Diversity, Equity and Inclusion Advisory Committee Membership

Diversity, equity and inclusion are fundamental to achieving Exponent’s vision and mission. As part of the firm’s efforts to enable a culture of belonging where diversity, equity and inclusion are embedded, CEO Catherine Corrigan appointed an advisory committee of employees to work with her on these important issues. The committee’s charter is to:


  • Offer advice and recommendations regarding diversity, equity and inclusion goals and actions 
  • Serve as a mechanism for gathering information and feedback on diversity, equity and inclusion topics
  • Provide perspective on progress toward goals
  • Identify strategies to promote a diversity, equity and inclusion voice in all firm communications
  • Share perspective from different genders, affinity groups, levels, roles, ages, offices, and departments/practices
  • Support the connectivity between company leadership, employees and employee resource groups
  • Act as ambassadors of our diversity, equity and inclusion initiatives to employees, clients, candidates, investors, and other stakeholders

We are pleased to present our inaugural committee members below.



Principal, Construction Consulting
Oakland

Susan is active in women’s leadership organizations and has spoken publicly at conferences both in the U.S. and internationally. The construction discipline outside of Exponent has been historically male dominated, but Susan and others before her are effecting change in the industry with respect to diversity.

Susan is active in women’s leadership organizations and has spoken publicly at conferences both in the U.S. and internationally. The construction discipline outside of Exponent has been historically male dominated, but Susan and others before her are effecting change in the industry with respect to diversity.

"In my career I've seen the positive impact that inclusivity can bring to different industries. My goals of being on the committee include helping to develop practical strategies and metrics for the company's diversity initiative as well as to be a mentor for others."


- Susan Bomba
President & Chief Executive Officer
Menlo Park

As CEO, Catherine is committed to embedding diversity, equity and inclusion into all aspects of the firm’s culture. She believes that harnessing the power of technical excellence, objectivity, and diversity in all of its dimensions will benefit Exponent and the communities around us. She led efforts to communicate our commitments to the advancement of science, diversity and investment in our people, and safety and the environment through the “Our Impact” portion of Exponent’s website. Catherine is the founder and chair of this Advisory Committee.

As CEO, Catherine is committed to embedding diversity, equity and inclusion into all aspects of the firm’s culture. She believes that harnessing the power of technical excellence, objectivity, and diversity in all of its dimensions will benefit Exponent and the communities around us. She led efforts to communicate our commitments to the advancement of science, diversity and investment in our people, and safety and the environment through the “Our Impact” portion of Exponent’s website. Catherine is the founder and chair of this Advisory Committee.

"Exponent's vision, to engage the brightest scientists and engineers to empower clients with solutions for a safe, healthy, sustainable and technologically complex world, can only be fully realized with a culture of true inclusion and belonging."


- Catherine Corrigan
Administrative Assistant
Philadelphia

Kim recently joined our Philadelphia office and brings years of senior administrative experience to her role. In her past work for AstraZeneca, she was on a diversity committee that helped to organize focus groups, trainings, toolkits, town halls, and seminars.

Kim recently joined our Philadelphia office and brings years of senior administrative experience to her role. In her past work for AstraZeneca, she was on a diversity committee that helped to organize focus groups, trainings, toolkits, town halls, and seminars.

“I hope to bring best practices from the time I served on the Diversity Council at AstraZeneca by stressing awareness, education, and engagement.”


- Kim DeGraphenreed
Senior Associate, Thermal Sciences
Natick
Claudio worked extensively in developing and implementing programs to promote diversity, equity and inclusion in the College of Engineering at the University of Michigan. He is eager to extend the learnings from that experience into his Exponent network.
Claudio worked extensively in developing and implementing programs to promote diversity, equity and inclusion in the College of Engineering at the University of Michigan. He is eager to extend the learnings from that experience into his Exponent network.

“My main goals in serving on this committee are to participate and contribute to the development of strategies and programs to promote and quantify equity and inclusion and also to share my perspective as a gay Latino on the sense of belonging in the firm environment.”


- Claudio Favero
Senior Manager, Polymer Science & Materials Chemistry
Denver

Manuel has worked in three Exponent offices since joining the firm: Bowie, Philadelphia, and Denver. He joined Exponent after 8 years in industry, and his early life and education were in Mexico, and he brings those perspectives to the committee. Manuel was instrumental in developing our first practice recruiting team at Exponent.

Manuel has worked in three Exponent offices since joining the firm: Bowie, Philadelphia, and Denver. He joined Exponent after 8 years in industry, and his early life and education were in Mexico, and he brings those perspectives to the committee. Manuel was instrumental in developing our first practice recruiting team at Exponent.

“I would like to provide a perspective from someone who immigrated to this country, and who has directly experienced the benefits and difficulties of immersing into a different culture, where language, food, and social interactions and expectations are different.”


- Manuel Garcia-Leiner
Managing Scientist, Health Sciences
Oakland
Emily has been a substantial voice in the POWER-MEGA community and currently serves as the facilitator for the Oakland office. Her experience over her long tenure at the firm while raising two young children and as a woman of color brings perspective to the committee.
Emily has been a substantial voice in the POWER-MEGA community and currently serves as the facilitator for the Oakland office. Her experience over her long tenure at the firm while raising two young children and as a woman of color brings perspective to the committee.

“I would like to help make Exponent a more welcoming and inclusive environment to attract and retain the brightest scientists, engineers, and support staff, to thrive and work together in solving our clients’ problems.”


- Emily Goswami
Head of Asia Offices & Principal Engineer, Electrical Engineering & Computer Science
Hong Kong Singapore Shanghai
Ray has experience working in the Menlo Park and Hong Kong offices for over 10 years. Through his role as Head of Asia Offices and his upbringing in Chinese culture, he not only brings the perspectives of an Asian American working in both the US and Asia, but also a voice from our Asian employees. Ray is eager to encourage cultural learning and sensitivity across the firm.
Ray has experience working in the Menlo Park and Hong Kong offices for over 10 years. Through his role as Head of Asia Offices and his upbringing in Chinese culture, he not only brings the perspectives of an Asian American working in both the US and Asia, but also a voice from our Asian employees. Ray is eager to encourage cultural learning and sensitivity across the firm.

“I would like to inspire and motivate managers to more intimately engage junior staff and to take responsibility for developing them at a more personal level. Business leaders should also play a significant role in corporate DEI initiatives; it’s not purely an HR effort.”


- Ray Huang
Principal, Buildings & Structures
Oakland
Kofi was an active member of the Black Graduate Engineering and Science Students organization (BGESS) while completing his Ph.D. at UC Berkeley. He was also a member of the National Society of Black Engineers (NSBE) at both UC Berkeley and UC Davis. He brings that experience and his perspective after 10 years of consulting at Exponent to the committee.
Kofi was an active member of the Black Graduate Engineering and Science Students organization (BGESS) while completing his Ph.D. at UC Berkeley. He was also a member of the National Society of Black Engineers (NSBE) at both UC Berkeley and UC Davis. He brings that experience and his perspective after 10 years of consulting at Exponent to the committee.
“I am conscious that my perspective and voice are not universal within my ethnic or age demographic. As such, it is also my goal to reach out and engage employees of color and bring those diverse perspectives to the committee in addition to my own.“
- Kofi Inkabi
Senior Manager Recruiting, Human Resources
Menlo Park

Jenny refined the Exponent University Recruiting program over the past decade and now leads all recruiting for Exponent. She and her team developed processes and procedures to support diverse hiring practices including implementing behavioral interview training and inspiring our representatives on university campuses to reach out to underrepresented minority groups to develop long-term relationships. She is one of the corporate leads of our diversity, equity and inclusion initiative and is eager to team with employees to increase diversity through hiring while maintaining our high standards. Jenny is also active in training initiatives.

Jenny refined the Exponent University Recruiting program over the past decade and now leads all recruiting for Exponent. She and her team developed processes and procedures to support diverse hiring practices including implementing behavioral interview training and inspiring our representatives on university campuses to reach out to underrepresented minority groups to develop long-term relationships. She is one of the corporate leads of our diversity, equity and inclusion initiative and is eager to team with employees to increase diversity through hiring while maintaining our high standards. Jenny is also active in training initiatives.

“My goal is to help create processes and programs that will bring both education and provide structure in our efforts to minimize bias and create a more welcoming and equitable culture for all candidates and employees. There is so much we can accomplish when we work together!”


- Jenny Irwin
Associate, Biomechanics
Phoenix

Marysol recently joined our Phoenix office. She is the first Latina to graduate with a Ph.D. from the Sibley School of Mechanical and Aerospace Engineering at Cornell University. She mentored eight undergraduate students from underrepresented minorities and promoted engineering to high school girls through a summer engineering camp at Cornell University. She has encouraged engineering as a career among younger generations by teaching six-year-old children robotics in an after-school program. She is eager to encourage Exponent staff to volunteer in external programs.

Marysol recently joined our Phoenix office. She is the first Latina to graduate with a Ph.D. from the Sibley School of Mechanical and Aerospace Engineering at Cornell University. She mentored eight undergraduate students from underrepresented minorities and promoted engineering to high school girls through a summer engineering camp at Cornell University. She has encouraged engineering as a career among younger generations by teaching six-year-old children robotics in an after-school program. She is eager to encourage Exponent staff to volunteer in external programs.

“My goal is to make sure that Exponent offers an environment that is welcoming and offers the opportunity for success to people from different genders, affinity groups, levels, roles, ages, offices, and departments/practices.”


- Marysol Luna
Principal, Polymer Science & Materials Chemistry
Bellevue

John is an experienced senior executive who has held multiple leadership roles at Exponent including Group VP for Transportation, Group VP for US Offices, Interim VP of Business Development, and Corporate Vice President. In addition to his consulting practice, he devotes considerable time as a professor of inclusive design at Stanford University where he interacts extensively with people who have a diverse set of both visible and invisible disabilities. As a result of this work, John understands how difficult it can be to both live and work with disabilities that are not readily discernible.

John is an experienced senior executive who has held multiple leadership roles at Exponent including Group VP for Transportation, Group VP for US Offices, Interim VP of Business Development, and Corporate Vice President. In addition to his consulting practice, he devotes considerable time as a professor of inclusive design at Stanford University where he interacts extensively with people who have a diverse set of both visible and invisible disabilities. As a result of this work, John understands how difficult it can be to both live and work with disabilities that are not readily discernible.

"Of the two dozen students I taught at Stanford in the fall quarter, none were white males, and the diversity amongst gender, race, and religious affiliation contributed in an amazing way to the philosophy of inclusion in design learned by the students. I hope to bring my experience in the benefits of diverse teams to the committee.”


- John Moalli
Chief Human Resources Officer
Menlo Park

When Sally rejoined the firm in 2014 her key goals were to drive recruiting best practices and to enhance the culture of people development. Diversity, equity and inclusion are critical to both of these goals. She is actively identifying best practices in her CHRO networks during this momentous time and teaming to embed them in our culture. She sits on the Racial Justice and Equity Committee of the Silicon Valley Leadership Group.

When Sally rejoined the firm in 2014 her key goals were to drive recruiting best practices and to enhance the culture of people development. Diversity, equity and inclusion are critical to both of these goals. She is actively identifying best practices in her CHRO networks during this momentous time and teaming to embed them in our culture. She sits on the Racial Justice and Equity Committee of the Silicon Valley Leadership Group.

“I have devoted many years of my career to Exponent. I hope that diversity, equity and inclusion being embedded in the culture is part of my legacy.”


- Sally Shepard
Senior Managing Human Resources Business Partner
Bowie

Priscilla was the founding leader of POWER and continued to lead the programs for POWER-MEGA after the merger of these two resource groups. She developed curricula, recruited speakers and facilitators, and has been instrumental in gathering feedback enabling continuous improvement programs. She is one of the corporate leads of our diversity, equity and inclusion initiative with a particular focus on building equity and inclusion into all of our development programs and processes. She holds a Diversity and Inclusion certification from Cornell University and brings learnings and insight to Exponent’s efforts.

Priscilla was the founding leader of POWER and continued to lead the programs for POWER-MEGA after the merger of these two resource groups. She developed curricula, recruited speakers and facilitators, and has been instrumental in gathering feedback enabling continuous improvement programs. She is one of the corporate leads of our diversity, equity and inclusion initiative with a particular focus on building equity and inclusion into all of our development programs and processes. She holds a Diversity and Inclusion certification from Cornell University and brings learnings and insight to Exponent’s efforts.

“I would like to continue to advocate for Exponent employees for a work life and experience that is inclusive and equitable. As someone living with a disability and life experience as a first-generation college student, I hope to offer a perspective that will benefit the broader employee population and our communities.”


- Priscilla Smith
Senior Managing Scientist, Chemical Regulation & Food Safety
Harrogate (UK)

Rob has had the opportunity to bridge his expertise in plant science between his regulatory work in the UK and reactive projects in the U.S. He is eager to apply this cross-region collaboration to our diversity, equity and inclusion efforts. He brings a UK cultural understanding to the committee. He actively participated in POWER-MEGA seminars and discussions and is eager to lend his voice and that of his colleagues in the UK and Europe to our efforts.

Rob has had the opportunity to bridge his expertise in plant science between his regulatory work in the UK and reactive projects in the U.S. He is eager to apply this cross-region collaboration to our diversity, equity and inclusion efforts. He brings a UK cultural understanding to the committee. He actively participated in POWER-MEGA seminars and discussions and is eager to lend his voice and that of his colleagues in the UK and Europe to our efforts.

“I look forward to embedding the principles of diversity, equity and inclusion in the workplace and to also promoting the benefits to the company.”


- Robert Sunley
Senior Managing Scientist, Polymer Science & Materials Chemistry
Menlo Park
Jessica’s goal on the advisory committee is to provide input on policies and practices related to diversity and equity at the firm level. As a committee member, she aims to share advice and perspective to help gauge the effectiveness of our initiatives, as well as listen to the feedback of other members and consultants in order to bridge differences and foster dialogue between stakeholders.
Jessica’s goal on the advisory committee is to provide input on policies and practices related to diversity and equity at the firm level. As a committee member, she aims to share advice and perspective to help gauge the effectiveness of our initiatives, as well as listen to the feedback of other members and consultants in order to bridge differences and foster dialogue between stakeholders.

“The COVID-19 pandemic has served as a stark reminder that the price of marginalization is real and measurable. While the challenges of equity and inclusion that we face at Exponent are distinct from those of underserved communities, I view this committee as an opportunity to help ensure that our firm remains committed to effecting change—both internally and in our communities.”


- Jessica Vargas