About
About Me
My Educational Journey
After graduating from Florida Atlantic University, I entered the I/O (Industrial-Organizational) Psychology program at the continuing education school of Harvard University. At the extension school, I learned the research protocols and steps of conducting sound psychological research. I delved deeper into the principles of diversity, equity, and inclusion as they relate to organizational settings. One of the key areas I explored was the impact of unconscious bias on recruitment, promotion, and retention processes. This included studying microaggressions and their cumulative effects on employee well-being and productivity. These experiences have provided me with a solid foundation in DEI research and practice within organizational contexts. As I transition into the field of social psychology for my PhD, I am excited to expand upon this knowledge and apply it to broader societal issues beyond the workplace.
My decision to move from I/O to social psychology was mainly due to my desire to study broader social phenomena and human interactions on a larger scale rather than focusing primarily on workplace dynamics and employee behavior. I am drawn to the more theoretical and research-based nature of social psychology, allowing me to explore questions about social influence, attitudes, and group behavior across various contexts.
Professional Experience
At GAOTek, I worked with an incredibly diverse team: our video meetings often spanned multiple time zones with members from India, China, Australia, and Bangladesh. This required me to learn about and adapt to different cultural norms in order to successfully present my ideas. As HR Team Lead Intern at GAOTek, I organized virtual conferences addressing critical issues such as sexual harassment prevention and organizational inclusivity—demonstrating my ability to incorporate academic insight with practical intervention. My time working with human resources has improved my comprehension of how skills-building and well-thought-out communication structures can help remove DEI obstacles. One of my proudest achievements was increasing the diversity of HR interns during my last month.
Mentor Academics
As Advocacy Manager at Mentor Academics, I conduct signature drives of letters to elected officials concerning educational advocacy. The Hispanic Educational Resources and Empowerment (HERE) Act introduced by U.S. Representative Joaquin Castro (TX-20) and U.S. Senator Alex Padilla (CA) is a campaign dear to my heart. In 2020, there were 62.1 million Hispanics in the U.S., constituting nearly 20 percent of the national population.
The Census Bureau expects 111 million Hispanics to be residing in the U.S. in 2060. Despite explosive Hispanic population growth, the current education system does not adequately support Hispanic college completion. At four-year institutions, Hispanic students are 12 percent less likely to graduate than white peers. The HERE Act will provide federal funding to facilitate partnerships between school districts and universities serving large numbers of Hispanic/Latino students.
