Inaugural Diversity, Equity, Inclusion and Belonging leader for publicly traded global technology company.● Develop and execute a global diversity, equity, inclusion and belonging strategy.● Oversee and provide ongoing guidance for Employee Resource Groups (ERGs) and Global DEI Champions. ● Utilize company surveys and employee data to identify progress and address DEIB-related needs both company-wide and within the various divisions.● Collaborate with senior leadership to incorporate best DEIB practices into key talent acquisition, learning and leadership development, and management processes. ● Design and implement a learning plan inclusive of unconscious bias training series, cultural awareness sessions aligned with various heritage months, gender identity and pronouns, and inclusive leadership. ● Manage community outreach, engagement and philanthropic support for external diversity and inclusion organizations in order to support and attract diverse tech talent and remain on top of DEIB best practices.● Contribute to creating a strong DEIB employment brand, internally and externally, through strong external partnerships; represent company at external events aimed at sharing ideas and best practices.

Areas of expertise include: ● Assessment: Conducting 360-assessments and providing recommendations for orgs of all sizes (local to global), assessing/bench-marking demographic diversity, the organizational climate, employee engagement, and how thoroughly DEI best-practices are integrated into practices, policies and procedures throughout all function areas (such as recruitment/hiring, career development, performance management, succession planning, training, product development, marketing, supplier diversity, branding, community relations, etc.). ● Strategic Planning and Change Management: Guiding organizations through the process of (re)defining their D&I business case/value proposition and creating an evidence-based strategic roadmap integrated into all systems. The plan includes easy-wins and long-term goals, and identifies objectives, ownership, key metrics and methods to monitor and evaluate progress, accountability measures, and takes into consideration how to communicate the plan and manage the (sometimes drastically) evolving culture and systems. This also includes consulting diversity councils and employee/business resource groups through the evolving phases of the D&I maturity spectrum, from inception through being fully integrated into all aspects of the business. ● Education and Awareness: Designing curriculum and assisting in the presentation of trainings that reinforce diversity and inclusion (e.g. Creating Inclusive Workplaces; DE&I Best Practices for Leaders; Unconscious Bias; Interrupting Microaggressions). Coaching executives through leadership challenges related to culture and inclusion (e.g. personalizing the D&I value proposition; leading with an inclusive lens; changing culture from the ground up; leading with transparency & vulnerability; understanding how white men fit into the D&I equation; dealing with resistance).

Similar to VP of DEI role at BigCommerce, responsible for the creation, adoption and oversight of Staples' Diversity, Equity, Inclusion and Belonging strategy. Additional responsibilities included:● Create and update DEIB scorecards and heatmaps to measure various employee metrics and analyze data trends in regard to representation, inclusion, performance and engagement.● Partnership with Supplier Diversity and Learning & Development team to identify, create and deploy DEIB educational modules, workshops, and learning/leader development opportunities.

Adjunct Professor (Diversity & Inclusion, 2017; Student Development / The College Student) in the Masters of Education program at Merrimack College.

Began working with Bottom Line as an independent D&I Consultant (through Tom Bourdon Consulting) in August of 2016. Officially came "in-house" in June of 2017 as the Director of Talent, an expanded role in Bottom Line's Human Resources Department. Responsibilities included:Director of Talent, August 2017 - August 2018• Talent Acquisition: Acted as a strategic partner to Hiring Managers on all talent acquisition-related activities;• Training & Development: Developed and conducted training programs related to DE&I and talent acquisition;• Data & Analytics: Collected, analyzed, and utilized data to inform decisions and execute strategies.DE&I Consultant, August 2016 – 2018• Developed and lead all Diversity, Equity & Inclusion (DE&I) efforts and strategies for this national organization; served as internal DE&I resource/advocate and external representative; collaborated with HR, Sr. Leadership and various business units to create a culture that aligned with the stated values by integrating measurable D&I best-practices into all people processes; built and co-chaired the DE&I Diversity Council. • Currently: Still delivering periodic DEI trainings for Bottom Line and facilitating the annual DEI Strategic Planning Convening, now under the umbrella of IBIS Consulting Group

As the Executive Director of the largest PFLAG chapter in the world, responsibilities include: • Diversity and Inclusion: consult and assist corporate partners around various D&I goals and initiatives• Leadership and Strategic Planning: following the long-standing founding executive director’s departure;• Fundraising and Relationship Building: oversaw all aspects of major donor cultivation, annual givingcampaigns, corporate sponsorships, annual gala, small fundraisers, targeted grant applications, etc.;• Financial Management: oversaw budget of ~$700,000;• Governance and Board Management: transitioned ‘working’ board (of 13) to ‘governance’ board (of 19);• Outreach and Advocacy: involved in various state-wide advocacy initiatives and coalitions;• Program Measurement: helped put assessment tools in place for first time in organization’s history,analyzing the organization’s 16 support groups and robust Safe Schools and Communities program;• Marketing and Communications: resulting in 250+ programs and 18,000+ individuals served annually;• Community Representation and Organizational Partnerships: represented the organization at majorevents, in the media, at the state house, and throughout the greater Boston region;• Staff and Volunteer Management: 4 full-time staff members, 10+ interns/yr, and 100+ volunteers.

• Provide leadership and strategic planning for both SJLI and the LGBT Center in regards to mission, goals, outcomes, collaborative efforts, and staffing;• Cultivate relationships and partnerships with both individuals and organizational entities across the institution and the Greater Boston area in order to sustain and grow both initiatives;• Ensure programs, support services, messaging, and advocacy actions are consistent with Tufts’ mission;• Serve as a spokesperson for the university on D&I-related issues at events and in the media;• Develop innovative fundraising methods to help support organizational efforts;• Work with Diversity Council to address organization’s goals, concerns, finances, communications, etc.;• Create, manage, and measure events and campaigns that address a wide range of diversity and inclusion issues;• Assisted with the recruitment of diverse students (for college admissions as well as companies pursuing talent).

• Created, planned, and managed the implementation LGBTQ programming;• Advised and counseled students, faculty, and staff on LGBTQ-related issues.

Assistant Director, LGBT Resource Center (9/05 – 7/07)• Developed/measured programs and offered campus-wide outreach, advocacy, training, and education;• Provided direct support to students, including crisis intervention, emergency services, and general counseling and referrals;• Recruited, trained, supervised, and evaluated the work of support staff and volunteer staff.Employer Relations Administrator, Career Center (8/04 – 9/05)• Served as liaison with external employers for campus recruitment and interview efforts;• Helped manage and fundraise through six annual small-to-large scale career fairs.

• Offered consistent administrative support for the President of the division;• Assisted in the planning and coordination of large-scale events, launches, and conferences;• Assisted in the orientation of new staff to 100+ person department, covering policies, guidelines, and human resource issues.

• Worked with client budgets ranging from $20,000-200,000;• Assisted in researching, recommending and obtaining appropriate experts, celebrities and sports figures for clients’ special events; • Created appropriate correspondence, including legal contracts and documents; • Arranged travel; • Maintained contact database;• Handled marketing/advertising correspondence, invoicing, and general event follow-up. www.dlbltd.com

• Assisted in brand promotions and planned marketing strategies for merchandise showcases and special events (The Simpsons Global Fanfest, MAGIC and Toyfair conferences);• Oversaw compliancy issues for product approval process; • Coordinated meetings between licensees and the creators/producers of The Simpsons; • Updated the Sales Department weekly, reporting all store and merchant issues.