Leads Capital One's effort to meet DIB legal and other requirements while mitigating risk. Guides the business' people strategies with DIB expertise and solutions. Enables a sense of belonging and thriving via community and talent strategies. Leads Capital One's Care and Values-driven response to associate "just-in-time" and long-term needs.

Assisted in the development of underrepresented talent strategies and initiatives in partnership with Enterprise HR, Workforce Development Belonging and Enterprise Strategy, Talent Management and Performance Management (TM/PM) and Talent Brand and Marketing. Set the enterprise BRG and Associate Enablement strategic goals and priorities in alignment with the enterprise DIB strategy. Aligned BRG roadmaps and initiatives to Lines of Business Councils, eHR, Tech BRGs and other internal stakeholders' work plans and budgets and drives accountability and adherence to OKRs. Analyzed workforce data to identify trends, triggers, or a combination of factors that adversely affect employment opportunities for underrepresented talent and assist in the development and execution of talent strategies and initiative to address barrier to equal employment opportunities. Prepared and presented presentations for executive audiences on workforce findings and specific topics and initiatives relevant to underrepresented groups and provide expert insights on DIB indices and awards applications. Remained current on internal career mobility development offerings and differential programs and partners with TM/PM and Learning and Development to maximize opportunities. Identified initiatives to help foster inclusion and enhance connection among Capital One's senior and executive levels. Partnered with executive/professional recruitment to identify strategic opportunities to increase the representation of underrepresented senior and executive talent. Cultivated relationships with for-profit and not for profit organizations for executive board placement in partnership with Community Impact and Investment. Proactively engaged in executive leadership succession planning efforts. Facilitated, coached, trained across layers and spans. Managed a team of 4 Associates and a $1.8m annual BRG budget.

en masse Consulting is a boutique consulting firm specializing in inclusion, diversity, equity, accessibility, and social justice organizational strategy and transformation. en masse, boasts deep expertise in inclusion and diversity training, keynotes, leadership coaching, and strategic communications. Our team of experienced consultants is a motley crew of interdisciplinary scholars, educators, social justice activists, instructional designers, creatives, communications and marketing and branding experts as well as IDEAS practitioners.

Created a three-year $10.5m DEI strategy, implementation, and monitoring plan for a global development company comprised of 5k staff across 70 countries. Established functional governance to manage DEI projects in a matrix-managed environment across 22 divisional DEI working groups (DWG), 6 employee resource groups (ERG), 1 employee diversity council, 1 standing committee on racial equality and 1 executive diversity council. Created accountabilities to track and measure quarterly diversity performance and engagement against DEI planned activities. Established and implemented an annual barrier analysis process with human resources to identify workforce triggers; pinpoint root causes of observed triggers vis a vis a review of compulsory snapshots & analysis of employment processes and business practices; investigated barriers; devised a plan to address barrier causes in compliance with federal mandates established by the EEOC and OFCCP. Established senior executive leadership accountability metrics and designed interventions and learnings to increase leaders' inclusion acumen. Partnered with the data analytics team to design workforce dashboards to support and inform DWG work plans. Established quarterly meetings with executive leaders, talent/HRBP, and diversity strategists to review dashboards, discuss quarterly accomplishments, and ideate strategic next steps. Established an integrated business approach to increase the recruitment of veterans, individuals with disability, Asian, Hispanic and Black staff as well as increase overall engagement of women at Chemonics. Established 5 ERGs and leveraged those affinities as strategic thought-partners to help solve for low entries, high exits, and less than expected participation of underrepresented talent. Conducted an aggressive marketing campaign to increase disability awareness and drive-up U.S. based self- identification. Increased overall participation rate in one quarter by 3.10%— exceeding the EEOC’s target of 7%.

Partnered with the world’s most influential organizations to design effective evidence-based diversity and inclusion strategies that will help win the future. Consulted and advised organizations and leaders on solutions to build more inclusive, higher performance teams. Developed and led high-impact virtual and instructor-led trainings and workshops for employees, managers, and C-Suite executives on unconscious bias, cultural competency, inclusion and belonging, mindfulness, and inclusive leadership. Designed and executed organizational needs assessments, employee assessments and cultural audits to pinpoint barriers to employee and business success. Managed strategic client accounts and relationships across a range of industries, including education, technology, retail, advertising & media, financial services, biopharma, and health care.

Provided diversity and inclusion strategy and consultancy and EEO guidance and support at the Nation’s leading biomedical research institution. Led the strategic planning and execution of the Sexual and Gender Minority (SGM) Portfolio as well as provided long term growth and development plans in the areas of diversity and inclusion. Created and nurtured a collaborative workplace environment for lesbian, gay, bisexual, transgender and other populations whose sexual orientation and/or gender identity, and reproductive development is considered outside cultural, societal, or physiological norms. Conducted on-going mixed method research such as barrier analysis, environmental workforce scans, employee interviews and focus-groups to identify barriers to employment equity for SGM employees. Monitored the agency’s progress in eliminating practices that adversely impacted SGM employees and designed and executed workplace inclusion policies, protocols, and trainings. Collaborated and coordinated programming activities with NIH's 27 Institutes and Centers as well as with employee resource groups, affinity groups, community organizations and other entities that support affirmative employment and SGM biomedical research. Consulted with the Department of Health and Human Services, the White House, Congressional Staffers, and other federal agencies on workplace policies, health research, and other relevant topics. Provided briefings, operational reviews, and a sundry of reports to internal and external stakeholders. Designed NIH’s Safe Zone SGM Cultural Competency Training Curriculum and developed Identity Matters: Sex, Gender, and Difference – an online knowledge base to support continuing education. Facilitated Diversity and Inclusion Trainings (e.g. Diversity101, Unconscious/Implicit Bias Training, Crucial Conversations, and Transgender Sensitivity Training).

Served as the center’s operations manager. Provided daily operations oversight and supervision to 3 full-time employees, 4 volunteers, and 15 youth leaders. In concert with the museum’s executive officer, developed an operations strategy. Set guidelines for employment management, procurement of services and resources, and planned projects to maximize organizational performance as well as meet the needs of the museum’s board, donors, philanthropic institutions, public housing tenants, and other stakeholders. Managed the creative and programmatic development of exhibitions and public programs. Developed a youth advisory curriculum to address cultural and physical violence, financial neglect, and other forms of inequalities that directly impacted residents of Chicago’s Public Housing. Wrote and was awarded two significant grants to support the museum’s mission: Ford Foundation ($250k) and Illinois Violence Prevention Authority/Chicago Area Projects: Bridges to the Future Violence Prevention Project ($25k).

Provided project management and supervisory support in an international setting. Supervised 5 government subcontractors, managed a multi-million dollar networking infrastructure for approximately 1000 networking devices. Identified cost reducing resolutions and maintained an efficient workflow technology. Interfaced with site management offices across Western Iraq as well as with the local project management office, and headquarters in Baghdad, Iraq to ensure that computing services, procedures and policies complied with the statement of work, standard operations procedures, and the Sarbane Oxley Act. Met regularly with internal and external team members, functional area managers, and civilian and military personnel from the United States Military Defense Contract Management Agency.

Served as Chief Student Affairs and Judicial Officer. Provided advice and counsel to the president and other members of the executive committee regarding student morale. Provided first line contact and problem resolution for parents, students, and community members. Managed 1 paraprofessional and an over $350k operating budget for student services and student housing. Developed a multicultural and intersectional program plan for the university community; and, aligned and implemented the school’s program plan to encourage student persistence. Interpreted the mandates of the Americans with Disabilities Act of 1990 and Sections 503, 504, and 508 of the Rehabilitation Act of 1973 to determine applicability. Provided guidance to instructors on aspects of reasonable accommodation and provided institutional support to students with disability.

Managed and operated residential housing on a university campus. Operated six residence halls and 2 living and learning lodges– housing approximately 700 undergraduate and graduate students. Administered a $6k housing budget and managed 2 professional staffers. Served as front-line crisis intervention and participated in 24-hour on-call duty for 11k undergraduate and graduate students. Investigated, adjudicated, and resolved residential disciplinary issues. Developed and administered a variety of cross-cultural programs and services. Created and delivered diversity programs to recruit and retain students from under-represented groups. Planned, implemented, and advised the cultural diversity training for staff and students.