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Alison Moore, the CEO of Chief, is advocating for a “lattice” approach to career progression for women leaders to replace the traditional linear corporate ladder. According to Moore, who assumed the role in February 2025, the future of work for women involves “multi-hyphenate” identities—where executives balance C-suite roles, solopreneurship, and strategic pauses to accommodate life stages and technological disruptions.
Moore took the helm of the member organization and community platform during a leadership transition that saw founders Carolyn Childers and Lindsay Kaplan move into strategic board positions. Childers now serves as chairman and Kaplan as board director. Moore, who previously served as CEO of Comic Relief US and held executive roles at companies including HBO, NBCUniversal, and Condé Nast, describes her role as a “baton grabber” tasked with steering the organization to support women in senior leadership roles.
The shift toward a non-linear career path is driven by what Moore describes as the “continuum of life,” including the disproportionate share of childcare and eldercare responsibilities that often fall to women. This reality, combined with the volatility of the modern economy, has led many senior leaders to seek autonomy through fractional roles or entrepreneurial ventures rather than strictly vertical climbs.
AI Integration and the Gender Gap in Governance
A recent joint report by Chief and The Harris Poll indicates that women leaders are not resisting artificial intelligence but are instead focusing on its ethical deployment. The research found that 80% of women surveyed are actively involved in their organizations’ AI strategies, with a primary focus on AI governance, ethics, and responsible implementation.
The data suggests a preference for intentionality over speed. According to the report, 83% of respondents agreed that caution regarding AI adoption is a marker of good leadership rather than a resistance to technology. Furthermore, 73% expressed concern that the “critical thinking gap” within workforces will widen over the next three years.
Moore argues that institutional knowledge and leadership pipelines do not scale automatically with technology. “The companies that will win aren’t just the ones moving fastest,” Moore said during the release of the report. She stated that women leaders are working to ensure that the humans keeping pace with AI do not get left behind in the process.
The ‘Lattice’ Model vs. The Corporate Ladder
Moore is challenging the “outdated mode” of the linear career ladder, which assumes a constant upward trajectory. She proposes the “lattice” as a more accurate metaphor for the modern executive journey, allowing for “zigs and zags,” lateral moves, and “power pauses.”
This evolution is particularly evident in the rise of “multi-hyphenate” leaders. Moore defines these as women who may simultaneously hold a C-suite position, invest in new companies, build their own ventures, or provide mentorship. This flexibility allows women to maintain “proximity to power” while gaining autonomy. For example, Moore points to fractional CFOs and COOs who provide subject matter expertise to CEOs on a project basis, securing high-level strategic work without the constraints of a traditional full-time corporate rhythm.
Moore attributes this shift to massive disruptions, citing the 2008 financial crisis and the COVID-19 pandemic as catalysts. She notes that while return-to-office (RTO) mandates and childcare pressures create downward pressure on women, many are using these disruptions to rethink their career pathing with more intention.
DEI Rollbacks and Organizational Inclusivity
Addressing the climate of diversity, equity, and inclusion (DEI) rollbacks in the U.S., Moore stated that the environment changed significantly at the beginning of 2025. Despite this, she reports that corporate sponsors of Chief continue to prioritize professional development and the agility that diverse leadership provides.
Moore noted that the organization is adapting its corporate partnerships. Rather than simply providing memberships, Chief is creating learning and development events within companies that benefit a broader group, including the men who report to or collaborate with Chief members. This flexibility allows the organization to maintain its value proposition even as some companies shift their DEI budgeting frameworks.
On the topic of inclusivity, Moore acknowledged past criticisms regarding Chief’s transparency and communication during the vetting process for new members. Having been a founding member in 2019 and leaving in 2022 before returning as CEO, Moore stated that these communication gaps were rectified several years ago. She emphasized that diversity of experience and identity is a “business imperative” that drives better business outcomes and remains a core commitment of her leadership.
The organization continues to operate as a vetted network based on seniority and business experience. Moore indicated that a future goal for the community is to expand how members advocate for and pull along the pipeline of women reporting to them, moving beyond individual membership to broader systemic mentorship.
Chief continues to monitor the impact of AI on the gender gap and the evolving needs of senior executives. Further updates on the organization’s strategic direction and its ongoing research with The Harris Poll are expected.
Do you believe the “lattice” model is a viable replacement for the corporate ladder in your industry? Share your thoughts in the comments below.