As Vice President of Organizational Culture and Diversity at Macmillan Learning, I'm driving educational innovation through strategic DEI initiatives. My focus includes:- Developing and implementing innovative DEI strategies aligned with business objectives- Managing impactful programs and initiatives from conception to completion- Leveraging data analysis to measure DEI impact and inform decision-making- Building partnerships across all organizational levels, including leadership and ERGs- Advising and empowering leaders to implement effective DEI strategies- Fostering a culture of belonging that reflects the diversity of the learners we support- Driving thought leadership and innovation in DEI within the educational technology sectorCommitted to creating an inclusive environment where diverse talents thrive and contribute to powerful, engaging learning experiences.

As a member of the research community, provide insight to shape the content HBR develops and enrich understanding of perspective from HBR and the wider world of management and leadership. This role not only allows me to influence the business discourse but also connects me with a network of forward-thinking professionals dedicated to advancing management practices worldwide.

[Stealth Mode]The Inclusion Coach Co-Pilot is a groundbreaking Gen AI-powered co-pilot designed to scale inclusion and coaching within organizations. This innovative tool provides real-time, personalized guidance to managers and leaders, helping them enhance their inclusive leadership capabilities. By leveraging advanced AI, the Co-Pilot offers tailored insights, actionable strategies, and continuous support, empowering users to foster a culture of belonging and drive meaningful impact across their teams.

The Organizational Development Center of Excellence (OD-COE) includes our Diversity, Equity, Inclusion & Belonging and Learning & Development (L&D) practice and is rooted in the same research-backed and evidence-based approaches used to inform system-wide DEIB impact at Newsela. OD is the overarching function that addresses the effectiveness and development of an organization through people's growth and process improvements. In addition to hands-on learning, training, coaching and development of our people, OD includes the considerations for how and why a company promotes people, defines leadership requirements, and the values that govern our character and behaviors – all intrinsically linked to our broader DEIB commitments and mission. The core responsibility of the Center of Excellence will be to accelerate our DEIB and people development efforts, allowing us to evaluate our systems, culture, teams, leadership, and talent together–all with a DEIB lens. Over the last couple of years, the DEIB team has delivered on an ambitious and expansive set of work: building and delivering continuous education internally on allyship and anti-racism; formalizing more structural support for affinity groups and creating Employee Resource Groups (ERGs); defining a process for reporting and tracking microaggressions; conducting Listen, Learn, & Act sessions with leaders to understand the lived experience of folks on their team; and introducing DEIB department reviews for increased accountability across teams. The OD-COE will have this foundation to accelerate the build out of systems of equity and will be embedded in every people and organizational decision.

C-Suite leader focused on developing workforce and workplace strategies, implementing programs and building product solutions to fulfill Newsela’s mission of meaningful classroom learning for every student. As a direct report to the CEO and a member of Newsela’s Executive Leadership Team, this role drives the company's strategies for the integration of diverse perspectives and experiences into the building of an inclusive culture, development of equitable policies and creation of programming. Responsibility extends to the recruitment, retention and professional development of a diverse workforce and leading the building of an inclusive workplace.

Provide one-on-one coaching to C-suite and senior executivesDevelop tailored coaching plans to address individual needs and company goalsFacilitate leadership development workshops and team-building sessionsAssess executive performance and provide actionable feedbackSupport executives in navigating complex organizational challenges

As the Diversity & Inclusion leader for many organizations within the COO pod, I am responsible for cross functional collaboration to enable personal transformation for our leaders and global teams and I do this every day by enabling a data driven and research savvy approach to solving the most complex diversity and inclusion challenges. My core area of focus is the development of transformational leadership and team journeys that enable a culture of inclusion and a greater sense of belonging for all.Inclusion Transformation – Leader focused1. Coaching for Inclusion- As a Certified International Coaching Federation coach, I serve as the lead developer of Coaching for Inclusion- This is a differentiated investment for our C-Suite leaders to accelerate their inclusive leadership capability- Developed an in-house coach certification program to accredit coaches2. Leader Inclusion Narrative & Inclusive Storytelling- Developed a journey for leaders to craft their personal inclusion narrative aligned to their identity and unique diversity- Introduced an iterative approach to leader narrative by incorporating principles of storytelling3. Inclusive by Design – Product Inclusion- Responsible for leading the design of pilot experiences for product teams and leaders to understand the power of design thinking to create inclusion by design- Incorporated inclusive by design principles in UX research and design through HackathonsInclusive Team Development Journey- Design, Development & Deployment- Responsible for representing the D&I voice in the Design, Development and Deployment of Inclusive Team Development Journey- Developed an approach to global team navigation by leveraging Stylistic Differences Model Language Differences Cultural Agility Project Lead – Inclusion Lab1. Inclusive Conversations - LEAD2. Inclusive Culture Development Framework -ELEVATE3. Navigating through Crisis (COVID & Virtual Leadership) - VCARE4. Leading through Crisis - LC

As the Diversity & Inclusion leader, I work closely with multiple talent functions to enable personal transformation for our global leaders and teams. We drive inclusion and belonging initiatives for 12000 plus people across 29 offices, 18 states and multiple time zones. I supervise and manage scope, project plan and schedule of complex projects which require consulting and facilitation between multiple functions.D&I Strategy• Set the regional D&I strategy with the regional leadership team and D&I center of excellence• Lead and inform senior sponsors on the ethnic minority strategy – Attract, Grow and Retain• Enable inclusiveness through consulting, intercultural coaching and strategic learning programsNurture a culture of belonging through digital (self paced learning), gamification and thought leadership• Belonging Hackathons• Belonging Begins with Us – Jigsaw game• Neuroscience of Belonging• Intersectional Inclusion• Cultural Agility – a 2-year mindset transformation journey powered by coaching, consulting, counselling and facilitationHighest Performing Global Teams• Activating inclusion and belonging in global/virtual teams• Enabling intercultural trust and conflict resolution approaches• Accelerate virtual collaboration with Shared Service Centers• Enabling Client Service Across Cultures through greater curiosity and empathySpeaking Engagements• Regularly consult with our top 20 largest clients on Diversity, Inclusion & Belonging • Presented thought leadership on the Neuroscience of Belonging• Designed and lead a 5-part D&I series with our clients in Salt Lake City• Showcased our Belonging Barometer study at the Future of Work event

Based in MENA (Middle East North Africa Region – includes 16 counties), I am responsible for providing full support to the MENA D&I Partner Sponsor on a wide range of D&I activities and driving the MENA D&I agenda and priorities. I am responsible for delivering results through cooperation and team work with HR Leaders, MENA People Teams and EMEIA (Europe Middle East India Africa – includes 87 countries). Key responsibilities include:EMEIA & Strategy• Proactively drive, with MENA D&I Sponsor the MENA D&I agenda and priorities for the region• Work with D&I Sponsor Partner to write and communicate annual D&I strategy and priorities in line with EMEIA requirementsCommunications• Manage and update the D&I intranet, ensuring it captures latest news and events• Communicate important initiative, updates and actions to local HR Leaders on monthly calls as appropriate• Liaise with MENA PR & Communications director to ensure key messages, successes and events are capturedLearning & Development• Work with EMEIA on the design and adaptation of D&I training materials for MENA• Work with the MENA L&D Leader to ensure that D&I messages and training is incorporated into our training courses and track the roll out of MENA D&I training courses• Ensure all new counselors receive Unconscious Bias Training along with New Counselor Training• Lead the delivery of MENA D&I training coursesPolicies & Reporting• Where appropriate design MENA D&I related policies and update current policies in accordance with organization or local legal developments• Conduct quarterly reporting on D&I recruitment targets and progressReward & Recruitment• Work with MENA Reward Leader to ensure that salary and benefits are equal and monitored, this includes project work such as benefit reviews and annual equal pay audits• Liaise with MENA Recruitment Leader to ensure that D&I recruitment priorities are communicated and incorporated into the recruitment plan

Responsible for deploying Cultural Agility for Mindset Transformation program for teams serving the largest accounts in San Jose, San Francisco, San Diego, Seattle and Los Angeles. This assignment includes:• Design & delivery of virtual sessions to target audience from December 2015 – May 2016• Design & delivery of cultural agility workshops at various locations during the month of July 2016• Lead intercultural consultant to enable mindset shift for a cross section, cross service line teams serving the largest accounts in West region• Designed & facilitated a distinct cultural agility module for select counseling family trees with the active sponsorship and support of service line leaders & partners• Co-created feedback transformation module to enable effective and deeper conversations to unlock hidden potential• Co-created client service across cultures & negotiation module which enables diverse teams to strengthen and deepen relationships with clients by navigating organizational & individual cultural orientations• Co-designed enhanced interviewing skills workshop to enable recruiters to generate self-awareness and understand the cultural background of candidates to fully assess their potential and skill sets• Designed cross cultural simulations and case studies on cultural challenges global organizations face as they enter new cultures during geographical expansion across the globe

Major assignments & experience includes: EY Global Services – Learning & Development1. Individual contributor to the Global Mindset challenge board game2. Designed and adapted scenarios on cross cultural competence, influence, leading inclusively, business acumen to be used with senior leadership sessions across EYGS3. Led the facilitation of Cultural Agility sessions for EYGS core leadership teamUK&I Diversity & Inclusiveness1. Contributed towards the Inclusive leadership program designed in collaboration with the Dagoba Group by the UK&I D&I team2. Delivered Cultural Agility workshops to senior Partners, Directors and Senior managers across UK&I3. Designed and adapted modules and co-created scenarios, simulations and role-play for regional application4. Delivered Cultural Agility workshop to senior leadership team of UK&I FSO5. Helped talent leaders across UK&I to look at organizational level intervention required to enable culture transformation to improve representation of minority population6. Worked with D&I partner sponsor and UK&I talent partner to understand the systemic barriers and blockers to the growth and potential of BME’s and gender7. Co-developed Intercultural Intelligence Accreditation with Knowledge Workx for members of UK&I, Global and EMEIA8. Designed and facilitated 24 virtual and 10 class room sessions on Cultural Agility across UK&IAdditional: Designed and co-facilitated the Cultural Mapping Navigator certification along with Knowledge Workx in UK&I to 40+ individuals at strategic positions in the UK&I business.

• Provide professional Human Resource Advice to employees and line management to support their business objectives. • Build Rapport to facilitate good relations between employees. • Facilitate good people management practices and inter departmental harmony. • Assist the HR Partner in attaining and maintaining all relationship management objectives of the region. • Plan and conduct employee engagement activities, conduct Counselling / Coaching Workshops and Orientation Sessions. • Support Staffing and Organizational Development teams in their initiatives like regional hiring, resourcing, employer branding, training, performance management etc. • Conduct employee counseling sessions and share findings with management for resolution of employee issues. • Oversee day to day HR operations activities like benefit administration, employee mobility and employee discipline etc. • Liaise with service line / sub service line managers so as to understand all necessary aspects and needs of HR services, and to ensure they are fully informed of HR policies.• Monitor HR progress of Lahore and Islamabad office. Ensure they get the necessary support and guidance as and when required. Conduct HR audits to ensure compliance.

Core responsibilities included:1. Responsible for bringing valuable talent insights from different geographies with EY Pakistan to the central leadership team2. Supported the development of key talent priorities by maintaining alignment with MENA & EMEIA talent priorities3. Led the implementation of specific Talent priorities (Performance Management & Deployment across Pakistan & Assurance resourcing structure) to ensure consistent alignment with MENA4. Built close relationships / networks with Market Segment Leaders and Talent teams as well as other functional stakeholders from MENA & EMEIA 5. Responsible for leading a virtual to successfully deliver assigned projects to agreed schedule and deadlines, budget and scope, escalating delays and impediments to completion as necessary 6. Responsible for completing the talent management reporting package for all service lines and locations (1500+ people and 3 offices)7. Assisted the HR Partner in identifying the change management required for successful implementation of country and MENA talent priorities 8. Led a virtual team of 7 talent professionals from across 3 offices and Lead Administrator for the following global programs:Global Recruitment Management System (GRMS)Global Performance Management & Development Program (PMDP)Facilitator Excellence ProgramUnconscious Bias

Delivery of HR Specialization courses which include:1. Recruitment & Selection.2. Training & Development.3. Performance Management.4. Organizational Development & Change.5. Salary & Compensation Management.6. Job Analysis & Design.

Delivery of management courses which include:1. Human Resource Management.2. Principles of Management.

Managing Work, Timetables , Course Descriptions, Course Advisor.Industry Trips Arrangements. Research for the Senior Professors.