I have always believed that people perform at their best when they feel valued, respected, included, and safe to be themselves. That belief has shaped my career and ultimately led me to become Senior Director of Inclusion & Belonging, where I have had the privilege of helping transform culture across a global organization of more than 33,000 employees representing 116 nationalities in 28 countries.
My journey into inclusion leadership is a natural continuation of my HR career across the various centers of excellence and HR Operations. Throughout my career, I have experienced firsthand the power of belonging, as well as the challenges that arise when individuals feel unheard, excluded, or unable to contribute their best. Those experiences instilled in me a deep commitment to building workplaces and to shape the working culture.
Over the past several years, I have led a significant evolution of our organization’s approach to diversity and inclusion. At a time when many companies were reassessing their strategies and facing increasing external scrutiny, I guided the transition from a traditional Diversity & Inclusion model to a broader Inclusion & Belonging framework, a deliberate shift toward creating a culture where every employee—regardless of background, role, nationality, generation, or experience—feels connected and empowered to succeed.
One of my proudest achievements has been embedding Inclusion & Belonging into the organization’s long-term business strategy. By aligning our work to executive priorities and establishing an Inclusion & Belonging Council led by the CEO and executive leadership team, I helped ensure that inclusion became a business imperative rather than a standalone initiative. Through this approach, accountability, measurement, and leadership ownership became central to our success.
I am particularly passionate about psychological safety because I believe it sits at the intersection of culture, performance, and safety. I have worked to bring this concept beyond corporate offices and directly into fabrication yards, project sites, and offshore vessels, helping employees understand the connection between speaking up, teamwork, innovation, and physical safety. To me, creating workplaces where people have the confidence to raise concerns, challenge assumptions, and contribute ideas is one of the most powerful ways to improve both culture and business outcomes.
Another area close to my heart has been advancing neurodiversity and disability inclusion. I have championed awareness initiatives, leadership education, recruitment outreach, accommodation support, and partnerships that help create more equitable opportunities for underrepresented communities. Seeing these efforts contribute to industry recognition and, more importantly, improve employee experiences has been deeply rewarding.
Throughout my leadership, I have focused on measurable impact. I expanded inclusion learning and development programs from reaching approximately 1,600 employees to more than 5,800 employees within a year, while significantly increasing training hours and engagement. I also introduced dashboards and metrics to demonstrate outcomes, reinforcing my belief that meaningful cultural change must be both visible and measurable.
Beyond the workplace, I have worked to strengthen connections with the communities we serve by establishing community engagement as a strategic pillar of our Inclusion & Belonging strategy. Through partnerships with charitable organizations, disability support groups, educational institutions, and employee-led volunteer initiatives, I have sought to extend our impact beyond organizational boundaries.
What motivates me most is knowing that inclusion is ultimately about people. Behind every metric is an individual who feels heard, a manager who has become a more inclusive leader, a team that works together more effectively, or an employee who feels a stronger sense of belonging. My mission has always been to create environments where people can bring their best selves to work and where inclusion becomes part of how an organization operates every day.
I am proud of what has been achieved, but I am even more excited about what is still possible. For me, inclusion is not a destination—it is an ongoing commitment to creating workplaces where every person can thrive, contribute, and belong.
