Around 50% of women leave the science and technology industries within 12 years. The bulk of that 50% leave within the first 5 years. Science and technology are an integral part of my/our daily lives! If we don't have the voices there to advocate for women and marginalized groups then we all lose. When I found out that 50% (FIFTY!) is the turnover of women in STEM while men are about 25%, I was shocked and upset. I felt I needed to do something somehow. WEnnovate is a community for Women in STEAM that provides support to each other through online conversations and events, opportunities for visibility through our online talks and conferences, career advancement through networking, workshops, and our sponsors, as well as access to resources that are not always available due to bias.

I coach and mentor solo entrepreneurs when they are about 1-3 years into their business. Those can the most challenging years. You’re not quite so sure what your brand it, who your clients are or what your niche should be. Getting clients feels a lot like hit or miss. You just haven’t figured out your unique formula for running your business. I help my clients identify their brand, find their clients, and remain an entrepreneur for as long as they want.- OMEK Summit 2024, ENTREPRENEURIAL PANEL DISCUSSION- EUROPEAN WOMEN IN TECH 2024, CAREER TRANSITIONING - WOMEN IN TECH REGATTA 2023- TOPDESK: DIVERSITY WEEK 2022- ESSEC ALUMNI DAY 2022 (NETHERLANDS)- RTI: SOCIAL MEDIA INTRUSION OR INTEGRATION AT WORK CULTURE 2020- PHILLIPS INTERNATIONAL WOMEN’S DAY 2020: “WOMEN IN TECH” - MADDOX WOMEN IN TECH WEBINAR: “HOW DO YOU KNOW YOU’RE READY TO BE AN ENTREPRENEUR” 2020- WIT NETWORK GLOBAL CONFERENCE 2020: “OVERCOMING THE PAIN OF SELLING”- TNW: “BOLD LEADERS LEAVE NO ONE BEHIND” 2020- SPAR INTERNATIONAL (INTERNAL EVENT) 2020: ADVANCED ENGAGEMENT TOOLS IN THE WORKPLACE- WIT REGATTA SEATTLE & AMSTERDAM 2018, 2019, 2020- EUROPEAN WOMEN IN TECH 2018, 2019- BOOKING.COM (INTERNAL EVENT) 2019: WHY WE STILL NEED TO TALK ABOUT WOMEN IN TECH

I provide support on the various ways companies can bring about diversity (gender, culture, etc.) in the workplace without sacrificing business objectives. I show companies how they can create a safe space for others to be themselves. Utilizing workshops and programs as needed, we design ways to bring about changes to the work environment. The workshops deal with communicating across cultures, feedback training, intercultural training, conflict resolutions, and building diverse teams while recognizing and understanding our unconscious biases.

I have spent a large chunk of my career helping companies communicate and engage their employees from different roles in Human Resources OR Communications. From transformation programs to interim roles, my role is always the same: Get our employees to engage and care about the company. With my magic wand, I make it all better… sort of.In my roles, I realized while I made progress in some areas, there were challenges to making lasting change. My focus is primarily on the employee experience/journey. I offer workshops and programs to identify better processes, procedures, communication, etc to improve the employee experience/journey within a company. I also provide workshops on conflict, community building through communication platforms, best practices for engagement, and other bespoke topics relating to improving employee engagement and the employee experience. With the Architechts, I am using my talents to make lasting transformational changes. By incorporating both HR and Communications to create a better employee experience the transformation delivers better engagement, reduces employee turnover, and improves the overall employer brand.

Carrying over from TS Harty Consultancy, I continue to offer Communications for large international transformational programs.- Change management programs ie reorganization, new system implementation, etc.- Engagement programs ie improving communication to teams, integrating communications as a team objective, involving employees in team building conversations, etc- Use of video, blogs, articles, personal stories, etc to create the story, understanding the benefits of the program, and bring the program to life through/to the people in the company

I met Melody Biringer and her energy was so positive and sincere. More importantly, she was delivering conferences in a way I had never heard of before. One of the things I hear so often from clients is how difficult it is to network. Melody has changed that, making the Regatta a place where attendees can be seen and heard. I love it. I started with a few panels as a moderator and speaker. By the time the event ended I had worked on 8 panels and I wanted to do even more. As a WiT Regatta Partner/ Program Director I help secure sponsors and venues for our week-long event. I determine which fresh topics we should discuss, the volunteers and maintain relationships with our sponsors. I also coach the speakers on the Regatta style for panel discussions.

The unique focus of Wittenborg is the integration of theory and practice into higher education to secure excellent outcomes for students. I combined videos, topics in the news, brought in speakers when possible, and shared stories from my experience when possible. Teaching students was very different than giving workshops for corporate professionals. I learned a lot about keeping your audience engaged and involved while they are learning Classes I teach:- Principles of Marketing- Marketing Mix- Marketing Plan- Marketing Research- European Union Law- International Law- MBA Human Resources

Throughout my HR career, a strong focus on internal communication arose. Internal communication is to an organization what oil is to an engine: without it, nothing runs smoothly or efficiently. As a contractor, I take on interim roles where I assess, develop and implement internal communication processes that leave the organization running smoothly when I leave.- Change management programs ie reorganization, new system implementation, etc.- Engagement programs ie improving communication to teams, integrating communications as a team objective, involving employees in team building conversations, etc- Use of video, blogs, articles, personal stories, etc to create the story, understanding the benefits of the program, and bring the program to life through/to the people in the company

A new program with a new way of working was introduced to update the international IT platform. There is always resistance to change, therefore we needed to create visibility in a way that would show the benefits of the program and help people to embrace change. Creating shorter communications within the program, we were able to give quick updates to team members that effectively gave them information about their own area as well as other parts of the program. As a result, they quickly saw the progress of the program as well as who they would need to align with to do their work more efficiently and effortlessly. By using video, we gave the program a more personal experience. We did video interviews and short promotional videos to make it informative and fun. People felt more engaged and were able to understand the benefits and witness the accomplishments. - Identify new information for updates and article topics for bi-weekly updates and monthly newsletters.- Developed IBM Connections pages and groups for the program, increasing visibility within the organization.- Worked outside the program with teams on their team visibility within the organization to highlight successes and create an opportunity to share and learn with other teams

I ventured out to start working for myself and RBS was my 1st client, 2nd, and my 4th. It feels good to be liked. Spending a fair amount of time at RBS, I developed strong relationships with different departments. I started by working on the internal communications of the Finance department; writing speaker notes and presentations for the CFO and putting together their department newsletter.Where communications were previously seen as something only relevant to external relations, I created an environment in which the power of internal, cross-departmental, communications was recognized and embraced. Using volunteers from the team helped to build this appreciation for the value of communications.- Speaker notes and presentations for the CFO or Program Manager- Link between corporate communications and program or teams- Utilize existing channels and mediums to create new ways of communicating between and outside of teams- Led communications teams to create new ideas for content about the team and ongoing programs

I was brought in as a consultant to work directly with the HR director to revamp the HR department. There was an audit coming up, meaning we had to prepare for that, whilst implementing the new policies and procedures for the department.- Wrote policy and procedures - Implemented new policies - Employee mediation- Training program

I missed the excitement of being on projects so I was thrilled to become a part of the Compliance team. This allowed me to combine my analytical skills (from law school), my coaching skills (from HR), and my desire to be on a program. My first program was to build a mobile team. I recruited and interviewed potential candidates. My ability to identify talent allowed me to put together a result oriented and effective team. All of the team members went on to successful careers after the program disbanded.Building strong relationships with people allowed me to work within their comfort zone. By working together, sometimes side by side, I helped set small goals, identify and remove stumbling blocks, so we met our deadlines. This resulted in people feeling less daunted by deadlines and teams achieving outcomes in a more effective manner.Not having done much corporate communication before, I loved diving in the deep and strongly developing my internal communication skills. I wrote promotions for policies and came up with innovative ideas to help people remember the new policy and to embed it into the organization.

After law school, my dreams to live and work abroad came true. Through networking I received an interview with ING for an interim role; covering someone's maternity leave. I quickly adjusted to Dutch culture; completely different to the New York fast pace which is more of an 'everything was needed yesterday' environment. I adapted my New York style of working with the Dutch environment. Being in a culturally diverse environment reinforced my abilities to find new ways to connect with people and build relationships. I used my networking and relationship building skills when working with managers to identify true talents within their department. Then we would brainstorm new ways to challenge, or help, their talents grow into their next role. I was able to be a partner - identifying different ways to build the ideal team - one that could support the business and still grow and change as new challenges appear. I coached employees to identify their career goals and what steps they needed to take to achieve those goals. This way I supported employees to naturally transition into their next career step.

My manager at the Queens Library left and joined Ogilvy. He recruited me to help him on his HR team and help implement SAP Payroll. I was excited to work in the city and at a major marketing and advertising agency. Being part of the SAP team I used my training skills to train new hires on the policies within Ogilvy and to train employees on the new SAP system.Ogilvy being an agency meant new hires on a weekly basis. I was really impressed with the fact that they invested in new staff by having a full week onboarding program. This allowed for people to land on their feet quickly and resulted in committed staff who were living and breathing the brand.

I was determined to work in finance. I even studied for the 7 series. I had my 6 and 63 license. I also sold mutual funds and insurance. I was sure that my path was in finance. When I started working with the library it was a temporary data entry role within the HR dept. When the HR manager asked me about my aspirations I told him I wanted to work in Finance. He chuckled and told me I was not a Finance person and that I was an HR person. They offered me a permanent role and so began my HR career. Moving into a new area this quickly in a tightly staffed NGO meant I hit the ground running. In less than two years I worked on the SAP HR-Payroll implementation project; moved into Recruitment and from there to Compensation. I learned how to work on a project and translate the needs of the department to the technical team. I developed into a recruiter who translates the needs of department managers to help them find the perfect fit for their team.