I can help your organization improve leadership engagement, reach inclusion goals, transform culture, and improve business outcomes so that we all rise together.

• Create, execute, and manage horizontal initiatives and strategy building that ensure DIB strategy is integrated in the fabric of Capital One’s culture and business processes.• Champion equitable outcomes for employees, suppliers, and customers of Capital One, including supporting financial inclusion efforts to create banking products for vulnerable populations.• Serve as a trusted executive advisor in talent development, promotion of diversity, and fostering an open and inclusive environment.• Lead the Capital One Racial Equity (CORE) initiative, driving systemic change to instill equity across the enterprise. Have ensured commitments from recruitment to development to supplier diversity are met.• Oversee ten Business Resource Groups (BRG) to support and amplify DIB priorities.• Oversee DIB team learning to bolster knowledge, DEI acumen, and improve outcomes.

• Safeguarded the civil rights of 20,000 federal employees and 300 million Americans.• Championed equitable outcomes and meaningful access for Americans impacted by FEMA programs and FEMA-funded services including, most recently, leading the federal effort toensure equitable nationwide vaccine distribution.• Represented DHS on the Biden-Harris COVID-19 Health Equity Task Force.• Managed a budget of $10 million and a staff of more than 100.• Introduced data management and analytics to external activities to measure impact.• Created and launched FEMA’s Inclusive Diversity Council, as well as a national diversityinitiative, to drive employee engagement.• Executive lead for Employee Resource Groups and all affirmative employment efforts.• Eliminated a seven-year backlog of EEO cases in 14 months.• Orchestrated FEMA’s response to high profile harassment scandal including training for seniorleaders and all front-line staff, as well as conducting an assessment to root out underlying, systemic issues.

• Redesigned TSA’s civil rights division by developing and socializing holistic vision with policy and cultural perspective tied to the agency's mission, leading to 47% drop in complaints in four years.• Brought agency’s reasonable accommodation and disability discrimination programs into compliance with applicable laws and regulations, resulting in 90% reduction in findings of discrimination based on disability and cost savings in excess of $4M.• Allocated resources and directed programmatic / administrative functions on programs affecting the agency's 60,000 employees.• Created agency’s first-ever affirmative employment branch and groundbreaking enterprise-level barrier analysis to identify and mitigate root causes preventing equal opportunities. • Established and implemented return on investment (ROI) metrics for diversity, civil rights, and EEO training using diversity index scores, inclusion index scores, EEO complaint summary information and statistics, and other data to identify and target training needs and proactively address issues related to communication and inclusion. Improved ROI as measured by Level III evaluations 60%. • Worked with TSA’s office of training and development to revamp curriculum for front line officers, improving career opportunities.

Planned and directed a robust national training program that supported hundreds of Federal agencies and two million Federal employees. Provided short and long-range strategic direction and operational planning for division. Managed budgeting and policy analysis to develop and deploy training programs to promote letter and spirit of agency programs.

Provided expert legal advice and counsel on Commission’s national litigation docket, amicus curiae participation in federal circuits, and federal sector oversight.