the new era, Equity by Design looks forward
to making new connections with CREW SF and
the AEC community to expand the conversation and promote
actionable plans for equitable practice in the workplace to
change the ratio. Please join us!
1
http://lineshapespace.com/the-era-of-connection-is-coming
2
http://press.princeton.edu/titles/10665.html
3
http://www.danpink.com/books/whole-new-mind
About the Author
Rosa T. Sheng, AIA, is a senior associate at Bohlin
Cywinski Jackson. As a licensed architect with 21
years experience in architecture and design, Rosa
has led a variety of award-winning and internationally
acclaimed projects, from the aesthetically minimal,
highly technical development of the glass structures
for Apples original high-profile retail stores, to the innovative and
sustainable LEED NC Goldcertified Lorry I. Lokey Graduate School
of Business at Mills College. Most notably, as the founder and chair
of AIA San Franciscos Equity by Design committee, Rosa led The
Missing 32% Project, a 2014 Equity in Architecture Survey and research
study, which launched a national conversation about achieving
equitable practice in architecture. Since the group published its key
findings, Rosa has presented in Boston, New York, Lisbon, Atlanta,
Philadelphia, Seattle, New Orleans, and San Francisco. Equity by
Designs outreach for equitable practice in architecture has received
national press in Architect Magazine, Architectural Record, and The
Wall Street Journal, at TEDxPhiladelphia, and on KQED/NPR. Rosa
currently serves as assistant treasurer on AIA San Franciscos board
of directors and is a member of the AIA National Diversity Council,
as well as the Society for College and University Planning and the US
Green Building Council.
past presidents
WORKING WITH EXECUTIVE RECRUITERS TO POSITION
YOURSELF FOR YOUR NEXT CAREER MOVE
2016 CREW Network Industry Research Committee

In 2014, CREW Networks Industry Research Committee set out

to investigate gender questions and issues related to working
with executive search firms recruiting for senior executive and
C-suite positions in the commercial real estate (CRE) industry.
The project consisted of interviewing 11 representatives from
10 executive search firms located in major markets in the
United States and Canada, using a list of interview questions
that addressed the recruiters background, the positions
involved, candidate engagement, job market activity, and any
differences between the recruitment of men and women.

Summary and Recommendations

This is a time of great opportunity for women in commercial
real estate. As the recruiters noted, CRE organizations now
recognize the benefits and competitive advantages of diverse
leadership and are actively seeking women as candidates for
their senior executive and C-suite teams. These recruiters are on
the front lines of this transformation, and its often their job to fill
the diversity gaps that exist today.
Although they reported that the pool of available qualified female
candidates for the highest positions is limited at this time, they
offered valuable advice and perspectives on the attributes they
seek for todays leadership positions, as well as ways for women to
increase their chances for consideration; these recommendations
were echoed throughout the recruiter interviews. Whether you
are seeking a senior position or hope to advance your career to
the next level, the advice below can greatly enhance your visibility
to executive recruiters and significantly increase your odds for
success once you have been identified.
n Network, network, network. Its common wisdom that
most jobs are filled through networking, so the foremost
recommendation is to build a vast network that specifically
includes recruiters and other high-level executives who may
be able to refer you. When looking to fill a new position,
many recruiters will tap their own networks, as well as
professionals they have previously placed. Therefore, having
recruiters and industry leaders in your network will increase
your chances of being identified.
n Ask for a referral. If youre actively seeking consideration
for a new position, look for a respected mutual
acquaintance who can introduce you to the recruiter. Many
of the recruiters reported that a referral from someone
they respected carried a great deal of weight and would
place you on their radar screen.
n Keep your LinkedIn profile up to date. Maintaining a
complete, up-to-date online profile, especially on LinkedIn,
is critical to increasing the chances of a recruiter finding you.
Nearly all of the recruiters use LinkedIn as either a primary or a
secondary resource. Including information on your profile that
a typical rsum cant hold, such as articles and presentations,
is also extremely helpful. It should be noted that, because
(continues on page 18)

Jennifer Raike
Old Republic Title
2002 Past President past presidents
It is a great honor to be the first recipient of the San Francisco CREW Chapter MVP award.

I am excited to be acknowledged for over 25 years of service and involvement as an active member of CREW
San Francisco. Not only have I learned leadership and negotiation skills but more importantly, I have built both
professional and personal relationships that are invaluable.

17
(continued from page 17)
many recruiters will check multiple online sources, including
Google searches and Facebook, you should take steps to
ensure that any publicly available information about you
presents you in the best possible light.
n Be visible. As many of the recruiters noted, just getting in
their databases is not necessarily helpful. Particularly for
higher-level positions, theyre looking for a combination
of leadership and demonstrated expertise in the particular
area of CRE. To stand out, they recommended involvement
in professional organizations, participation in online
professional communities, speaking for industry events, and
writing for trade and association publications.
n Prepare for the interview. Although the need to prepare for
an interview may seem too obvious to note, every recruiter
emphasized its importance. Before the interview, thoroughly
research the position description, the company (if disclosed),
and the individuals with whom youll be meeting. Equally
critical is the preparation of your responses. Be prepared
to talk about your unique qualifications and the value you
would bring to the organization. Rehearse examples from
your experience that highlight your leadership abilities and
the results you achieved. In addition, think through any
skills you lack and how you might overcome those, as well
as difficult situations youve handled in the past. Bottom
line: Know the position, know the company, and know why
you can make a difference.
Cultivate your executive presence. Nearly every
n Headley, Vice President, DTZ Indy (CREW Charlotte); Hiew Kang,
recruiter stated that, overall, women do not convey the
same level of confidence or authority as men do in the
interview setting. Therefore, women must evaluate and
cultivate their executive presencefrom their dress to
their speech patterns to their nonverbal gesturesand get
professional coaching if needed. In particular, they must
become comfortable discussing their accomplishments
Alone we can do so little; together we
can do so much.
and leadership experience, be willing to take a position on
industry trends and issues, and be ready to respond directly
to questions regarding compensation.
It is without question that the CRE industry will benefit from a
more inclusive and diverse talent pool at the senior executive
level. Women need to be vigilant about equipping themselves for
higher positions and at the same time sponsoring and mentoring
other women to make a difference in the industry collectively.
With CREW Networks continued commitment to advance
women in CRE, the next steps of this research project will be
to develop training to help CREW Network members put these
recommendations into practice. As Helen Keller once stated,
Alone we can do so little; together we can do so much.
CREW Network exists to influence the success of the commercial real
estate industry by advancing the achievements of women.
Thank you to the 2014 CREW Network Industry Research Committee
for its dedication and commitment to the development of this white
paper: Chair: Karen Samuels Jones, partner, Stinson Leonard Street
LLP (CREW Denver board liaison); Linda Adler, attorney/shareholder,
Carlton Fields (CREW Miami board liaison); Gail Ayers, PhD, CEO,
CREW Network (staff liaison); Susan Cipione, attorney, McGuire,
Craddock & Strother, P.C. (CREW Dallas); Katherine Gibbons,
Investment Director, Principal Real Estate Investors (CREW Chicago);
Cheryl Hardt, First Vice President, CBRE Group, Inc. (CREW NJ); Dee
Managing Director, Southeast Region, Butler Burgher Group, LLC
(CREW Atlanta); Sharmion Kerley, Marketing & Communications
Director, CREW Network; Jennifer Robinson-Jahns, analyst, lease
administration, CBRE, Inc., Global Corporate Services (CREW Seattle
and Sound); Tonya Schloemer, Senior Project Manager, Corporate
Real Estate & Facilities, TD Ameritrade (CREW Denver); Anne Spencer,
director, Orlando Office Brokerage Services, Cushman & Wakefield
(CREW Orlando); Beth Zafonte, Director of Economic Development
Services, Akerman LLP (CREW New York).

Valerie Concello
Commercial Real Estate, Inc.
2012 Past President past presidents
CREW is a great organization of women and men who want to make a difference in our profession and are
seeking ways to elevate the stature and roles of women in commercial real estate. I have had the privilege during
the last 10 years of my involvement with CREW to have worked side by side with some of the most talented,
professional, bright, creative, and dynamic women in our field. They range in age and experience: from young
leaders starting out to very seasoned pros in the latter part of their career. While we might be in an industry
that has more men than women, through CREW I have seen women who refuse to be defined by societys idea
of what they should be.

18
A WORD FROM OUR SPONSORS
AND THAT WORD IS...
Possibilities
At Pankow, we believe in thinking beyond
the building. Weve created a nimble
organization that enables us to be a
responsive, service-oriented builder. While
we collaborate and work transparently with
all project stakeholders, we advocate strongly
for our clients. We continuously strive to see
more possibilities and add value in the form
of fresh ideas, greater efficiency, less waste,
and more fun.
Founded in 1963 and operating continuously
in California ever since, Pankow has a stellar
reputation for a collaborative, innovative, and
efficient approach to the building process.
This stems from a deep-rooted understanding
and implementation of the companys core
values: client service, safety, integrity, a
passion for building, and innovative thinking.
Pankow is a proud sponsor of CREW SF
and supports its mission to develop and
advance women as leaders in commercial
real estate. CREW has provided our women
with opportunities to assume leadership
positions on the CREW SF Board of Directors,
among the Rising Leaders Committee, and at
the CREW California Conference. Together
with CREW SF, we are proud to support and
mentor our member employees throughout
California to see the possibilities, engage
the power in people, and deliver valuein
everything we do.
Engage with us at www.pankow.com,
or email Kristina Owyoung Vinson at
kvinson@pankow.com.
Committment
As San Franciscos go-to water damage
response firm, Ideal Restoration prides itself on
being a good corporate citizen and a leader
in the community. From working with the
Salvation Army to create job opportunities for
returning veterans, to donating remediation
and abatement services to low-income
homeowners, Ideal is committed to giving back
to the city we call home.
In his State of the City address, San Francisco
Mayor Ed Lee praised Ideal for our commitment
to veterans, as well as our new 28,000-square-
foot headquarters in the Bayview district. The
mayor recently visited Ideals headquarters to
discuss how the city can help ensure that Ideal
can get San Franciscos tenants and occupants
back up and running as quickly as possible after
a disaster.
As San Franciscos largest emergency response
firm, we are committed to being on-site and
ready to work anywhere in the city in under
an hour. Our clients and their tenants depend
upon us, and we do not take them for granted.
Commitment to our partners, clients, and the
city we live in is what were all about.
Leadership
At Sedgwick, we know that leadership cannot
exist without vision and empowerment.
Developing women leaders is fundamental
to who we are, and it is why we established
the Sedgwick Womens Forum over a decade
ago. One of the first womens initiatives at
a law firm, it focuses on advancing women
attorneys to positions of influence and authority.
We understood thenas we do nowthat
investing in our women attorneys is crucial to
our success.
Our commitment shows in our numbers: 35
percent of the firms leadership positions are
filled by women, and 50 percent of Sedgwicks
new lateral partners are women. Sedgwick
is ahead in the legal industry, with 33 percent
of our partners being women, exceeding the
national average of 26 percent.
Its not just in the numbers. Our leadership
is further strengthened by the individual
accomplishments of our attorneys. A few
examples: Retail attorney Stephanie Sheridan
was recently appointed office managing
partner in San Francisco, the firms largest office;
Washington, DC, partner Barbara Werther is
recognized as one of the leading construction
and government contracts attorneys in the
country and cofounded the National Women
in Construction Conference; Los Angeles
partner Marilyn Klinger is chair emerita of our
Construction Practices group and Chambers
USA ranked; San Francisco partner Lillian
Stenfeldt heads the firms Creditor Rights and
Bankruptcy group; and San Francisco partner
Laurie Gustafson, 2015 president of CREW SF,
was recognized by the SF Business Times as
a Woman of Influence and is a nominee for
the 2016 ELEVATE Industry Impact Award in
commercial real estate.
Our leadership shows in our collective
experience, which spans the globe and virtually
every industry. The women of Sedgwick are
standout attorneys, industry influencers, and
advocates for the continued focus on inclusion
and diversity across the legal field.
For more information about Sedgwick
and the services we provide,
please visit www.sedgwicklaw.com.
19