It’s no secret that inclusive workplaces are better for employees and the bottom line. However, cultivating a culture-centric organization takes thought and planning, and when you lead a dispersed team, the challenges of creating inclusive workspaces are magnified.
When companies have offices in different geographic locations, it’s easy to become siloed, with each office focusing more on local concerns rather than the company as a whole. Fully remote employees can feel excluded, overlooked, and left out of important decisions. And when colleagues are spread across the globe, obstacles like different time zones, varied languages, incompatible technology, and unfamiliar cultural norms get in the way. How can champions of diversity, equity, and inclusion ensure everyone – whether they work in person, remote, or hybrid – feels included and motivated?
Jamie is a Certified Diversity Executive (CDE)® and Chief Experience Officer at The Diversity Movement where she creates employee-first, inclusive workplaces for both clients and The Diversity Movement’s internal employees.
Jamie graduated from Cornell University in 2009 with a bachelor of arts in English and history and has since worked in a variety of client service, project management, and operational roles. She is also founder and owner of Stabilimenta, an operational strategy consulting firm. She serves on the board for Raleigh City Farm and volunteers as an alumni admissions ambassador for Cornell University.
Greg believes that every business is a “people business.” He builds world-class workplace cultures with a management style that focuses on education, pride of work, and happiness. For Greg, trust, connection, and great work should take priority over toxic productivity standards and workforce optimization. He wants a professional world that recognizes employees’ full humanity, empowering them to thrive at work and beyond.
These philosophies all play into his role as CEO of Brooks Bell, a consulting firm that builds world-class insights-driven organizations. Greg is proud to lead a team with both shared values and unique perspectives, working every day to do the right thing for our employees, clients, and community.
Grace has 20+ years of Human Resources expertise within the Fashion Industry. In her role at HUGO BOSS, she oversees all aspects of HR for over 2,500 employees within the Americas region, which includes the US, Canada, Mexico, and Brazil. Grace is responsible for leading the regional human resources strategy, organizational design and excellence, cultural and workforce development, talent acquisition, training and development, diversity and inclusion, total rewards, HR operations, and technology for over 400 stores, 4 corporate offices, and 2 distribution centers.
Grace serves as a strategic member and business advisor to the Americas executive team. She drives critical HR processes throughout the organization and leverages HR to accomplish key business objectives. As part of a global organization, Grace translates global workforce strategies into holistic plans to meet regional objectives. Prior to HUGO BOSS, she held various HR roles at Liz Claiborne, Inc. and Sara Lee Coffee & Tea. She holds a Master of Arts in Applied Psychology (Industrial Organizational Psychology) from Fairfield University.
Julie has over 20 years of Human Resources experience in the Semi-Conductor and Financial Services industries. At Allegro MicroSystems, Julie is responsible for the strategic direction and implementation of Talent Programs including DEI, Employee Engagement, Learning & Development, Career Development, Succession Planning, and Performance Management for Allegro’s employees globally. Julie thrives on the people side of the business and is passionate about empowering others to maximize their talent and the talent on their teams. Prior to her work in Human Resources, Julie worked on the “business side” of several large financial services companies, leading to her approach of viewing Talent Programs through the eyes of those who participate in them.