The role of Governor is an advisory and intellectual resource for the Chamber. Joined by some of Australia's smartest thinkers from governments to university's to business and social enterprises this group of people drive collaboration and innovation across the US and Australia. Only senior executives in leadership positions are invited to join the Council of Governors.

Responsible for leading the change of brand from "Women in Leadership" to a more holistic Diversity and Inclusion agenda. Working inclusively with the NSW, Victoria, WA, SA and QLD to bring thought leadership and a community of practice to our members - recognising that this is not just a People and Culture problem but a business imperative to unlocking innovation and growth. Our goal is to engage our members and the business community to leverage the learning in the American and Australian context.

Proud to be represented by ICMI Speakers to provide keynotes, panel contributions and MC-ing for clients who want a speaker to cut through the noise of all the diversity and inclusion talk and to get to the practical aspects of how to make a difference in people's lives. I share our research and practitioner experience in gender intersectionality, race and cultural inclusion from an individual and organisational lens.

The Victorian Health Promotion Foundation (VicHealth) is a pioneer in health promotion – the process of enabling people to increase control over and improve their health. Their primary focus is promoting good health and preventing chronic disease. They create and fund world-class interventions. They conduct vital research to advance Victoria’s population health. They produce and support public campaigns to promote a healthier Victoria. They provide transformational expertise and insights to government.Why have I joined this Board? I am interested and passionate about health equity and how this translates to advocacy and change - people from different walks of life approach health and well-being differently and there are structural barriers in our systems that prevent everyone from accessing health services equally. I am here to steer inclusive practices for a more equitable and equal tomorrow for everyone.

This program has been running since 2017 and has seen more than 500 women of 25 cultural heritages find their voice, reassess their career aspirations, find their allies and advocates to help them navigate barriers in their careers owing to their gender, race, ethnicity and age. More details here: https://www.monash.edu/business/executive-education/fast/programs/culturally-diverse-women

MindTribes has partnered with #NotMe Solutions to provide a proactive and preventative solution to capturing the voice of people when they experience harm. In Australia in particular, psychological safety regulations are coming, and all employers will need to show evidence of their duty of care. We know that people don't formally report, because they are afraid of the backlash of being identified. The #NotMe platform is a next generation patented end-to-end whistleblowing, investigation and case management software for people and organizations tired of tools (hotlines, webforms, etc.), processes and systems that are not trusted (and as a result not used) by the very people (employees, students, etc.) who are supposed to use them in the very first place. #NotMe is an ethical system that fosters corporate integrity and helps organizations manage and mitigate risks while building trust with their people. The concept of #NotMe provides a fair game for all, motivates and engages people in participating in the creation of safe places, and provides a greater ROI for organizations. It is the ultimate solution to safe whistleblowing and reporting safety issues at work and in your communities. We are proud to bring #NotMe Solutions to the APAC region.

MINDTRIBES are innovators for inclusion, creating systemic change within organisations and communities to solve inequity and to support the individuals within to succeed, building shared prosperity and a more equitable and kinder world. We work top down and bottom up to create high performing cultures for our clients. We steer change to address inequity across race, cultural and other diversities, so people, partners, suppliers and customers are genuinely included and we measure the impact in business results. We co-design and partner with our clients as an extension of our team, so that we build capacity and capability to continue the momentum, long after we have left. Our clients are in the private, public and not for profit sector.

Business in colour is a podcast that inspires, empowers and mobilizes leaders and allies to understand and act for greater diversity. Hear our stories so that you understand our journey, our experiences and our wants. We bring to you leaders who are doing incredible work in this space. We know this work is not easy, we know the challenges leaders face. Our hope is that by listening to the leaders on the Business In Colour podcast, you make a commitment to act for positive change. Our businesses must reflect the colours of the communities we work and live in.

Co-Founded with Vick Pillay to advance women and men from a Cultural and Linguistically different background who are different to Anglo Celtic Australians. Currently there is about 3.81% of board directors in the ASX who are CALD, yet our multicultural society reflects 51.5% 1st and 2nd generation migrants . We have over 1000 Alumni from this program which includes CALD men and women, transformative events, advocacy, advisory and consulting to improve leadership, pay and advancement in private and public sectors.

Working with a talented Board team to support STREAT's mission and execute on the CEO and Founders vision. STREAT works to stop youth homelessness and disadvantage, one mouthful at a time. Together the team offer disadvantaged youth aged 16-25 a supported pathway from the street to a sustainable livelihood. 23% of these youth are CALD, which is where my passion lies.

Business Relationship Manager - Outsourced Operations (Mumbai & Delhi & Launch of Manila):Managed offshore vendors to deliver learning and development to Optus offshore call centres. Accountable for L&D across 13 lines of telco business. Utilised L&D expertise, vendor relationship management and internal stakeholder management (stakeholders: onshore operations, L&D design teams, onshore SME's, marketing divisions). Responsible for induction and post induction upskill training. Achievements:1. In 12 months, achieved a speed to competency of 68 days for prepaid lines compared to an onshore competency of 90 days. 2. Built a partner relationship with vendor teams, steam lining processes for better communication and performance. Relationships with offshore teams are still existent today, beyond this Optus role, testament to the strong relationships built.3. Revamped Cross Cultural Training for India that improved customer experience and NPS. OD Consultant - LeadershipPart of the larger Corporate HR team, worked in a senior capacity as the only Leadership Consultant based in Melbourne with 2 other consultants and a manager based in Sydney. Accountable for the delivery of foundational leadership programs to 1500 leaders across all states. Achievements: 1. Revamped all foundational leadership programs, e.g. Recruitment and Performance Managementmanaging multiple stakeholders. Introduced action learning, case-studies and internal videos incorporating organisational story-telling.2. Initiated with procurement the onboarding and partnering with external L&D vendor partners across 5 business divisions on behalf of OD. Over 12 months it reduced cost significantly by reducing the number of vendors, increased collaboration internally, smoothed procurement processes and created synergy by consistent messages to leaders - e.g. same coaching methodology used across the business, rather than different messages from 4 different vendors.

Taught on evenings and on weekends. Facilitated all requirements for this unit for credit offered to Masters Students. This was a pioneer career management program covering career planning based on a business plan model, incorporating career and lifestyle competencies. Primarily responsible for Career Beginner group (up to 5 years of experience) whilst co-facilitating with the Career Professional group (senior business leaders). Achievements: 1. Career Beginner enrolments grew, e.g. 8 in the first class to 45+ in 2010, due to word of mouth of the quality teaching and practical outcomes provided.2. Influenced over 50 people change their lives through this program, improving and executing on their career, lifestyle, wealth and income aspirations.

Managed the L&D function for the contact centre. Previously no L&D in place, induction was on the job learning. Achievements: 1. Created tailored inductions for customer service, sales, technical and leadership staff using SME's to inform content. Designed all programs and utilised SME to deliver technical content. 2. Selected to transfer learning to KL office, seconded to support the recruitment process, induction and to assess performance gaps of staff. Set up a high performing centre in KL. 3. Designed and delivered first leadership programs for contact centre leaders in coaching and people leadership. 4. Created a training room environment, through business casing the need and the return on investment. Achieved the first training environment, equipped with over 30 PC's to ensure a practical learning environment, prior new starters learnt about the software in theory!5. Coached, mentored and provided practical experience to many SME's who became qualified Cert 4 trainers. Testament to this effort, there are a many excellent, now very experienced technical trainers who started off learning skills in design, delivery and evaluation.

Contracted to move the internal business model from professionals doing both business development and recruitment to a divisional business model: skilled professionals involved in BD and a separate division of Recruiters. This role managed the Recruitment Centre of nine recruitment consultants servicing all Melbourne roles. Achievements: 1. Successful handling of the change process, introducing a resource centre and making it functional in 6 weeks of start up.2. Introduced a talent management system to manage a candidate pooling strategy for candidate retention. Introducing within this talent management system a fairer way of assessing and supporting migrant candidates. 3. Initiated creative sourcing strategies, using Universities and their job boards, Career Fairs, Referrals, Back-packer Associations for skilled workers, Seek.com fairs.4. Designed and delivered training for consultants to provide constructive feedback to candidates on interview performance.

Worked across 30 clients from education institutions to corporates. Assessed for Frontline Management, Call Centre and Business Administration Certificates and Diplomas. Involved guidance and coaching on work assignments and then assessing through observation, performance documentation and other evidence against competency standards. Achievements:1. All clients met the competency standards and achieved their qualifications.2. Designed Certificate 1-3 for Recruitment Consultants, a new addition to the AQF.

Based at the client site managing 350 long term temporary staff. Managed 2 senior recruitment consultants, a junior recruiter and an admin assistant. Managed special projects, e.g. British Airways and IBM offshoring calls to South African contact centres. Achievements:1. Successfully recruited and signed off on training and onboarding of IBM and British airways BPO.2. Best performing client project (revenue and client appraisal). Multichoice Contact Centre. 3. Introduced candidate initiatives: coaching affirmative action candidates to make it through to interview and other selection tests. Working with the long term unemployed.4. Introduced candidate pooling strategies for certain roles: finance, audit, leadership and taught recruiters to manage candidates just as hard as clients.

Training in the Call centre industry-technical and soft skills: design, delivery, evaluation and management of agents and team leaders.

Assigned to Wellness programmes for staff, job description writing, recruitment and selection, forecasting and planning of training activities for key client groups

Saturday, part time lecturer to class sizes up to 60 business contact centre managers, team leaders and agents

South African National Council on Alcoholism and Drug Dependence. Employee Wellness Trainer to Corporates (Toyota, South African Breweries, HP). Large scale conferences, inhouse training workshops and consulting to clients on incorporating wellness into their policies and practices.