When Wendy Fletcher joined C-Sweet in early 2024, she was at a significant turning point in her career. After serving as the Vice President of Finance at Playboy Group, where her work spanned team building, consumer business strategies, and financial planning, she was exploring what might come next. "I knew I was at the end of my role and wondered if I should pursue board positions or look for a new executive opportunity," she recalled. A recommendation led her to C-Sweet, where she found the support and resources she needed.

The Women in Transition group became a cornerstone of Wendy’s journey. The monthly sessions provided a confidential space for women to share their experiences, explore career aspirations, and receive expert coaching. "It wasn’t just about finding a new job," Wendy explained. "It was about understanding the barriers I faced and figuring out how to overcome them." The group's coaches helped her reframe her career narrative, refine her LinkedIn profile, and craft a compelling story, boosting her confidence in presenting herself as a valuable asset to prospective employers.

The skills and insights Wendy gained from the Women in Transition group played a crucial role in her decision to pursue a new leadership position. She now leads finance for a sports team and stadium preparing to lead the organization through significant transformational change. "This new role involves redesigning everything within the scope of finance, with a short to medium term focus on transforming processes and stabilizing the organization, while focusing on driving growth and profitability in the longer term,” she said. Wendy views this experience as an opportunity to build the skills and experience needed for future board positions. "It’s setting me up for the next phase of my career and will give me the additional heft to be attractive to boards in the future."

C-Sweet’s board readiness resources have also been valuable to Wendy. "I didn’t feel confident at first that I had what it took, but through C-Sweet, I’ve learned about the skills needed and how to prepare myself. It’s more than just sending out a resume; it’s about building the right experiences and connections," Wendy said.

Reflecting on her journey, Wendy emphasized the importance of community and mutual support. "The Women in Transition group wasn’t just about professional development; it was about forming relationships and supporting one another," she noted. The network she built within C-Sweet helped her stay accountable, share challenges, and celebrate achievements with peers who understood her experiences.

Wendy also expressed her gratitude for C-Sweet’s co-CEOs, Beth Hilbing and Dianne Gubin. "Their enthusiasm and dedication to the organization are truly inspiring. They’ve created a space where women in executive roles can find the resources and support they need to succeed," she said. "They are real champions for women, and their passion for C-Sweet is contagious. They make the C-Sweet community and its mission real for all of us."

For Wendy, C-Sweet has been more than just a professional network; it has been a place to grow, learn, and prepare for the future. Whether navigating transitions, seeking board opportunities, or expanding her leadership skills, the organization has provided invaluable tools and a supportive community. "It’s been a journey of self-discovery and professional growth," Wendy concluded. "I’m grateful for the guidance, the network, and the confidence I’ve gained along the way."

Wendy’s story exemplifies how C-Sweet’s Women in Transition group empowers executives to embrace change, enhance their skill sets and find clarity in the next steps of their careers. As she continues her journey, Wendy is more prepared than ever to pursue her goals and make a significant impact in her new role and beyond.

As leaders in the DEI space, we recognize the importance of evolving our strategies to meet the changing landscape. Recently, we sat down with Rachel Ann Williams, Chief Diversity and Inclusion officer at The Motley Fool for a discussion on the state of DEI programs on our podcast, C-Sweet Talks.. Rachel Ann offers invaluable insights and we believe that the future of DEI requires a multifaceted approach that goes beyond traditional methods. Rachel's emphasis on "quiet work"—auditing internal processes for equity without performative gestures—is a powerful reminder that real change often happens behind the scenes. This resonates deeply with our own philosophy at C-Sweet, where we advocate for a balanced approach that marries bold initiatives with subtle, systemic shifts.

However, the journey doesn’t stop there. As we look ahead, it’s crucial to expand the conversation to include not just underrepresented groups but also those who have traditionally held power. Engaging majority groups, particularly straight white men, in DEI efforts is not about diluting the focus but about broadening the impact. By making them active participants in the process, we can leverage their influence to drive meaningful change across the board.

Furthermore, in the realm of venture capital, where diverse networks are often lacking, it’s essential to both build connections and invest in those who already have them. As Rachel suggested, funding managers who are embedded in underrepresented communities is a practical step forward. But beyond that, corporate leaders must commit to long-term strategies that prioritize diversity not just as a goal but as a fundamental business imperative.

At C-Sweet, we see the path forward as one that embraces both innovation and inclusivity, ensuring that DEI is not just a checkbox but a cornerstone of corporate culture. As we continue to lead in this space, we encourage our peers to adopt a proactive, inclusive, and strategic approach to DEI—one that prepares our organizations for the complexities of tomorrow’s workforce.

Join us in shaping the future of DEI. Engage with C-Sweet’s leadership programs and resources designed to empower executives in creating inclusive and equitable workplaces. Let’s lead the charge together.