Sonia Sng

Sonia joined Visa’s Asia Pacific office in 2000 and she moved to the US in 2014. She is currently responsible for partnering with business groups in Visa to drive initiatives while balancing risk and agility in innovation. Prior to moving to the US, she worked with banks, retailers and service providers in Asia Pacific, Central Europe, Middle East and Africa on fraud, chargeback, brand protection and data security initiatives. Growing up in multi-cultural Singapore, she considers herself pathologically pro-diversity. Besides being an active campaigner for diversity and inclusion initiatives in the risk function, she is also the co-chair for the Visa Women’s Network which is focused on ensuring women in Visa are able to reach their aspirations. Over the years, she has mentored colleagues in Dubai, Singapore and USA, to help them thrive at work while embracing their authentic selves. Externally, she volunteers at the Penninsula College Fund to help low-income, first-generation college students of immigrant families reach the college graduation finish line, and is a mentor for Everwise as well as Aspire Foundation, mentoring aspiring women around the world.

Cecily Joseph

Cecily has led the organisations diversity and inclusion efforts for the past 3 years-serving as Chief Diversity Officer for the company, in addition to her role as Vice president of Corporate Responsibility. Her focus has been on attracting, retaining and developing diverse employees, including setting and publishing goals around diversity hiring and retention. She has also partnered with organisations to address equity, such as the creation of the Net Impact Racial Equity Awareness Leadership (REAL) program which aims to institutionalise racial equity at colleges and universities through training and curriculum development. Externally, she served, for over 6 years, on the Board of Directors of Ruby’s Place, a domestic violence and homeless shelter, serving primarily women of colour.

Mo Haghbin

Mo joined OppenheimerFunds in January 2017 as Head of Product for the firm’s Beta Solutions business, and also began working with the firm’s Diversity and Inclusion team and Business Resource Groups (BRGs), which enhance programs around employee inclusion and engagement, recruiting, hiring and development of diverse talent. In partnership with its BRGs and employee volunteers, the firm’s efforts include a philanthropic initiative, 10,000 Kids by 2020, which aims to introduce students to math literacy programs over the next several years through non-profit partnerships. In his previous role as Head of Business Management for the US Fundamental Fixed Income team at BlackRock, Mo also served as the Chair of the New York People Committee within Global Fixed Income and was an active participant in MCN, a global network that aimed to attract, engage, and develop a culturally inclusive workforce. Outside of work, Mo dedicates his time and attention to promoting opportunities for individuals from diverse backgrounds including after school programs, supporting high-risk youth, and is active in Persian American Leadership networks.

Bansi Nagji

McKesson, currently ranked 5th on the Fortune 500, is the one of the oldest and largest healthcare companies in the world  with revenues of more than $190 billion in fiscal 2016.  As one of its most senior executives, Bansi is a core member of McKesson’s Chairman’s Diversity Council, which is responsible for the enterprise’s diversity strategy.  Bansi makes himself available as a mentor to all employees, particularly BAME men and women, to help them understand the myriad, often opaque, ways in which their careers can be more challenging to navigate than those of others. That regularly translates to him helping those seeking advice by networking them into McKesson to elevate their profile and expand their access to broader opportunities. Additionally, Bansi often speaks to groups outside McKesson, whether focused on minorities or not, about his own experience as a successful minority.

Jonathan Mildenhall

Jonathan has helped to implement many employee affinity groups at Airbnb. He was a key driving force in establishing Black@ which is the people of colour affinity group and he also acts as the executive sponsor of AirPride@ which is the LGBT affinity group. He works hard to promote diversity in everything he does, including in the marketing output of Airbnb. A key example is this year’s Superbowl spot for Airbnb that sent the message “We Accept”, embracing the diversity of all of their customers. It became the most talked about and provocative spot of the 2017 Superbowl. Externally, Jonathan is a donor for the First Graduate program which helps support people of colour from disadvantaged backgrounds throughout school. He also utilises his role as a very high profile industry champion on diversity initiatives to challenge industry bodies on the lack of diversity across the board.

Scott Taylor

As one of Symantec’s top executives, Scott has been a key advocate for the growth and advancement of the diverse talent at the company. He is the executive sponsor of Symantec’s Black Employee Resource group (SyBER), focused on developing career advancement and mentorship opportunities, recruiting tactics, and community building to attract and retain Black talent. For example, Symantec recently co-hosted the SF Bay Area UNCF Tech Summit, bringing together diverse technology leaders with 50 Black undergraduate students and 20 faculty attendees. Externally, Scott serves as a national advisory board member of the Stanford University Center for Comparative Studies on Race and Ethnicity – Stanford’s interdisciplinary hub for teaching and research on race and ethnicity. Additionally, as well as his role at Symantec, Scott serves on the board of directors of Piper Jaffray, a leading investment bank and asset management company.

Thong Nguyen

Thong is personally dedicated to maintaining Bank of America’s commitment to building diverse teams and fostering an inclusive environment where employees can bring their whole selves to work. He personally holds his leaders accountable for driving progress in Diversity and Inclusion; each member of his leadership team has diversity representation targets, including specific BAME targets, and progress is reviewed regularly. Under Thong’s leadership, Retail Banking launched Mobile Banking in Spanish to better serve Hispanic/Latino clients. As Market President and Market Sponsor of their San Francisco-East Bay Market, Thong ensures that driving progress in Diversity and Inclusion is a key part of every conversation with the Mayor and his office, Bank of America Clients, as well as other employers and influencers in the market. As Thong is constantly on the road visiting with teammates and clients across the country, he ensures meeting with diverse employees, partnering with the Bank’s Employee Networks and discussing D&I with clients is a regular part of his agenda.

Albert Cheng

In his past role at Disney, Albert served on the corporate Diversity Committee led by Bob Iger and senior leaders of the company. The committee was responsible for setting the agenda, goals for the company on diversity initiatives as well as review progress against those goals by division. Externally, for over sixteen years Albert served on various diversity organizations. He was on the Board of NAMIC (National Association for Multi-Ethnicity in Communications) for nine years (2000 – 2009) and served as Treasurer for two of those years. He was most recently a founding board member of Digital Diversity Network and now an Advisory Board member. He currently serves on the Board of The Coalition of Asian Pacifics in Entertainment (CAPE) Each of these 501c3 organizations advocate for diversity and inclusion as well as offer programs to develop executives of colour in executive leadership.