Collaborate with client's strategic diversity sourcing team, talent acquisition, HR, and leadership to render guidance on diversity, equity & inclusion (DEI) best practices to achieve DEI goals. Engage with employee business resource groups (EBRGs) and business resource groups (BRGs) to drive adoption of best practices in diversity recruitment.
• Initiated partnerships with community organizations and trade/vocational schools aimed at enhancing client's reputation as employer of choice, while diversifying talent pool and advancing goals of diversity recruitment/branding
• Reinforced implementation of "good faith" efforts for compliance by evaluating and aligning client's recruiting strategies with affirmative action plans (AAPs)

Designed EEO/AA strategy aimed at heightening awareness among key stakeholders, partners, and leadership. Established teams both internally and externally to support affirmative action plans (AAPs) while ensuring compliance through outreach and "good faith" efforts. Nurtured partnerships with employee business resource groups, talent acquisition, recruiting, human resources, DE&I and other functional teams to attract and retain diverse talent. Maintained compliance through initiatives in the recruitment and hiring of women, minorities, individuals with disabilities and veterans
• Improved representation among women, minorities, individuals with disabilities, and veterans by formulating measurable DE&I objectives to assess effectiveness of strategies and initiatives
• In partnership with employee business resource groups, developed "Cultural Immersion" training programs covering LGBTQ+, Muslim, Black/African American, Latinx, and disability awareness to increase marketers' understanding

Served a key role in preparing for Office of Federal Contract Compliance Programs (OFCCP) desk and onsite audits by organizing and preparing all necessary data and documentation. Prepared affirmative action plans (AAPs) in accordance with regulatory requirements, including data collection, analysis, and reporting on hiring, promotions, and terminations.
• Procured applicant flow data, a crucial component in preparation and generation of firm's 90+ Affirmative Action Plans by interacting with campus and experienced hire recruiting teams.
• Generated and analyzed Peoplesoft reports, while crafting activity logs to optimize productivity.

Assessed workforce data to identify trends, gaps, and opportunities for enhancing diversity and inclusion efforts. Employed statistical methods to draw meaningful insights and craft actionable recommendations. Conducted benchmarking against industry standards and best practices to evaluate corporate performance in terms of diversity and inclusion.
• Supported company's commitment to equal employment opportunity initiatives by monitoring progression and movement of women, people of color, individuals with disabilities, veterans, and LGBTQ+ employees
• Created quarterly and year-end dashboards and scorecards comparing availability and utilization at Johnson & Johnson, including three distinct sectors within business