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The woman behind the brand

SONIA GABRIELA PINGS RODRIGUEZ

Who am I and what am I doing?

There are a million different ways I can describe myself but I need to start with the most universal one: I am a flawed human being.

Acknowledging that and keeping it in mind, I am someone dedicated to doing better. I am committed to growth and educating myself. I know that I can't say "oh, I'm a bisexual Latina woman born and raised in San Francisco, one of the most liberal progressive cities in America - that's enough". It's not. How could any one person be able to understand or improve the experiences of the entire world? That's too much pressure to put on yourself and you will absolutely not succeed. But that's okay - so long as you're trying.

Trying - real, active, honest, open trying. That is what I am striving for in myself and what I want to inspire in others. 

CREDENTIALS

2012-2017

B.A. IN PSYCHOLOGY
MINOR IN SPANISH

CHAPMAN UNIVERSITY

MAY 2021

DIVERSITY, EQUITY, AND INCLUSION IN THE WORKPLACE CERTIFICATE

UNIVERSITY OF SOUTH FLORIDA MUMA COLLEGE OF BUSINESS

JAN 2022

INCLUSIVE LEADERSHIP PROFESSIONAL CERTIFICATE

CATALYST: WORKPLACES THAT WORK FOR WOMEN

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Accountability

Open letters, Q&A meetings, shared documents and files , etc. all contribute to an environment where employees can trust one another and their leadership. Doing everything out in the open ensures multiple eyes are on projects and nothing is being disregarded or overlooked.

ACCOUNTABILITY

Discussions

Intellectual conversations involving critical thinking and analysis of DEI content (typically documentaries, books, or other media) and current events. These are an opportunity for everyone to expand their knowledge, challenge their preconceptions, and imagine a more unified future together.

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DISCUSSIONS

Newsletters

Professional and informative updates provide an easy way for everyone to know what to look forward to, any pertinent information, and a dependable opportunity to continue to engage and grow as a team.

Newsletters

PORTFOLIO

When education, innovation, and execution meet results will follow.

I have had the true pleasure of working with some amazing women to develop a Diversity, Equity, and Inclusion Committee from scratch in our office. For almost two years, we have worked to meet the needs of a 50+ person office to have a formal and professional way to address DE&I in an industry seriously behind the times. Insurance is for the most part a community of older, straight, White, cis men. The DE&I conversation is just barely becoming loud enough for the industry to take notice and the push is largely coming from those who have been marginalized for far too long. Since our committee started the all-to-necessary work in our office, the awareness and importance of this issue has spread. We are a singular office in an international company, but we have pushed our HR team to begin creating a companywide DE&I program. We have held the difficult conversations, done the research, provided outlets and resources to our office, and made enough noise for the voiceless to be heard. We have stood our ground and held ourselves and our leaders accountable for creating a better workplace for those of us that have been overlooked, underrepresented, and not considered. And we are not stopping.

That is the commitment, leadership, creativity, and passion The Zillennial Approach can bring to you and your workplace.

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