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Work Background
Self-employedRelocation, Learning, Writing
Feb. 2023Atlanta, Georgia, United StatesOpen to new senior leadership opportunities to integrate diversity, equity, and inclusion strategies and initiatives to drive outcome and impact, following dedicated time to relocate my family to Atlanta, Georgia, in support of spousal employment. This experience reinforced my commitment to fostering inclusion, not just in the workplace but also in personal and family life. While focused on necessary activities related to relocation, I’ve also used this time to deepen knowledge on effective practices to foster engagement and talent strategies, while also reflecting in writings on inclusive leadership practices - the behaviors to consistently demonstrate to foster inclusion and belonging. Lastly, given the significant growth of artificial intelligence, I have explored the intersection of AI with diversity, equity, and inclusion, and how to leverage AI in support of advancing the work.
USAAVice President of Diversity, Equity and Inclusion
Jun. 2021 - Oct. 2022United StatesLead, develop and implement the Diversity, Equity & Inclusion Strategy including oversight of DE&I Councils, Business Resource Groups, and DE&I initiatives and programs.
- Developed and introduced DE&I performance objectives for executive management group to drive accountability.
- Developed and implemented monthly DE&I scorecard and dashboard, inclusive of long-term incentive for c-suite.
- Established the 5-year DE&I strategy aligned to corporate strategy with milestones and deliverables.
- Implemented DE&I education for top 800 leaders, focused on business case and inclusive leadership.
- Restructured CEO DE&I Council to accelerate outcomes and impact against strategic priorities.
Wells FargoSVP, Diversity & Inclusion Infrastructure/Alignment Manager
Jan. 2013 - Jun. 2021Greater St. Louis AreaLed, developed and implemented the enterprise DDE&I Strategy for 265,000 employees, including oversight of DE&I Councils, Business Resource Groups, scorecard, performance objectives, and DE&I initiatives and programs.
- Implemented DE&I performance objectives for top eight layers of management to drive accountability.
- Provided leadership, consultation and influence to enhance DE&I outcomes, resulting in being recognized as #11 Top Company for Diversity by DiversityInc (an improvement from the high 30s).
- Transformed Business Resource Groups to include 10 BRGs, 337 chapters, 74,000 distinct members, 157k total members, and realized 284% growth in membership over 5 year period.
- Led development and implementation of BRG Leadership Support site, inclusive of 30-60-90 day onboarding reviews, processes to select BRG leaders from Top Talent data, interview screening protocols, Individual Development Plan integration, succession planning and performance feedback tools, and resources for BRG leaders and their managers.
- Led creation and implementation of Inclusion Fireside Chats which are 60-90 minute produced live-stream programs on D&I topics in alignment with CEO Action for D&I Pledge, promoting an inclusive workplace and open dialogue.
- Developed and implemented enterprise-wide Diversity Council infrastructure, governance model, tools and resources, driving stronger alignment of work to enterprise diversity and inclusion strategy.
- Leveraged data to track impact on engagement, demonstrating BRG involvement and leadership results in higher levels of employee engagement, greater retention, and accelerated promotion rates.
Wells FargoVP, Diversity & Inclusion Strategy Consultant
Mar. 2010 - Feb. 2013Advised, consulted and coached top executives and HR Centers of Expertise on effective diversity and inclusion practices, strategy development and learning solutions, to build and maintain a diverse and inclusive workplace.
- Led the development of People/Diversity Performance Objectives and Incentive Goals, driving accountability across senior leaders and managers.
- Developed and implemented a 10-module series on Career and Professional development entitled “Connect Learn Grow” campaign based on team member focus group feedback, to enhance awareness, skills and personal accountability for career and professional development.
- Developed, launched, and managed CLG Diversity & Inclusion Council, and provided leadership, counsel and coaching to Line of Business Diversity Councils and Committees, and eleven local and regional site diversity teams.
Wachovia, A Wells Fargo CompanyVP, Head of DE&I AG Edwards / OD and Diversity & Inclusion Strategy
Feb. 2007 - Mar. 2010Advised and coached top executives and key business partners to design, align, and establish the overall strategic direction on human capital and diversity for Wachovia’s Retirement Services Group and Wachovia Securities, the 2nd largest brokerage firm.
- Served as the organization’s thought leader and authority on diversity and inclusion practices.
- Designed the WFA People Strategy, HR Business Partner Guide, and developed performance management tool utilized by Wells Fargo Advisors Executive Leaders.
- Enhanced retention of key talent, development of future leaders, and implemented strong forward-looking people focused practices, by partnering, consulting, and coaching President and CEO and other members of senior management, and designing and implementing informal Mentoring, web-portal, tools and resources.
- Drove accountability, reporting, and strategic focus on diversity by designing and leading the Diversity & Inclusion Advisory Council, chaired by President & CEO, as well as the Women’s Initiative, Black/African American Initiative, and the Gay/Lesbian/Bisexual/Transgender Initiative.
- Provided leadership in development of segment-driven marketing efforts including the development of the LGBT and Domestic Partner Financial Planning Program, the first of its kind certification program to certify Financial Advisors in providing financial advice and counsel to the LGBT Community.
SodexhoSr Director Diversity
May. 2004 - Feb. 2007Designed, led and managed the National Sodexho Diversity and Inclusion Strategy and related programs for 118,000 employees, including 15,000 managers. Coached senior leaders and built forward-looking people practices including talent acquisition, leadership development and high-potential identification. Developed leadership development initiative aligned with succession management process, including formal and informal mentoring. Managed a $1.7 million budget, 7 professionals, 39 internal and 18 external trainers delivering training nationwide. Managed training for frontline, management and executive employees, including curriculum design and delivery. Managed 5 employee network groups: African American Leadership Forum, Pan Asian Network Group, Organization of Latinos, Women’s Network Group and PRIDE (LGBT) group. Established diversity consulting business driving revenue growth. Led organization to receive over 21 Diversity Excellence Awards in 2005-2006 from national diversity-related publications and organizations, including #13 on DiversityInc’s Top 50 Companies for Diversity.
Nextel CommunicationsManaging Director Inclusion
Jan. 2002 - Dec. 2004Coached and provided strategic counsel to HR and senior leaders in the areas of OD, talent management, leadership development and diversity. Implemented a comprehensive Talent Management Initiative, increasing the hiring and retention of underrepresented groups, and established a formal Leadership Development Program to impact the diversity within the talent pipeline. Provided coaching to HR business partners in transition from transactional work to strategic client work.
Memphis Diversity InstituteDirector, Diversity - Research, Education & Measurements
May. 1995 - May. 2002Provided management consulting services to Fortune 500 organizations, Colleges and Universities, Non-profits and Public Agencies. Managed a $750,000 operating budget. Designed, facilitated and assessed educational program effectiveness for senior and mid-level managers and front-line employees. Collaborated in establishing programs and services that received national and international recognition. • Enhanced revenue growth in excess of $1 million by designing, implementing and selling an Auditing System to assess organizational human capital strengths and development areas.
• Enhanced revenue by designing, delivering and selling manager-focused diversity training.
• Earned Institute recognition by the President of the United States and the United Nations International Labor Organization for diversity and organizational transformation initiatives.
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