Women Lead at the County of Santa Clara

Santa Clara County, Calif. – It’s no coincidence that the County of Santa Clara is an organization where women thrive.

It starts at the top with a deep recognition of the benefits of diversity and a commitment to creating a culture that supports women and offers them true opportunities for leadership.

The numbers tell much of the story. Sixty-five percent of County employees identify as women, while 54% of the County’s executive leaders are female. Women comprise a majority on the Board of Supervisors.

Behind those statistics is a firm belief that gender diversity, and diversity of all kinds, improves the County’s policies, makes for a healthy and dynamic workplace, and enriches the services the County delivers to the community.  

“I feel so proud to lead an organization where the majority of our workforce is women and where such a large percentage of our workforce is women of color,” said Greta Hansen, who became the County’s first female Chief Operating Officer in 2022. “We have a highly diverse workforce compared to most organizations, and that diversity is a critical strength of our County. It allows us to better understand and better serve our entire community.”

The County of Santa Clara has long been a leader in advancing the interests of women and promoting gender equity. The County’s Commission on the Status of Women, which was established in 1973 and celebrated its 50th anniversary this year, was the first of its kind in California.

One of the signature accomplishments of the commission, which seeks to reduce gender discrimination and improve the lives of women and girls, was the creation in 1998 of the County’s Office of Women’s Policy. The County remains one of a small number of local governments in the United States with an office dedicated to bringing a gender lens to its programs and policies.  

The Benefits of Diversity 

There are many benefits of diversity but, in conversations with female leaders in the County organization, a couple themes emerge. First, having people from different backgrounds and with a variety of lived experiences brings a broader and deeper range of insights to deliberations about policies and programs. Second, the County builds trust with a diverse community when residents see themselves reflected in the people who provide them with services.

“Diversity in any organization is enriching,” said Dr. Eureka Daye, Director of Custody Health Services for the County of Santa Clara. “We think of diversity in terms of ethnicity, race and gender, but there’s also a diversity of ideas, experiences, creativity and how you see the world.”

People are more willing to voice their opinions and participate in the County government process when they feel included, said Dalia Rodríguez, Assistant Sheriff for the County Sheriff’s Office, and that extends to reporting crimes.

“We live in Silicon Valley, and this population is extremely diverse,” Rodríguez said. “When we as law enforcement respond to calls for service, people want to see themselves. It's easy for them to have a conversation with people that look like them, with people that speak their language, with people that have that same culture.”

Female Leadership

The advantages of gender diversity are evident in the qualities that female employees and leaders bring to their roles, traits that include collaboration, empathy and inclusiveness.

“Women bring unique perspectives and strengths to leadership,” said Hansen. “We bring empathy and emotional intelligence. We bring our experiences as mothers, daughters, leaders and caregivers in our own families and in the broader community. We also bring our experience of overcoming stereotypes, discrimination and the challenges of living in a society that continues to be very patriarchal and discriminatory to women.”

For Deputy County Executive Kasey Halcón, one of the traits of a good leader is investing in employees and encouraging them to bring their whole selves to the workplace. When employees are treated with inclusivity and respect, everyone benefits, both inside and outside the organization.

“The quality of service that any individual employee can provide is directly related to their ability to feel supported and understood in the workplace,” said Halcón. “As a leader, my investment in a County employee is an investment in the community, because an employee who feels seen and heard and led with integrity is more likely to provide excellent service.”

When women are in a position of leadership, said Margaret Olaiya, Director of the County’s Finance Agency, they just want to get things done, and they tend to go about it in a collaborative way.

"Women in leadership roles prioritize effective action and collaboration over personal recognition – we don’t put on airs or worry about who gets the credit," she said. "Women in leadership are dedicated to ensuring tasks are completed and fostering team unity. We value diverse perspectives and well-thought-out decision-making, focusing on collective success and team advancement."

Protima Pandey, Administrative Services Manager of Custody Health Services for the County of Santa Clara, ties the gradual ascent of female leadership to society’s increased focus on diversity, equity and inclusion, as well as positive changes in workplace culture.

“I don't want to say that there are certain qualities that only we have as women, but I would say that, since women have started to make key decisions in leadership roles, we have started to see more focus on inclusiveness, more focus on ensuring that we think about the stories that aren’t being told, whose perspective has not been considered,” Pandey said. “The ability to have a family-friendly workplace – that is purely because of women coming into the workforce and finally ensuring that we move towards making work actually work.”

The Keys to Success

Creating opportunities for women to lead, particularly women of color, starts a virtuous cycle, lighting the way for the next generation of women. 

“You can’t be what you can’t see,” said Pandey. “It gives me confidence when I see other women of color that are in leadership positions to know that if I work hard, I could also one day succeed.”

It also creates a network of mentors, which is one of the most important ways for any organization to enable the success of women.

“I do a lot of sponsorship and a lot of mentoring,” said Dr. Daye, who oversees health services for inmates in County correctional facilities. “As a woman, you feel obligated to light the pathway for women to come up behind you.”

In her time with the County, Pandey has found there is no shortage of women to whom she can turn for guidance.

“I have not had to worry about finding someone I feel comfortable with to share a challenge that I'm having or approaching people to say, ‘I'd like to learn from you and find out how I can keep growing in the County organization,’” she said.

Another essential ingredient for female leaders is resilience, according to Dr. Daye. You have to be prepared, you have to seize opportunities, and you have to be tenacious in the face of adversity, especially when you are working in traditionally male-dominated fields.

“You really have to be resilient in corrections, which is a quasi-military setting,” Daye said. “You’re not shattering a glass ceiling – you’re shattering a cement ceiling.”

The Path Ahead

Despite the gains by women in the South Bay, there is still work to be done to eliminate gender discrimination and ensure that women have access to the same opportunities as men. 

One way the County will pursue that goal is through an ordinance known as the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). In April, the County of Santa Clara became the fourth county in California to approve such an ordinance, which is based on an international human rights treaty adopted by the United Nations in 1979 but never ratified by the United States. The ordinance commits the County to examining its internal operations and eliminating any gender-based discrimination.

Meanwhile, the County will continue to build on its commitment to diversity and fostering a workplace where women flourish. Part of that is encouraging the next generation. We asked some of the County’s female leaders for their advice to young women about their future careers. Their responses follow below.

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Susan Ellenberg, District 4 Supervisor and President of the Board of Supervisors

“First, make sure you know how government works and build relationships with local community leaders and elected representatives. Be involved, make sure your voice is heard and your opinion is both acknowledged and sought.    

“Second, use your tools of critical analysis to examine everything you hear, read and see. Verify information before leaping into action, outrage or celebration.   

“Third, be empathetic. When you encounter someone who holds an opposing viewpoint, learn about the person’s experiences, life journey and challenges. Even if you don’t agree, you must always see a whole human in front of you.”  

Cindy Chavez, District 2 Supervisor

“Be open to try different challenges, to push the envelope and not be afraid of failure. Find out what works and what doesn’t work for you, and, in the process, you’ll learn a lot about yourself. Learn about the world by pushing yourself to explore and understand other cultures to have a better understanding of the world we live in today.”   

Greta Hansen, Chief Operating Officer

“I think girls should know that they can do absolutely anything that they want to do; that we are living in unprecedented times where the specific skills, experiences and things that they learn and know growing up as women are increasingly valued in every work context; and that they should feel free to bring their whole selves and experiences into their professional lives.

“And they should know there are a whole lot of women leaders in key positions who are here to support them in doing that. Particularly in public service, there are opportunities to serve the community and lead the effort to create a more equitable society for everyone – whether it's based on gender, race or ethnicity, sexual orientation, or any facet of a person’s identity.”

Margaret Olaiya, Director of the Finance Agency

“If I can be in this position, so can you, right? And there's no time like the present to start. Within the County of Santa Clara, we have student internship programs. Take advantage of it. Come talk to me. Talk to any of our leaders in the County. We are receptive. We're looking for a next generation of leaders to come.

“So we're waiting for you. Your seat is here. I'm not going to be here indefinitely, so I need you to take over my position. Whatever it takes to get you there, we’ll be ready to support you.”

Kasey Halcón, Deputy County Executive

“First, never make yourself smaller for anybody, including yourself. If you have a belief about who you are and what you can be, do it. Challenge yourself. 

“The second part is, find a mentor if you have a career that you're interested in. If there's something you find fascinating, seek out someone you can work with and ask questions of.

“And if there's anybody out there who's interested in government work, they can come right up to the 11th floor here at the County Government Center and talk to me or anybody here. We'd be more than happy to sit down with them and help them understand the breadth, the depth, the beauty that is community service and government work and connect them with anything they need.

“So, don't be afraid. Take the elevator up, show up on our doorstep and ask us to show up for you – and we will.”

Consuelo Hernández, Director of the Office of Supportive Housing

“Be kind and don't compare yourself to anybody else. It’s easy to think you aren't successful when you measure yourself against people. I strongly encourage young women to be authentic, be themselves, and to only measure themselves against the goals they have set for themselves.”

Protima Pandey, Manager of Custody Health Services

“Don't let anyone say you can't do this, that or the other, because you’re a girl. That’s step one, bottom line, baseline. 

“You are yourself, true to yourself, an individual who has a lot to share, to give to others, and somebody who has their own unique strength – and don’t let anyone take that away from you. Nobody gets to define who you should be, how you should be. 

“And, finally, you are never alone. When someone says ‘no’ to you, or someone refuses to help you, look outside. There are people and places that are waiting to help you, that have their doors open. And if you need the courage to walk through those doors, ask somebody. Always remember, if something is troubling you, you can turn to somebody for help."

Dalia Rodríguez, Assistant Sheriff, Santa Clara County Sheriff’s Office 

“My advice for young girls, in whatever it is that they want to do, it's important for them to know, one, that you have support. Two, you must have a plan. If you have a plan, you will always succeed. Whatever it is that you want, it's there for you to take it.

“Whatever it is that you want in this world, whether it be county government, whether you want to work for a software company, whether you want to be in law enforcement, it's yours, it's there at the table. All you've got to do is have a solid plan, find your support, and go get it. It's yours.”

Dr. Eureka Daye, Director of Custody Health Services

“I would say to any young girl, but particularly girls of color: Show up, go after it. Always take advantage of any opportunity that presents itself. Show up, be brave. Know that you can do anything and everything. Make sure that you have those sponsors around you, mentors around you. But don’t be afraid and have confidence to do whatever it is your heart desires. Whatever dream you may have, go after it.”

Dr. Jennifer Tong, Chief Experience Officer, Santa Clara Valley Medical Center

“I would say to high school girls who are thinking about their future careers, be cautious and interested when people talk to you about ‘work-life balance.’ I actually don't like that term myself because it implies a state of perfection, of perfect balance, and I don't believe that is worthy of our pursuit.

“Work-life integration is a phrase that is more commonly being used now and I think is a very worthy goal. So, it means when you're at work, you can be thinking about your life outside of work, and when you're at home, you can be thinking about your life at work. And sometimes they're going to blend together – they don't need to be perfectly in balance or perfectly distinct from one another.

“You don't have work on one side and life on the other and try to get them perfectly balanced. Otherwise, you'll drive yourself crazy trying to achieve that state where the little thing in the middle is perfectly upright and both sides are perfect. Sometimes work is heavier, sometimes life is heavier.

“Sometimes in a single day, they'll go back and forth, and certainly within a week they'll go back and forth. And that's okay. And that's what I want all women to know.”