About you
With over 20 years of experience in driving transformative Diversity, Equity, and Inclusion (DEI) initiatives, I am passionate about creating inclusive workplace environments that enhance employee engagement, foster organizational equity, and improve retention. My career has been dedicated to building impactful DEI programs across industries, and I am recognized for leading award-winning strategies that have garnered corporate recognition, including the Catalyst Award and the Anita Borg Institute Best Companies for Women in Technology.
I bring a deep expertise in strategic planning, program development, and data-driven decision-making, allowing me to design and implement DEI initiatives that align with business goals. I have a proven track record of partnering with senior leadership to integrate DEI principles into every aspect of the employee lifecycle, from recruitment to retention, ensuring a culture where diversity is valued and respected.
In my current role as a DEI Advisor at OurOffice, I collaborate with clients to assess their current DEI initiatives, identify gaps, and develop tailored strategies that deliver measurable impact. I also bring extensive experience in developing and scaling Employee Resource Groups (ERGs), facilitating DEI-focused discussions, and building strong cross-functional partnerships. I am passionate about using data and analytics to track progress and drive continuous improvement in DEI efforts, ensuring a workplace where everyone has the opportunity to thrive.
What are you looking for in a new role?
I am seeking a role where I can make a meaningful impact by leading strategic Diversity, Equity, and Inclusion (DEI) initiatives that align with organizational goals and values. I am particularly excited about opportunities to collaborate with senior leadership, HR, and cross-functional teams to develop and implement DEI programs that foster a culture of inclusivity and belonging. I am looking for a position that allows me to leverage my experience in data-driven strategy development, employee engagement, and program management, while also offering opportunities for continuous learning and growth in a dynamic environment. Ultimately, I want to contribute to an organization that is committed to making DEI a core part of its mission and business strategy.
What you are interested in working with us?
I am excited about the opportunity to join your team as a Senior Virtual Diversity and Inclusion Specialist (either full time or part time) because of the pivotal role this position plays in fostering a truly inclusive and equitable workplace. The chance to develop and execute comprehensive D&I strategies, particularly in a remote environment, aligns perfectly with my experience in leading virtual DEI initiatives across diverse, global teams. I am drawn to your organization's commitment to embedding diversity, equity, and inclusion at the core of the business, which resonates with my personal and professional values.
I am particularly interested in the opportunity to partner with senior leadership and key stakeholders to shape programs that promote an inclusive culture, drive recruitment and retention strategies, and create meaningful career development opportunities. Your emphasis on data-driven insights and continuous improvement aligns with my approach to ensuring that D&I initiatives have a measurable and lasting impact.
The ability to work remotely while leading initiatives across time zones and cultures is an exciting challenge that I am eager to embrace. I believe my background in strategic planning, virtual communication, and data analysis will allow me to contribute effectively to your team’s efforts in creating a diverse and inclusive workplace.
What has been most challenging experience in a past role?
One of the most challenging experiences in a past role was leading a comprehensive diversity recruitment initiative at IBM aimed at increasing representation in leadership roles for women and underrepresented groups globally. The challenge lay in balancing the need for immediate, visible results with the long-term, systemic changes required to create a sustainable pipeline of diverse talent. We faced resistance from some regions due to varying cultural norms and perceptions of diversity, which made it difficult to implement a one-size-fits-all approach.
To overcome this, I worked closely with regional leaders to adapt our strategies to fit the local context, while maintaining alignment with our overall DEI goals. This required extensive collaboration, data-driven decision-making, and patience to build trust and understanding across different teams. Ultimately, we were able to make significant progress by tailoring our initiatives to meet both global and local needs, resulting in increased diversity in leadership and greater buy-in from stakeholders. The experience taught me the importance of flexibility, cultural sensitivity, and persistence when driving DEI initiatives across a complex, global organization.
