Suggestions
Dana Fields
Global DEI Specialist | People Operations | Project Manager | Ex-McKinsey
Dana Fields is a dedicated professional with a strong focus on driving diversity and inclusion initiatives globally.
With a proven track record in managing affinity groups, fostering inclusive cultures, and implementing effective strategies, Dana excels in day-to-day operations for large teams.
Dana serves as a trusted advisor to senior leadership, guiding on sensitive matters and leading DE&I training initiatives while promoting allyship.
Having successfully coordinated global conferences and led teams in creating company-wide playbooks, Dana demonstrates exceptional project management skills.
With a background in extensive administrative experience, Dana ensures seamless support to senior consultants and leaders, showcasing a well-rounded skill set.
Outside of professional roles, Dana has shown commitment by leading a local LGBTQ+ chapter, highlighting a dedication to fostering inclusive environments and driving impactful change.
Having studied Behavioral Healthcare at the University of South Florida and Counseling and Human Services at Hillsborough Community College, Dana's educational background complements their professional expertise.
With previous roles at Heidrick & Struggles, McKinsey & Company, USAA, and Morton Plant Hospital, Dana brings a wealth of experience to any organization seeking to prioritize diversity, equity, and inclusion initiatives.
Highlights
Women leaders are leaving their companies at the highest rate in years. To put the scale of this in perspective: for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their companies. And the reasons these women are leaving is telling - they are demanding more from work, and willing to leave to find it.
This alarming insight was one of the findings of McKinsey and LeanIn.Org’s annual Women in the Workplace report. The research also explores what young women want from their companies, how flexible work is a game changer for women and what leading practices companies can put into place to accelerate progress on gender equality.
#Womenintheworkplace
The 'Great Resignation of 2021' has forced companies to change policies and workplace environments that are no longer acceptable to employees. One of the things getting a hard and long overdue look at is microaggressions.
Though most commonly aimed toward minorities, microaggressions can be aimed at anyone, and take place anywhere. What are some ways in which companies can make positive changes and combat the feelings of inequality and disrespect that result from microaggressions?
