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53 working women share their compelling stories on navigating pay equity, the baby penalty, #MeToo, and yes, not being afraid of the word “ambition”
What San Diego Women Want
In 2018, women graduate from college in greater numbers than men, and we account for just as many entry-level hires—with pretty equal salaries. But mid-career, around the time that many women start families and/or could pursue upper management roles, we stall. On average, our numbers fall off—the number of hours we continue to put in, the number of dollars we get paid, and the number of us represented in the board room.
There’s even some confusion tangled up in the terminology. For example, a company might compensate workers equally for the same jobs (pay equity). But if most of the executive positions are filled by men, there’s likely still a gender pay gap (which compares the average of men’s salaries to the average of women’s). So women need to fill more leadership positions. And to get there, we need mentoring, executive coaching, helpful networks, and respect in the workplace. To stay there, many require flexible schedules and higher salaries to afford help at home.
Promoting women is an investment with a great return: Studies show that companies perform better when they have women calling the shots. We interviewed dozens of successful women about their rise to the top, how they got there, and what still needs to change.
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“At my last company, I was invited to the board meetings. The entire board was significantly older men. I was quiet and newer to the company. They’d bring the food in those meetings, and before I knew it, I was passing out food and people would wait for me to do it. I realized one day that passing out food is certainly not going to help me become a powerful player in the room.
So, when the food would come to the table, I would leave the room and give them time to sort it out themselves; and then when I came in I might not have had my first choice of entrées, but I was no longer the person who immediately fell into the secretarial/maternal mode. It was a very deliberate decision I made to make sure I was equal to everyone else, even if I was younger and the only woman. Eventually I gained a lot of influence and would often participate or lead those meetings.
Now, if I observe that type of [serving] behavior, I will quietly pull them aside and point it out or ask a man to go serve, because now I’m in a position where I can control the room a little more. Those cues matter.”
—Lynn Herrick, General Counsel, Chief Human Resources Officer and Corporate Secretary, GreatCall
What San Diego Women Want
Illustration by Verónica Grech
“If somebody else had a PhD and an MBA at 29 and was starting a company, I would have thought they were ambitious and successful. I was hearing things like ‘Oh, sweetheart, who’s going to run the company for you?’ Um, excuse me? When I was the CEO [of Cypher Genomics, which she sold to Human Longevity], you shake hands at the beginning of a meeting, and I would be skipped over because they thought I was an assistant or didn’t know what I was doing there. It was super frustrating. I think a lot of it is totally unconscious bias. I filed it away, a kind of motivation like, ‘I’m going to show you that you’re 100 percent wrong about your assumptions and you’re going to wish you had a chance to invest in my company.’”
—Ashley Van Zeeland, President, Yara Bioscience
“The advice I would give a young leader is to be vulnerable. You don’t have to know everything. Being inclusive and asking for people’s opinions and ideas is not a sign of weakness; it’s a sign that you know how to empower your team. I also believe that’s a big difference between men and women. As you sit in a leadership meeting, men have no problem asking questions or challenging. Women start their sentences with ‘I hear you, I understand.’ A man comes off as just talking to get to the bottom of something. It’s not fair, but it’s the reality.”
—Sarah Jennings, Vice President of Sales, Classy
“HR is by far the function where you have the most female representation. Over 60 percent of HR executives are women. That doesn’t mean you have respect at the table at the C level. Early on, at previous organizations, I had to get over that I was the only woman. I had to learn the strategic aspect of my role, to move on from—not necessarily an emotional place, but a soft place, and a ‘people perspective’ only. That meant positioning my function with the group: here are my recommendations, here’s how it’s going to drive the business, here are the tactics to do that, and then demonstrating success and providing metrics along the way. That’s what I had to learn to gain credibility. You have to connect it to the business. Otherwise, it’s a great idea, but how does it drive the business?”
—Sheryl Roland, Vice President of Human Resources, SmartDrive
“In 2005, I was sitting at a bar in New York with one of my biggest advocates and mentors. He pulled out his pay stub and showed it to me. The check was for mostly the whole year. It was far more than what I was making. It was far more than I thought even possible. I remember when I later hit that amount. I’m not sure I would have asked for raises or promotions if he hadn’t shared that pay stub with me. Often women are not in these conversations about what’s possible. We need to talk about money more and help women know what is possible.”
—DeAnne Steele, Managing Director, U.S. Trust
“I had taken three weeks off of work to get married and embrace a two-week honeymoon with my new husband. I worked extremely hard for over a year to be able to take this time off worry-free.
Little did I know, while I was away my company put my business through an audit to ensure that I really was capable of such success. It was not until I returned that my boss told me what happened, and how they thoroughly investigated my work prior to paying me.
Working very hard and with integrity in order to take the time off and earn a hefty paycheck was something I was very proud of. However, knowing I was doubted really discouraged me and made me feel less valuable than I thought I was to my company. It was humbling. It taught me to never get too confident but to still be grateful for my individual accomplishments.”
—Lara Schulte, CoFounder, Generation.Mom
“Don’t ask for a promotion until you’ve completed a professional development plan. This should be a living document you update regularly with your supervisor and mentor, detailing what gaps to close and milestones to achieve for your next promotion. You must advocate on your own behalf to have continuous professional growth, and it is your responsibility—not your manager’s—to vouch for your progression. Generally speaking, you are promoted when the company requires the role and/or you are already performing at a higher level. Don’t be shy about your ambitions. Ask what the company growth plans require and what you need to accomplish to move up.”
—Dawn Barry, Cofounder and President, Luna DNA
“As a young manager, I realized I was underpaid and making less than my male counterparts and junior male colleagues. I approached my manager with my résumé and asked him a few questions, including ‘Do you think I’m underpaid?’ and ‘Do you think I’m an A player, or should I take the calls from the competition?’ I negotiated my way to a fair salary and compensation.”
—Dana Alligood, Southern California Market Executive, Bank of America
“After working at Illumina for 10 years, I decided to stand up for myself and ask my manager to do an adjustment in salary if there was any difference between my peers and myself. It was one of the hardest things I have ever done. Before having the discussion, I practiced what I wanted to say multiple times in front of the mirror. I was surprised: He accepted my request and thanked me for knowing it was my career and if I didn’t care about it, no one would.”
—Ida Khodami, Associate Director of Global Operations, Illumina
“Everyone is coming from a different place; sometimes it’s not from your perspective, and that’s where conflicts or challenges happen. I’ve had team members, both men and women, who have never reported to a woman before. They approach me differently than they would a male supervisor. As women, we shouldn’t be expected to tolerate that kind of behavior. If someone comes and says something disrespectful or rude, would that person ever say that if their supervisor were a man? That tone would never come across. And I’ve had to call them out and say, ‘Look, at the end of the day, the buck stops with me. I’m the supervisor, this is my project, and you need to approach me differently.’ It’s not always easy. Everyone has a story, a background; sometimes we need to put ourselves in their shoes. The more you try to understand their position or reaction, the easier it becomes to deal with the stress. Every time I’ve stepped back and said, ‘What is really going on here?’ I’m able to find a resolution. People like to get into the weeds of what their work is, their contribution is, and make it all about them. And you have to yank them back and really address the issue. It’s not a personal thing. They’ll take you giving constructive criticism as saying they’re not competent in their job. I would say, ‘No, it’s not about competency, it’s about being more diligent about your work.’ For me, it’s separating what’s personal about the situation and what’s the real issue.”
—Susie Harborth, Chief Operating Officer, BioLabs
What San Diego Women Want
Susie Harborth | Photo: Flavio Scorsato
“I finished my undergraduate and master’s degrees from MIT in an accelerated way, and at 22, was the youngest-ever product manager at my company. Being female and young, I was always shy about asking for a raise, asking for a better project, asking to be involved in the next big things, etc. My sister told me that doing excellent work is not enough; to get ahead you need to speak up and ask for what you want. This was not easy for a shy 22-year-old, but I decided to take her advice. I promised myself that every meeting I went to, I would speak up at least once. I immediately saw positive results and impact. I started asking for more growth opportunities, and my lightbulb moment was when a manager told me ‘Oh … I never knew you would be interested,’ and then put me on the project.
I got to be the product lead for the HiSeq X Ten because I was persistent in asking to get involved in launching a product in the sequencing market. The launch of the HiSeq X Ten system was the most successful in the history of Illumina. It can sequence up to 16 human whole genomes in less than three days at a cost of $1,000 per genome; compare this to 2003, when it took 13 years to sequence one human genome and cost about $2.7 billion! That’s 1,581 times faster and 2,700 times cheaper.”
—Pantea Khodami, Senior Market Development Manager, Illumina
“All I wanted was to help alcoholics and addicts find a new way of life. In the ’70s Dr. Tom Rusk wanted to hire me to advocate for drug-free workplace policies to companies. Initially, I told him I didn’t think the San Diego business world was ready for a woman to do that kind of work, and he might want to look at having a man do it instead. This was 45 years ago, and San Diego business was still very much a man’s world (as was the rest of the country). The minute I got in my car to drive away from that meeting, I thought, ‘Why did I turn that job down?’ I wrote him a letter that he still has to this day: ‘Dear Dr. Rusk, I must have been out of my head, because I am the only person who can do that job for you, so I would like to re-interview with you.’ He graciously interviewed me again, and I went to work for him for about five years.
I later formed a nonprofit corporation to meet the needs of people with substance abuse disorders. We now serve 11,000 individuals a year. Can you imagine? If I hadn’t stopped myself from being intimidated, we wouldn’t be serving all those clients who need us today!”
—Jeanne McAlister, Founder and CEO of McAlister Institute
“I’ve been working with an executive coach for the last two years. Early on in my career I got feedback on how I came across at meetings, and it wasn’t necessarily the words I was choosing, it was the tone I was using. It was the body posture. So I will very rarely cross my arms in any situation—it comes across as combative, rather than open. I’m constantly sitting in meetings with my hands by my side or on the table; I’m very, very aware of where my hands are, as well as my facial expressions. When I start to feel myself get defensive about something, I have to be very conscious of the tone of my voice, to make sure that I’m coming across as truly wanting to solve the issue and not taking it personally.”
—Sarah Jennings, Vice President of Sales, Classy
“When I first started working for myself, I had to gain the confidence to distinguish the nuances of working for my clients as opposed to working with my clients. I wanted to establish a four-day in-office workweek, but was nervous clients might not feel confident about this. I gradually came to the realization that this was not something I needed to ask for—it was something I needed to set forth as the head of my own firm. I sent an email letting clients know this was the new procedure, and although I was not physically in-office on Fridays, I was still available and all time-sensitive matters would be handled.”
—GG Benitez, CEO, GG Benitez & Associates Public Relations
“I was pregnant raising money for [Cypher Genomics], and I’d hear, ‘Jeez, do you really think you’re going to come back?’ A male CEO, they have kids all the time. I guarantee they’re not asked, ‘Are you going to come back after the birth of your child?’ I was surprised they were asking that. The company was my first baby. I willed that thing into existence, so ‘Nah, I’m good now’ was never a thought in my head.”
—Ashley Van Zeeland, President, Yara Bioscience
“I’ve pumped in filthy bathrooms, dirty closets, and in cars on the way to meetings. Not exactly the most sanitary way to prepare your newborn’s food. When the PR firm I worked for moved to a newly built coworking space, Moniker Commons, we asked the owners to make a space for pumping. And they did! They built out an unused closet and created a nursing lounge with a recliner, table, privacy sign, and electrical power. I was able to have privacy in a clean space outside of a bathroom, and it helped me pump efficiently so I could get back to my desk. You never know until you ask, and I’m proud that future women will have a space to pump for their babies.
Don’t eschew motherhood in the workplace. Too often we’re made to feel that we have to pretend we don’t have kids so we aren’t discriminated against. If anything, being a working mother means we are capable of more. We multitask like nobody’s business, and we have zero time to slack off.”
—Kelly Brown, Founder, Kelly Public Relations
“I took a big risk when I asked the board of directors for flexible work hours once my youngest child was born. As the CEO, I recognized this may not be workable for the company, but I also knew I couldn’t care for my new baby in the current work situation. I offered to stay on as CEO, transition to another position, or to resign if that was best for the company. My oldest child had special needs, so in order to adequately care for him and a newborn, I needed to reduce my hours. The organization already offered a variety of working arrangements for parents, but I recognized that the role of CEO was different from other positions. I wanted very much for the organization to succeed—something that was more important than my desire to remain on as CEO—so I felt very much at peace about my decision. After a brief deliberation, the board approved my request. I was gratified to be so valued and trusted by the board of directors.”
—Michaelene Fredenburg, President and CEO, Life Perspectives
What San Diego Women Want
Illustration by Verónica Grech
“When I was starting out, I wish I had known I should focus on doing what only I could do. Only I could lead my business and be a mom to my kids. But lots of other people could do administrative work, housework, etc. I should have outsourced sooner. My other piece of advice for working mothers is to figure out what your minimum effective dose of self-care is and make that happen every day.”
—Lisa Druxman, Founder, Fit4Mom
“Running an initial public offering during the San Diego wildfires with a husband at sea and a child with a newly diagnosed medical condition just about crushed me. I was reminded of the quote by Reed Markham, former speechwriter for the Supreme Court: ‘Successful leaders see the opportunities in every difficulty rather than the difficulty in every opportunity.’”
—Julie Ames, Vice President of Corporate Communications, Biocom
“After taking over five years off to be a stay-at-home mom, I decided to freshen up my résumé and go back to work as a business systems analyst. I got lots of attention from recruiters at first, then they would go cold when they saw I had been out of the workforce for several years. Ultimately that gap in employment was the reason I didn’t make it past the first interview phase. It was both a surprise and very frustrating! I was definitely thinking I should have gone back sooner.
After months of this, I decided to embrace my inner entrepreneur and launch a business I was passionate about. Looking back, I realize I wouldn’t have pursued my dreams if I’d gone back to working full-time for someone else.”
—Suni Gargaro, Founder and Designer, Sunia Yoga
“Since I have my own business, I have to ask myself what I need, as well as communicate that with all my business partners and team members. When I went back to work after having my third daughter, I decided how much maternity leave I would need to recover and made sure everyone else on my team was okay with it. I’m grateful to be part of a business that’s taking a stand with paid family leave, which includes 12 weeks of fully paid leave for moms, dads, and adoptive parents, and up to six additional weeks paid for recovering from childbirth. I want every mom and dad to feel comfortable with that transition from the home back to the office.”
—Cassandra Curtis, Cofounder and Chief Innovation Officer, Once Upon a Farm
“I had a high school counselor tell me retail was in my blood. I went into the Gap retail management training program and worked for them for almost eight years in nearly every product category, deciding what’s going in stores. It bred a foundation for understanding consumer trends and the marketplace and doing that at a large scale. Right when I moved to San Francisco I started noticing changes in my body—losing hair, cystic acne, I’d cry on the bus to work for no apparent reason. No doctor could tell me what was going on. On my downtime at work, I was reading wellness blogs. I was attending wellness networking events versus those of the industry I was in. I started thinking, ‘Has this experience awakened this newfound calling?’ And the answer was yes. I enrolled in the Institute of Integrative Nutrition remotely. My husband had an incredible job waiting for him here. We took the leap.
That’s when I decided to launch [the website] Good Life—working one on one with women on their wellness goals. I coached women on how to find accessibility, ease, and fun in living well. It was so rewarding, and I was consistently making product recommendations. But I’m like, “Why am I sending them to Amazon? I know how to do this! I’ve been in retail for 14 years!’
I launched a shop encouraging women to come in and relate with each other. It’s a way for them to connect and share their health journey and have a hug or a tear over it. That is unlike anything I’ve experienced through the digital world. It’s hard to offer that connection on an online platform. It’s my favorite part of owning a brick and mortar.”
—Leah Kirpalani, Founder and Owner, Shop Good Beauty Boutique
What San Diego Women Want
Leah Kirpalani | Photo: Flavio Scorsato
“In one of my first jobs I was one of very few females with an all-male management structure. It was hard to participate in the water cooler chat that was centered on football and ‘guy movie’ quotes. When I tried to participate it was awkward for all of us. Up until that point I had turned a blind eye to gender differences. But comments like ‘You probably never want kids, right?’ started to sting. I decided to share with my manager that I felt isolated and the diversity I brought was not appreciated. As I did, my eyes started to water up and to my surprise, so did his. He just looked at me and said, ‘I am so sorry; please tell me what I can do to help. I want to support you.’ In this moment I realized men need to be part of the solution and men want to be part of the solution.”
—Aboli Rane, Senior Regional Segment Manager, Illumina
“It felt like I always had to work harder than the guys. The decision-makers are men, and they like their buddies. I always felt at a disadvantage because I don’t talk sports. They have a natural connection to each other. Few general managers of hotels are women. I worked at a hotel chain that only averaged about 8 percent female GMs over the course of my 20-plus years with the company.”
—Mairead Hennessy, General Manager, Estancia La Jolla Hotel & Spa
“The first day I showed up at work, all the mothers were abuzz that the new head of school had car seats. For 130 years, the prior leaders were always religious sisters who lived on campus and did not have children or husbands to balance. With three little ones, I find that the community and I are constantly rewriting new norms to accommodate a new chapter for OLP where a woman who is married, and has children, is now leading the school.
Although many times we think of education as a female-friendly work environment, it is not nearly as common for a young woman to be leading a secondary school. I remember when I became principal [at my alma mater in Northern California], I was pregnant at the time, and I received many questions about how I was going to handle running a school of over 1,200 students while caring for an infant. Even after my third pregnancy while serving at OLP, the questions still kept coming! It’s still a shock to many, to see a woman with young children as a top executive. Breaking barriers is really about creating a new norm, a new model, that others can follow.”
—Lauren Lek, Head of School, Academy of Our Lady of Peace
“The students in my entrepreneurship classes are about 60 percent men, 40 percent women. The women are more likely to come up with ideas that are not just profit-driven but also help society. Women are more likely to think, ‘If this business started up, what are the changes I’m bringing to the customer and the people involved?’ Men are more likely to focus on a novel idea and less likely to think about the social and community aspects of it. Men are more interested in doing something others haven’t done before. There are exceptions, but in general that’s what I observe.”
—Congcong Zheng, Associate Professor of Entrepreneurship, Fowler College of Business at San Diego State University
“I have some amazing women executive friends. We were having a conversation and I brought up the fact that Salesforce just created gender equity for hundreds of thousands of employees nationally, to the tune of $3 million. We were saying how long all of us knew about pay inequity. Many of these people are HR execs and, of course, they see what people are getting paid. One said, ‘When they made me a VP, I knew I was getting paid 70 percent of all the other VPs in the organization, but I was so grateful to be within the executive ranks that I wasn’t about to make waves.’ It’s a hard-won privilege to be recognized in that way. And it’s not instant, like, ‘Now I’m in power like everybody else.’ It’s, ‘Now I really have to prove that I’m equal to everybody else.’ There wasn’t one of us who hadn’t had that feeling. But you’ve earned this, girl, you’ve got this, and you deserve to earn what any other executive would doing what you do.”
—Susan Penn, Founder and CEO, Reinventure Coaching and Consulting
What San Diego Women Want
Illustration by Verónica Grech
“Find as many male mentors as you find female mentors. It’s traditionally their game, so if you want to play you need to learn from the people who have played it well and who understand the rules.
I have what I like to call my own board of directors, which are people that I’ve either worked for in the past or met through an organization or event. They’re not in my current work environment, so I can be honest with them. I tap into them a lot—some every three to six months—and some are on my favorites list on my phone. Even from a young age, you should have that. It’s a secret weapon. Tap into people and their expertise.”
—Lynn Herrick, General Counsel, Chief Human Resources Officer, and Corporate Secretary, GreatCall
“To feel valued or worthwhile—and this is well documented—women feel they have to be masters at what they do. They spend all their time and energy on mastering a particular software or service. What happens is, they do it to the detriment of building a network, and for those that do, they’re so reticent to leverage that network and build the allies, coalition, and ecosystem that allow women to climb. You’re so focused on your job, you lose sight of your career. You wonder why it’s been 15 years and you haven’t gotten anywhere? You’re irreplaceable. We have to stop being tacticians and be strategic in how we show up in our jobs, our careers, and our society.
If being a strong self-advocate is too much to swallow, if that image doesn’t sit with your worldview, then I want you to put your kids and your community on the other side of the ledger and think about society. By you not pursuing things in an ambitious way, you’re not as capable to serve your family, community, and society. It has to be about something other than your self-image. If we’re so attached to our self-image that ambition can’t be a part of how we see ourselves, then we need to change the way we view the motivation for ambition, which is to help others, not necessarily ourselves.”
—Holly Smithson, CEO, Athena
“Late in 2015, after 10 years of working with my boss, he challenged me to rise to the next level. What did I foresee in my career? Where did I want to go? I told him: vice president. And he said, ‘You’re right, I see that potential in you.’ He made it very clear to me there was a path moving forward, but I had to make it happen. I put a plan in place. Part of that plan was for me to take on additional leadership roles within COI and the life sciences community. I put a committee together to rate me and my skills: Two VPs from public companies interviewed members of our senior staff. The investigative work went on for about six months. I wanted this to be no-holds-barred. If I was not deserving of it, then I can take that. But I was going to do everything I could so that I was deserving of this promotion. I achieved my promotion to VP of HR and Admin in late 2016, a year later.”
—Fran Senchak, Vice President, Human Resources and Administration, COI Pharmaceuticals
What San Diego Women Want
Reema Poddar | Photo: Flavio Scorsato
“Growing up, I never thought I would be a computer science engineer. My passion was to become a doctor, because in second grade, my dad had five heart attacks in one day. I made up my mind: I’m going to be a cardiologist. I will save the world and no one will ever go through what we are going through. The first time I touched a computer was when I was in grad school in Bangalore. The way that technology has transformed from then to now, I’ve been able to touch more patients with the software and technology I built at General Electric than I would have if I’d been a cardiologist.
You see a lot of women pursuing technology degrees, but then they drop it because they don’t understand how you can apply this. If you don’t share the story of how technology changes the world, you’re really not creating an interest in the area. GE Girls was a big initiative I started. We’d go to middle and high schools and bring them to the company for mini courses. I wish I could’ve done it when I was girl! We show them it’s not just about coding; there are several aspects. How do you listen to the customer? You need the skills of empathy; if you’re a good writer you capture the story and then you work with the engineers to break it down. So at GE, with that concept we came up with the idea of hiring 20,000 female technologists by 2020—not just engineering, but sales, marketing, product management, and testing. And they’re on track to get there.
At Teradata we have a mentorship program called Terabytes. It also provides a social network with activities and opportunities for learning and building relationships, and they also see how we are investing in them.”
—Reema Poddar, Senior Vice President of Product Development, Teradata Corporation
Jonathon Glus on the Art + Design District, investing in the creative economy, keeping artists in the city, and what we can learn from places like London and Chicago
Jonathon Glus is the Prebys Foundation senior fellow leading the development of the Art + Design District at the Downtown San Diego Partnership. He has been asked what an arts and design district is many times. In our conversation, I asked him instead to describe what it isn’t. His answer opened up a broader discussion about what San Diego has and hasn’t invested in, what it has the capacity to become, and what other cities have done that we haven’t. Glus speaks about global art fairs and architecture biennials in Chicago and long tables at dinner parties all with the same fluency. He also discusses who gets to live in the neighborhoods where creative work happens, and what it means when they can’t afford to stay.
Jonathon Glus: It is not a place designed intentionally and specifically for tourists. Of course there will be opportunities for tourists to come, but the district is really focused on creatives, on creative education, and on the creative workforce—as well as our major performing arts organizations. That is the emphasis.
[It needs to] develop greater connectivity between the anchor institutions—the symphony, Broadway San Diego, the opera, all the wonderful things happening in Balboa [Park]—and the creative workforce that will be living and working in that neighborhood 24/7.
We have not been intentionally investing in the contemporary art product that other major cities have been building. A contemporary art fair. A biennial that reflects the ethos of this region. Chicago developed an architecture biennial about eight years ago. London has a design biennial. Desert X, right here in Southern California, invests in and elevates contemporary artists inside a city. We have not really been playing in the global art market in a way that we have the capacity to.
We have a wonderful foundation. Two theater companies that produce work that goes to Broadway more than many regional theaters in the country, major museums, artists teaching at UC San Diego and University of San Diego. What a city does when it wants to take itself to the next level is intentionally create the product. Miami went after the Art Basel fair; they did not passively receive it. You have to have the intention and the will, and you have to go after it. We haven’t done that in the way that other cities have.
Look at what we did with the tech sector; we’re now a major tech center. That was intentional. Leadership organized around it. We have to do the same thing around the arts. We have a lot of contemporary art collectors here. We have a lot of galleries. But the ecosystem of the business of contemporary art is not as organized or as visible as it should be.
It’s bits and pieces of different cities. Dubai has invested very quickly and very intentionally in contemporary art—art fairs, design fairs, higher education, artist residencies from all over the world. London has centered artists and creatives in the contemporary zeitgeist in a way that was not true 40 years ago. They built biennials. They ensured British artists had affordable housing and workspace. They made sure the media paid attention to what they were doing.
If you don’t have an artist at your dinner table, it’s not a dinner party. That sounds elitist, but it’s true. It shows the value that artists have in a community. Our relationship culturally with Tijuana is really significant here because artists in Baja seem to be at the table.
They aren’t. When super creative people are in a community doing extraordinary work, that draws other super creative people doing extraordinary work. That’s why other arts and design districts around the world end up populated with some of the most interesting restaurants and young fashion designers. Creatives want to be around other creatives.
Our creative economy already employs about 170,000 people and generates more than $11 billion in economic activity. It’s large and robust. But we must center all of this in accessibility and affordability. Williamsburg used to be affordable. Artists can’t afford to live there anymore. Wicker Park and Bucktown in Chicago—artist central, now unaffordable. If we’re going to invest in this district, we have to be really intentional about housing and workspace, so creatives have a place in the future of this district.
I think the lesson is that nothing changes. What do people love? Long tables. Why? Because you’re with a lot of people—some you may have known your entire life, but most you don’t. And if it’s driven by a creative process, all the better. We know one of the best ways to do that is around food, but also music.
For the Art + Design District, part of why we’re leaning into the process is because, culturally, we’re bringing down the barriers between film, fashion, multimedia, tech, and architecture. It’s an experiential mashup in the best possible way.
And it’s not just about art and design, but community writ large. Creative expression is something we all desire. Whether it’s at a long table, at the opera, or in your studio, we gravitate toward creative expression as a way of building community and communicating with the people around us.
I hope you are writing about this in seven years when the district is fully mature. But this is just the beginning for all of this. I think that’s what’s most exciting to me. We don’t know what this is going to be like, but we know it’s going to be creatively centered, and that’s super exciting to me.
A conversation with Sebastián Morúa on art, community, and why the club’s future heroes should include the creatives helping build it
Sebastián Morúa is the Senior Vice President of Brand & Innovation for San Diego FC. He oversees Playmakers, the program through which the club has, over the past three years, engaged with over 80 working artists—not as marketing partners, but as co-creative directors.
Morúa didn’t build Playmakers as a community-outreach program bolted onto a Major League Soccer franchise. He built it as the identity of the franchise. When we sat down, he talked about the World Cup, San Diego’s creative workforce, his challenge to other sports franchises in the city, and the mural of heroes he hopes people will see one day when they close their eyes and picture San Diego FC.
Sebastián Morúa: I want to answer that in two parts. Philosophically first—because I think what you’re really asking is why should any sports team do this when most don’t.
Sport is a platform for transformation. It has proven that over and over. We saw it this summer with countries participating in the World Cup for the first time and what that did in their home countries—the sense of self-identification, pride, possibility. That is the power of sport.
When you take a sports team that’s fueled by that principle and understands what it could mean for other stakeholders in a community, you start to think about what you can accomplish in collaboration with them. One of those stakeholders, very early on, was the creative community. If we were going to build a team that represents this place and its people, we needed to go to the source. Artists are uniquely positioned to translate the essence and the soul of a community. When you zoom out and look at the multitude of artists in a place, you start to see the fabric of that local culture. That’s where the sense of pride and possibility gets unlocked.
Our mission is to create opportunities for talent to flourish and make San Diego shine. That means the club is a platform. When we started doing the early research for the brand, we brought artists into our focus groups. The response was immediate. There was a clear need. In 2024, we ran the first full year of what became Playmakers, working with more than 20 artists to help us tell the story of how San Diego FC could weave 18 distinct communities together.
We’re in the business of developing communities through sport. We’re not in the business of fútbol to entertain communities. That is an outcome—but not the purpose.
No. I wasn’t thinking about where this was going or how much it would cost. It instinctively felt aligned with our organizational purpose, and we made a decision to go for it. Now it’s become what it’s become.
If a fan closed their eyes 20 years from now and tried to paint a mural of the heroes that make up the club, they would see a big percentage of Playmakers artists on that mural. Ask any fan about the team they’ve supported for decades, and they’ll tell you about players, maybe a coach, maybe an owner. We’re expanding that. In our mural, there’ll be artists, entrepreneurs, community leaders, youth coaches. The community will be present.
Three to five years from now, Playmakers is an established community of creatives who have co-directed the identity of the club and the evolving identity of San Diego. If we keep the pace we’ve kept, we should have collaborated with 150 to 200 artists whose stories we’ve told and whose next steps we’ve helped support.
There’s a huge benefit for us as a club and as a brand. This is symbiotic. The artists have a need, we can support that need, and in return the community cares more about our club because of the investment we’re doing in the community. That’s what I would tell another organization.
San Diego is waking up to how much it has to offer the global conversation around culture. There’s a purity to life here—partly because of the weather, which allows us to spend so much time outside, in nature—and that exists alongside this incredible richness in food, music, art, and now sports.
I have a sense that San Diego is ready to unlock its full potential. You see it in the artists and creatives here. They’re ready. There’s very little hesitation. It’s more like: “Hell yeah, of course I want to do this. I know I’m talented. I’ve been waiting for something like this.”
That energy, combined with the unique lifestyle and character of this place, creates a really exciting sense of what San Diego can become in the years ahead.
I would ask: What would you say to the other big players in San Diego who are—or could be—shaping the cultural fabric of our community? Do they understand the symbiotic benefit? Are they supporting it?
Because Playmakers, in the end, is a cultural compass. It’s making sure that San Diego still feels—and will always feel—represented in the creative process of building San Diego FC and what that means for San Diego.
The pitch is a canvas. Athletes are painting collectively during every game. There is a story in every game. That’s the link between sport and art. At the core, it’s the same creative process.
Artists and advocates are building a more sustainable creative future through public funding, political organization, and cross-border collaboration
This is part of a three-part series. This is Act III. See Act I and Act II here.
We’ve been here before.
In 2012, city funding for the arts and culture in San Diego had eroded. As a corrective, the city council unanimously approved “Penny for the Arts”—a promise to dedicate roughly one penny of every dollar spent on hotel rooms (the Transient Occupancy Tax, or TOT).
The logic was fair and sound: Cultural institutions and events help attract visitors. Those visitors pay hotel taxes. So, the people agreed, some of that hotel-tax revenue should go back into maintaining the cultural ecosystem that helps bring those visitors and that money.
Projected as a five-year plan, the measure was supposed to increase funding to $17.9 million by 2017.
It never did. The penny was never guaranteed, so each year the city used part of it for other priorities. By 2023, the money going to arts and culture was up to about a half a penny. Even as TOT revenue has gone up significantly.
In 2019, TOT revenue was $245 million.
In 2025: $325 million.
One fix would be to guarantee the penny. Not simple, given San Diego’s financial woes. But the alternative—eroding the culture that makes San Diego San Diego, give it its identity—also doesn’t feel wise. Plus, even a locked percentage still rises and falls with tourism, which is why culture advocates want a guaranteed floor on top of it.
Another solution would be to give the arts commission actual authority.
“It’s an advisory body,” says arts commissioner Kamaal Martin. “You’d be hard-pressed to find anybody who takes our advice.”

He described the commissioners debating real, consequential questions this year, like whether and how to divide the cuts between funding pools. But those conversations “don’t connect to whoever’s actually deciding,” Martin says. “We haven’t been entrusted with decision-making about relevant things nearly enough.”
Christine Martinez is building political infrastructure through her organization Arts+Culture:San Diego—which is starting a 501(c)(4) lobbying structure not unlike police and fire unions. Martinez is also keeping her community actively engaged. “We won’t be caught off guard next year like we were this year,” she tells me.
Then there’s the evergreen issue of affordability and accessibility. Kiplinger’s most recent report ranks San Diego as the 11th most expensive city in the US, based on cost of living. The average home value is $980,700 (the US median is $540,000), but San Diego’s median household income is only one-third greater than the national level. Rent is also 66 percent higher than the national average ($2,716 vs. $1,636).
This is why San Diego has long suffered from the creative brain drain—creatives leaving for more affordable cities. “Artists are free to live wherever they want, and they will go where the rent is affordable,” says Jennifer de Poyen of Space 4 Art. “When they leave, they take their gifts with them, and their contributions, and their economic impact.”
One saving grace is the presence of Tijuana, where the cost of living is about 60 percent lower than San Diego, per Numbeo. Tijuana has long functioned as an affordable neighborhood for many in San Diego’s creative culture. It’s part of the reason why the binational identity is such a constant in our galleries, music, theater, murals, and culture. While that cross-border blood flow is one of San Diego’s most compelling attributes, few artists living that life would call it convenient or easy. A city is at a disadvantage when its culture creators have to cross a border to go home at night, and cross again the next morning to work.
In May, San Diego County Board of Supervisors approved a $2.75 million arts initiative of its own. It includes an Artist Space Grant Program aimed directly at the affordability crisis, as well as an artist-in-residence program, a dedicated Binational Creative Economy Investment, and a one-time investment in the Black Arts and Culture District in Encanto.
Bob Lehman of San Diego Art Matters has been doing county-level, binational organizing for years; in 2023, he helped get the county’s arts commission reestablished after 30 years of defunctness. That’s important because it gives arts and culture an official seat in county government, advising the County Board of Supervisors on arts and culture policy. He also brought in consultant Laura Zucker, who ran LA County’s arts program for three decades, to build a real regional plan.
“I really believe we’ll have something set up here that other communities come and look at,” he told me. “A national template other cities come to learn from.”
When asked who decides which artists will get the new grant money, county arts commissioner and executive director of the Chicano Park Museum and Cultural Center Monica Delgadillo Hernandez doesn’t hedge.
“That’s part of the infrastructure we’re going to be building,” she says. “What should a panel of reviewers look like? Should it be the commissioners? Should it be other folks? A supervisor?” She was just as candid that the commission itself doesn’t reflect San Diego’s population—Chicano communities are roughly a third of the city, she tells me, “and that’s not represented at the table yet.”

The great news is that none of these solutions have to be invented from scratch. Numerous cities serve as examples of what’s possible—if we have the will.
Jonathon Glus—Prebys Foundation Senior Fellow for Art & Design, the Executive Director of the Art + Design District, and board president for California for the Arts—worked in Houston before coming to San Diego. The Texas city dedicates 74.5 percent of its hotel tax to arts grants by formula, and that support is guaranteed. Washington, DC locked in dedicated arts funding in 2019. Salt Lake City, my hometown, has run a voter-approved arts tax for almost 30 years, most recently reauthorized through 2034. And just this summer, New York City pushed cultural funding to a record $323.8 million, even incorporating an emergency fund.
Denver’s model is interesting because instead of a city-dependent funding model, theirs is a 0.1 percent regional sales tax. In place since 1988 and renewed by voters three times, their Scientific & Cultural Facilities District has distributed between $54 million and $85 million to arts, culture, and scientific orgs—each of the last 12 years.
This is part of a three-part series. This is Act III. See Act I and Act II here.
None of these cities got there by accident. They decided, on purpose, that arts and culture were worth protecting from politics—and, in some cases, worth building an entire identity around.
“That’s how Miami has flipped the switch,” says Glus. “People go to Miami for culture as much as they do the beach.”
San Diego has spent decades selling itself backward: Beach and weather first, culture as an afterthought you might stumble into. Glus would love to see the strategy flipped: Visitors should come for the art, “and then, by the way, you’re on the beach.”

“I do think it was a wake-up call for the community,” de Poyen says of the budget fight. “People understand that our funding is vulnerable. It was a lesson in how much power people have when they coalesce. But wow, is it painful.”
Glus says he’s genuinely optimistic. “The players have all changed seats, but the work is moving forward.”
“I believe optimism is a moral duty,” says Martin, who’s both power-fist and polite.
In eight months, there will be another budget fight. Everyone I talked to expects it will be worse. But something happened this spring that can’t be undone.
“I hope this rupture has brought us together in a moment of self-realization,” says Leticia Gomez Franco of the Balboa Art Conservation Center. “I hope we stop being so transactional; we begin to see ourselves and each other as partners in this work.”
That’s the whole ask, really. And it’s on all of us.
This is part of a three-part series. This is Act III. See Act I and Act II here.
Aaryn Belfer is a writer and editor specializing in nonfiction across art, architecture, and culture. Once upon a time, she wrote a provocative column for San Diego CityBeat (RIP). She was a runner up in the 2025 Matchbook Stories contest at the San Diego Central Library and is irrationally happy about it. Currently in her Soft Girl Era, Aaryn has expensive taste in (mostly flat) shoes and will choose a great art exhibit or live jazz concert over almost anything else. Except, possibly, Javier Bardem.
At Vi at La Jolla Village, residents don't have to choose between security and adventure, connection and independence. They get all of it.
Today’s seniors are more connected than ever, with a renewed focus on retirement as a time of discovery and enriching experiences. The ultimate reward for a retirement well-earned is the wisdom to appreciate it all, and what better place to enjoy that unique perspective than Vi at La Jolla Village, in the heart of San Diego.
All-access pass to good living.
As a Continuing Care Retirement Community (CCRC), Vi provides access to a connected and fulfilling community while making it easy to plan for future care, should the need ever arise. With a care plan in place, residents enjoy greater financial predictability and long-term value, freeing them to focus on making the most out of retirement.
Resort-style amenities at the epicenter of a cultural hub like San Diego offer a retirement experience unlike any other. Paired with exceptional dining, spacious accommodations and dedicated staff, the best of maintenance-free living is all around. And with the introduction of Vista 360 Well-Being, Vi’s panoramic approach to wellness, there are more ways than ever for residents to access it all.
The harmony of mind, body and community.

The key to longevity is striking the right balance in maintaining an active lifestyle with an active mind in a fulfilling community. With newly renovated community spaces and restaurants, Vista brings a variety of opportunities for residents to elevate their well-being through Vi-exclusive “Signature Experiences.”
Vista Enrich takes an evidence-based approach to brain vitality, keeping residents at the forefront of cognitive health through exergaming (exercising + gaming), nutritional plans and informative workshops. It is also home to The Brain Vitality Studio, an innovative facility dedicated to cognitive fitness that has garnered national recognition.
Vista Discover invites residents into stimulating educational experiences, from chef-led cooking demos and guided wine tastings to lectures at local universities and intimate lectures following cultural outings.
While Vista Enrich focuses on brain health and Vista Discover engages residents intellectually, Vista Explore cultivates a sense of adventure through curated travel and local excursions. But broadening one’s horizons doesn’t always require a plane ticket. One recent event brought a taste of the world right to the community: an onsite “jazz cruise” featuring live music and global cuisine served at a series of themed “ports” all within the community’s own ballroom.
“Location, location, location”

One of the biggest perks of life at Vi at La Jolla Village is its proximity to just about everything. With easy access to transportation and local attractions just steps away, residents can explore and engage with their community at their own pace.
“There are trolley and bus stops within a 5-minute walk that will get you to the beach, UCSD Campus, medical appointments, downtown La Jolla or San Diego, et cetera. We rarely use our car,” said resident Tom Yager.
With the best of San Diego just steps away, residents don’t just live in the city, they live within reach of everything that makes it special.
The best of all worlds.

At Vi at La Jolla Village, retirement isn’t a chapter to slow down; it’s an invitation to discover more. Tailored community experiences created by Vista, paired with the vibrant pulse of San Diego just outside the door, mean that residents don’t have to choose between security and adventure, connection and independence. They get all of it.
This is what an all-access pass to good living looks like: the comforts of an elevated lifestyle, a community built for growth and a city made for discovery – all in one place.
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The history, communities, and creative movements behind a cultural scene that extends far beyond the city’s postcard image
This is part of a three-part series. This is Act II. See Act I and Act III here.
Without concrete, wildflowers are just weeds. Any honest history of San Diego art and culture is tension and its reckonings. It begins before the name existed, with the Kumeyaay. It must pass through the Panama-California Exposition, one hell of a county fair that conjured Balboa Park as our grand cultural stage. It pays tribute to the lights of La Jolla, where the donor pool helped realize unrealizable things. It should mention names like Marston, Scripps, Ochoa, DeWitt, Lopez, Klauber, Baldessari, Torres… so many.
In short spaces like this, long histories like that become roll calls. So this is more of a walk through pressure points, notes on recurring forces and regional oddities.
Border life is key to understanding the here of here. Art without dialogue is just decoration. At its best, that dialogue should be a tad muddy, emotionally gassed. In other words, it should be in need of art—to widen perspective, parse meaning, see the unseen.
San Diego’s central dialogue—the magic and the stressor—is being flatmates with Mexico’s second-largest city by population. That makes San Diego a swing-gate of shared and vastly different perspectives, both its own place and something larger. And in no other major city in the US do the fresh flow of ideas from two countries—different governments, laws, mores, expressions, arts, cultures, traditions, economies, loves, and resentments—mingle at such a constant daily rate (due respect to El Paso).
That binational steam created Chicano Park, one of the most uniquely San Diegan contributions to national and international culture. When construction of the I-5 and Coronado Bridge divided Logan Heights, neighbors protested by transmuting prejudicial concrete into redwoods of Chicano art. Turning a civic wound into a beautiful and enduring landmark that expressed and preserved a core identity—like East Side Gallery in Berlin or Constitution Hill in Johannesburg—is damn near the core of what art is supposed to do.
Like any city, the underground-overground friction is crucial in San Diego. Our culture is headlined by institutions that lift creative work onto national and international stages: MCASD, The Nat, SDMA, Centro Cultural de la Raza, the Symphony, WorldBeat Center, The Old Globe, La Jolla Playhouse, Mingei, Museum of Us, Stuart Collection, Timken, ICA, Comic-Con, etc. The next mutations grow in the seams: street murals, music dives, tattoo shops, wheatpasted walls, graffiti, lowriders, surf and skate art (though in San Diego, this is mainstream), pop-up shows, backyard shows, beach raves, any place with room for people and a loose relationship with regulations.

Both art and culture get their power from power. They’re fundamentally a conversation with and retort against dominant structures. San Diego’s most pervasive structure is arguably the most rigid form: the military. Its presence is heavy in the southern tip (Border Patrol), the middle (Navy and MCAS Miramar), and northern edge (Camp Pendleton). The military is San Diego’s largest employer, by a long shot.
Within this plus-sized environment of order and hierarchy, it’s understandable that Shepard Fairey’s “OBEY” posters in the late ’90s struck such a potent chord. The most compelling punk rock is often outside a strong governor’s window. (The “OBEY” series featured an ominous, propaganda-style André the Giant wheatpasted on random ugly surfaces across San Diego—launching Fairey’s style that he eventually used for Obama’s “HOPE” poster.)
Armed forces are often viewed as the absence of creative culture—understandably so, since rogue individual expression feels like a pretty sure way to sink a war effort.
But in San Diego, the Navy’s unsuspecting role as art creator—directly or indirectly—is hard to ignore. Tattoos are a dawn-of-time practice of many early cultures, including the Kumeyaay. But Polynesia was a core realm. Sailors were exposed to it on deployment in the Pacific Rim, inking their arms with the names of loved ones and unit insignia. Back in San Diego, they’d flaunt those tats in the beaches and bars of Mission Beach or PB (Marines did the same in Oceanside.) Enlistees were the muscular flesh galleries that helped turn skin art into one of the city’s most widespread modern art forms.
During WWII, the military also trained huge legions of San Diego laborers how to build war machines. Those mechanics, engineers, machinists, welders, painters, and metal fabricators used those skills for creative good in their neighborhoods—especially in custom car culture, which took off in the post-war ’50s and ’60s. Mexican-American vets helped develop the lowrider scene, a deeply rooted part of San Diego creative expression. Galleries on slow-moving wheels.
Tourism is the other mainstream force ripe for creating against. It is both critical to San Diego’s economy, and one of the greatest barriers to deeper, more nuanced expressions of what and who San Diego is. The industry of selling our city to passers-through creates a gigantic tarp of cultural tropes. It reinforces the most obvious charms—cute zoo animal takes in an epic sunset with a giant margarita—and doesn’t yield much airspace to the thrilling micro-cultures that live and breathe where locals live and breathe. Nothing against watercolors of dolphins, but much against the hegemony of watercolors of dolphins.
Maybe because of these dominant forces, San Diegans especially tend to force underground and institutional art into a needless cage match. It’s human instinct to champion the underdog as more worthy, but that has always felt like a form of articide.

It’s like saying the only good food is made by gritty upstarts who crafted their own whisks from discarded shopping carts. Most of those plucky whisk-makers would love to eventually be paid properly, would love a stage, a grant, a building, a donor, a lighting rig, health insurance, maybe even one chair that doesn’t threaten the spine.
That’s what the major institutions do. Both stages—the duct-taped and the donored—serve vital roles and deserve commensurate support if we care about the entire lifespan of creative expression and not just its first exciting steps. Championing the starving artist exclusively just secures an enduring poverty for the creative class at large.
I’ve often theorized it’s harder to create great art and culture in cities like San Diego, where the climate is supernaturally pleasant. In colder/hotter/rainier/less beautiful cities, people are forced indoors to fabricate their own beauty (the grunge music of Seattle, the obscene creative output of Reykjavík). San Diego’s eternally mild sunshine tends to make the human body our art medium of choice. But scratch the surface of that surf poster (and I’ve only scratched a miniscule percent here), and this city’s far from the cultural shallows it gets accused of being.
Addendum: A Personal Agenda. In scouting the route of art and culture across San Diego county through history, two areas come up again and again: La Jolla and Barrio Logan. So I propose a collaboration between two icons of artful concrete—Chicano Park and Salk Institute (one of the world’s great examples of brutalism architecture). Let Barrio Logan’s muralists go nuts on that coastal science fortress, unite the realms for a moment in time.
This is part of a three-part series. This is Act II. See Act I and Act III here.
Troy Johnson is the magazine’s award-winning food writer and humorist, and a long-standing expert on Food Network. His work has been featured on NatGeo, Travel Channel, NPR, and in Food Matters, a textbook of the best American food writing.
The city’s cultural sector regained millions after a proposed 85 percent cut, yet nonprofits, youth programs and major institutions still face painful losses
This is part of a three-part series. This is Act I. See Act II and Act III here.
Every spring, Christine Martinez reaches out to the arts community to explain what’s on the line, hoping they’ll engage with the city’s budget process. Cultural funding, she constantly reminds, is almost always strapped to the guillotine. Especially in a city strapped for cash.
“It’s not an easy ask,” says Martinez, manager of Arts+Culture:San Diego. “Showing up is a real cost for small, volunteer-run groups that can’t spare half a day at City Council without possibly having to close their doors.”
Then, last April—with one day’s notice to arts leaders—Mayor Todd Gloria proposed a budget that didn’t trim arts funding; it eviscerated it, from $13.8 million to $2 million. An 85 percent slash. Other city departments faced cuts of about 7 percent.
The scheduled date of the cuts was just three months away (beginning of the fiscal year). Organizational leaders have to plan months if not years ahead to run their organizations. They had made hires, dedicated spending, and programmed their seasons based on a reasonable expectation that support for the arts would be somewhat in line with previous years. (The City has allotted at least $7 million a year to arts every year for the last 20 years, and the last four years have ranged between $13.8 and $18.2 million.)
The day felt even more existential given the national and international climate around the arts: namely, the federal government’s repeated proposal to eliminate the country’s two biggest cultural foundations (NEA and NEH), and the global trend of AI replacing more costly human creatives.
“It shocked everybody,” says Kamaal Martin, arts commissioner and co-founder of Art Power Equity. “If the message had been, ‘Times are tough, everybody tighten their belts a little,’ it would have landed differently. But there was no vision offered for the future, no parity in the cut. It was just, essentially, ‘Fuck you.’”
Among things I’m good at—sleeping late, low bidding for expensive shoes on Poshmark, parallel parking on either side of the street—budget analysis isn’t among them. In trying to understand how bad the finances were for San Diego to propose this drastic cut, I found myself drowning in numbers, pie charts, and politi-speak.
In his April 27 newsletter, Gloria explained that balancing the budget means “asking hard questions about every single dollar this city spends: Is this a core responsibility of city government, or is it something we do when we can afford to?”
Fair enough—if he were to ask those hard questions about every single dollar this city spends. It also makes his conclusion clear: The City of San Diego does not view supporting arts and culture as a core responsibility.
Which begs more than a few questions: Should the City be responsible? If not, then who? How crucial are arts and culture to a city? And since this is a budget discussion, how much revenue does the arts and culture industry generate for San Diego? What’s the ROI?

$1.2 billion.
That’s how much economic activity San Diego’s arts and culture nonprofits generated in 2022, according to the City’s latest Arts & Economic Prosperity 6 report. The industry created nearly 17,000 jobs and generated $878 million of personal income for local residents. About 15 percent of the people showing up to arts events in San Diego are tourists, so money was raised through TOT (Transit Occupancy Tax). The activity generated $275.7 million in tax revenue to the city.
In other words, the ROI seems to be ROI-ing.
Still, there have been signs that cuts were coming. In 2025, the City demoted the Department of Cultural Affairs to a division, folding it into the Economic Development Department (EDD). That meant Cultural Affairs no longer had independence, nor its own leader sitting at the same organizational level as departments like parks and recreation, library, police, and fire. It lost institutional leverage and would now have to compete with other EDD priorities—real estate, airport operations, business development, etc.—for budget allocation.
To be clear, few arts administrators and leaders I spoke with are interested in the either/or false choice of funding law enforcement or after-school programs; the fire departments or libraries. They’re sincere in looking for solutions that don’t leave any single group with a greater burden of righting a long-out-of-balance budget.
Jennifer de Poyen, executive director of Space 4 Art, says Gloria had long been a supporter of the arts, which made his attempted Red Wedding especially upsetting.
Aaryn Belfer is a writer and editor specializing in nonfiction across art, architecture, and culture. Once upon a time, she wrote a provocative column for San Diego CityBeat (RIP). She was a runner up in the 2025 Matchbook Stories contest at the San Diego Central Library and is irrationally happy about it. Currently in her Soft Girl Era, Aaryn has expensive taste in (mostly flat) shoes and will choose a great art exhibit or live jazz concert over almost anything else. Except, possibly, Javier Bardem.
San Diego Magazine's Private School Guide 2026
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