Comparison · 14 material differences
Athena Alliance vs The PEER 150
This comparison was generated on request from the records. It carries no editorial verdict and is not indexed. The published comparisons are listed on the compare page.
Read down each column for one organization, across a row for the difference. A bronze mark at the left of a cell means the organizations differ on that row. A dash or “not published” means the organization does not disclose the fact — it is not a zero.
Verified September 2026
Networking organization
Verified September 2026 Athena Alliance
Experienced, high-achieving women and non-binary executives, board directors, investors and founders pursuing board seats, portfolio careers or a career transition
Networking organization
The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
What the records say
- Role or title — Athena Alliance: No single job title is required; Athena states it assesses "the substance of your experience - scope of leadership, influence, and accomplishments" rather than matching a fixed list of titles; The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent.
- Gender — Athena Alliance: "Individual Athena membership is only for women and non-binary people. Our enterprise offerings are for cohorts of both women and men."; The PEER 150: No published gender.
- Geographic restriction — Athena Alliance: No published geographic restriction; The PEER 150: United States.
- Annual dues — Athena Alliance: $6,000 a year; The PEER 150: $0 a year.
Side by side
| Athena Alliance | The PEER 150 | |
|---|---|---|
| Profile | ||
| Type | Networking organization | Networking organization |
| Founded | Not documented | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) |
| Headquarters | United States | Portland, United States |
| Geographic footprint | Predominantly virtual, with more than 100 in-person gatherings a year across the United States and seven rotating summits; the team is described as globally located and location is stated not to be a barrier to membership | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle |
| Members | Not publicly disclosed. Athena publishes programme statistics - over 600 women supported to boards, 16,000+ salon participants, 3,000+ peer group participants - but no current member total. | 800as of September 2026 |
| Chapters | No chapters | 12 |
| Primary audience | Experienced, high-achieving women and non-binary executives, board directors, investors and founders pursuing board seats, portfolio careers or a career transition | Chief human resources officers, chief people officers and other senior HR leaders at large US employers |
| Typical member | "Athena members are experienced, high-achieving women who are actively exploring and pursuing their next chapter - whether that means taking on a board seat, shifting industries, starting something new, or leveling up their current work." Most have significant leadership experience; Athena states no single job title is required and that it assesses scope of leadership, influence and accomplishments instead. Average member tenure is 3.4 years. | Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees. |
| Qualification | ||
| Role or title | No single job title is required; Athena states it assesses "the substance of your experience - scope of leadership, influence, and accomplishments" rather than matching a fixed list of titlesMembers in career transition are explicitly welcomedverified September 2026 · source ↗ | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalentThe organisation describes itself as a national community of senior HR leaders; membership pages do not publish a formal written title test.verified September 2026 · source ↗ |
| Gender | "Individual Athena membership is only for women and non-binary people. Our enterprise offerings are for cohorts of both women and men."verified September 2026 · source ↗ | No published gender |
| Geographic restriction | No published geographic restriction | United Statesverified September 2026 · source ↗ |
| Invitation required | No | Sometimes |
| Sponsor required | No | No |
| Application process | Three steps: complete a brief application, schedule a consultation with a Membership Consultant, then receive a personalised membership invitation. Prospective members can explore Athena beforehand through the free Portfolio of Impact assessment or by attending selected public virtual salon sessions. | Prospective members complete an application form on the website. The organisation reviews applicants for seniority and fit within the local HR community before granting access to events and the member channels. No sponsor or dues payment is involved. |
| Selectivity | Not publicly disclosed. Athena describes an application and consultation process leading to a membership invitation, but publishes no acceptance rate. | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. |
| Cost | ||
| Annual dues | $6,000 a year"Athena membership costs $6,000 annually. It includes access to virtual salons and peer groups, in-person summits and gatherings, a full content library, Athena Academy courses, and a dedicated Member Engagement Advisor." The term runs twelve months from activation and renews automatically using the payment method on file, with reminders sent in advance.verified September 2026 · source ↗ | $0 a yearThe organisation's application page states plainly that membership is completely free. The business is funded by event sponsors and partners.verified September 2026 · source ↗ |
| Initiation fee | Payment can be made in full by card, ACH or payment link, or through a payment plan, which Athena describes as "a schedule on the annual membership, not a month-to-month subscription". Employer sponsorship is not required and many members pay individually. | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · source ↗ |
| Programme fee | Additional Academy courses and coaching sessions with Athena's Expert Strategists can be purchased beyond what membership covers; prices are not published.verified September 2026 · source ↗ | Membership is free. Revenue comes from sponsorship and partnership packages sold to vendors. |
| Event costs | Payment can be made in full by card, ACH or payment link, or through a payment plan, which Athena describes as "a schedule on the annual membership, not a month-to-month subscription". Employer sponsorship is not required and many members pay individually. | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published.verified September 2026 · source ↗ |
| Membership term | Twelve months from activation, renewing automatically | Not documented |
| Structure | ||
| Meeting frequency | Monthly salons and peer groups, more than 100 in-person gatherings a year and seven rotating summits | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference |
| Peer forums | Peer groups and peer networking circles alongside virtual salons; each member also works with a dedicated Member Engagement Advisor | No standing facilitated forums. The core format is a regional dinner of 40-70 senior HR leaders hosted at a member's headquarters, with a tour, workshop or presentation |
| Confidentiality | Not publicly disclosed | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule |
| Time commitment | Not documented | Not documented |
| Organized as | Virtual, Cohort-based, Event-focused | Chapter-based, Event-focused, Virtual |
| Confidential peer forums | Yes | Partial |
| Local chapters | No | Yes |
| Virtual membership | Yes | Yes |
| Online community | Yes | Yes |
| Member directory | Yes | Yes |
| Events | Yes | Yes |
| Programming | ||
| Educational programming | Yes | Yes |
| Leadership development | Yes | Partial |
| Retreats | Partial | No |
| Travel | No | No |
| Family programming | No | No |
| Spouse and partner programming | No | No |
| Next-generation programming | Partial | No |
| Investment discussions | Partial | No |
| Investment opportunities | No | No |
| Philanthropic component | No | No |
| Networking emphasis | High | High |
| Social emphasis | Medium | High |
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Sources
Drawn from the sources listed on each page: Athena Alliance · The PEER 150