Organizations representing Massachusetts’ business community, including the banking industry, have come in for criticism from a new report on leadership diversity in the state from the Boston-based Eos Foundation.

“Progress that is yet to be made in achieving parity for women and people of color not only in the leadership of these prominent organizations, but also in the very makeup of the boards themselves,” Eos’ announcement of the report said.

The Massachusetts Bankers Association and NAIOP-Massachusetts were among the 25 leading business advocacy organizations studied in the report from Eos’ Women’s Power Gap initiative.

Among all 25 groups surveyed, Eos found 72 percent of CEOs are men and 28 percent are women, only one of whom is a woman of color, and 60 percent of groups do not have a woman in either the CEO or board chair positions. While women and people of color make up 51.5 percent and 28 percent, respectively, of the state’s population, they make up 18 percent and 14 percent of board chairs. Only 3 percent of boards reported that people of color made up 30 percent or more of their boards, while 76 percent of boards reported being made up of less than 40 percent women. Seven of the 25 groups surveyed did not report board diversity data to Eos or in publicly available information on their websites.

“These groups have outsized impact on the direction and growth of our economy, which makes diversity in their leadership paramount. Without diverse perspectives on economic policy, we risk putting in place less effective policies and alienating our diverse constituencies,” Eos Foundation President Andrea Silbert said in a statement.

The Massachusetts Bankers Association’s 20-member board is 10 percent woman, and has one person of color and no women of color, while its CEO and board chair are both men.

Mass Bankers Executive Vice President Jon Skarin said that while the group has had two women as board chairs in the past six years – the position is an annual one – the group is somewhat handicapped by the board’s bylaws. Board members must be president or CEO of a local bank, and must be distributed among many different categories like size and geography, he said.

“If [female leaders and leaders of color] are concentrated in one asset size grouping or geographic area or one [type of] charter we may not be able to put them all on our board at once,” Sarkin said.

The organization has leadership development programs in place to help more women and people of color rise up the ranks of their institutions, he added, as most bank leaders are promoted internally or are recruited from top leadership positions at other banks.

While NAIOP-Massachusetts’ board chair is a man its CEO and chief operating officer are both women, as is 33 percent of its 46-member board, which also includes two people of color and no women of color. At the same time, NAIOP-Massachusetts’s 21-member executive committee is 48 percent women and has two people of color, neither of whom are women.

“Since Reesa Fischer and I (two women) took over on Jan. 1, diversity equity and inclusion have been a huge priority for us,” NAIOP CEO Tamara Small said. “We agree with the conclusions of this study and are committed to helping to create more opportunities for women and people of color to engage in our organization and within the broader commercial real estate industry.”

In an email, Small highlighted NAIOP’s efforts to create a professional network for senior female leaders and to help them connect with more junior women in the industry, and efforts to build on its successful internship program for college students of color by launching a summer program for high school students of color to introduce them to the commercial real estate world.

“We are pleased to see that more than 25 percent of our members are women – a big jump in recent years and growing that number will continue to be a priority for our organization. What’s more exciting is that our Developing Leader members (those 35 and under) are closer to 35-40 percent women. When we host events we make every effort to avoid ‘manels,'” she said. “For NAIOP, it’s more than just talk.”

The group is also planning a summit on May 8 focused on ways companies can attack diversity issues in commercial real estate and is working on ways to diversify its board.

For any organization struggling to increase the diversity of its leadership, Eos offered four recommendations:

• Creating institutional policies at the board level to guarantee diversity and inclusion.
• Filling currently vacant board seats with women, especially women of color, until parity is reached, even if criteria for inclusion must be reexamined.
• Elevating women and people of color to serve in leadership positions on boards.
• Requiring “unconscious bias” training for boards and leaders to identify how

This article has been updated to include comments from Massachusetts Bankers Association Vice President Jon Sarkin.