Jul 2019 – Oct 2021 · 2 yrs 3 mos

• In her prior role, Ms. Acosta led a team of seven professionals who focused on:
• Developing and implementing a global DEI strategy and culture change campaign across 2000+ employees in a high-growth organization
• Supporting the strategic and programmatic elements of the firm’s BOLD, CRED, Pride and Women initiatives, plus launching the firm’s new Black Antiracism Task Force
• Designing and implementing systems and strategies for enhancing inclusive leadership, effective teaming, and employee engagement and belonging, including through learning programs, workshops, retreats, organizational and leader assessments, and individual action plans
• Disrupting bias and other hidden barriers to success through talent cycle “nudges”
• Using data and DEI dashboards to track progress and motivate change
• Supporting DEI action plans and consulting for the firm’s business units and offices
• Implementing Diversity Lab’s “Mansfield Rule” slate diversity initiative
• Developing client, community and pro bono partnerships to enhance DEI impact
• Engaging in external DEI consulting, particularly in the life sciences, private equity and technology sectors
• In this role, Ms. Acosta gained significant experience in:
• Strategic plan development and execution
• Team leadership and committee oversight
• Internal and external consulting on talent development and DEI best practices
• Thought leadership and external relationship building
• Under her leadership, Goodwin increased its leader diversity from 20% to 35%, its women equity partner representation from 13% to 20%, its partner of color representation from 8% to 14%, and its LGBTQ entry-level recruitment from 4% to 10% – and the firm consistently received awards and accolades for its DEI progress. The firm also exceeded the MCCA industry benchmark in all categories of inclusion, as measured via a newly implemented firmwide inclusion survey that yielded a 65% participation rate.

Aug 2017 – Jul 2019 · 1 yr 11 mos

• In this role, Ms. Acosta led a team of fourteen professionals who partnered with firm leaders to develop and implement a global talent development strategy.
• Areas of focus included:
• Designing and implementing a new automated onboarding process, e-learning suite and onboarding survey to ensure new employees receive high quality early learning about the firm, its practices, its core principles, and how to integrate effectively
• Developing a new individual career plan process to improve career path transparency
• Designing and implementing a new leader upward feedback process using the CultureAmp platform, and updating the firm’s leadership competencies
• Supporting leadership development and effective teaming skills for 300+ partners and 700+ associates, including through a new coaching skills training program
• Driving firmwide engagement, work-life effectiveness, and DEI initiatives, including through a new “living our values” training program
• One of the most significant and impactful programs Ms. Acosta designed during this period was an innovative coaching skills training program for 60+ senior partners that helped them enhance their leadership and talent development skills. Participants in the program described the program as “life changing” and impacting relationships in all aspects of their personal and professional lives; and employees reported improved feedback practices via the firm’s annual engagement survey.

Oct 2016 – Sep 2017 · 11 mos

• Ms. Acosta was previously Director, Diversity + Inclusion at Goodwin. In this role, she collaborated with firm leaders, attorneys and professional staff to develop and implement on an innovative D+I strategy that touched every aspect of firm life. She was also an advisor to the firm’s D+I initiatives, and she supported the development of talent pipelines through coaching and various BD, PD and leadership programs. As Director, Ms. Acosta partnered with firm leadership to launch a new Chairman-led Inclusion Advisory Committee, and she worked with the Committee on its early goals around communications, unconscious bias disruption, sponsorship, lateral hiring, and metrics. The firm's sustained efforts resulted in an increase of partners of color from 6% to 13%, an increase of LGBTQ partners from 1.5% to 4%, and an increase of women partners from 28% to 35%.
• Ms. Acosta developed specific experience in:
• D+I strategic planning
• D+I education and coaching
• D+I action plans
• Strategic initiatives, including dashboards, unconscious bias disruption, and leader accountability
• D+I thought leadership

Jul 2015 – Sep 2016 · 1 yr 2 mos

Aug 2013 – Jul 2015 · 1 yr 11 mos

Jun 2008 – Jul 2013 · 5 yrs 1 mo

Sep 2007 – May 2008 · 8 mos

Aug 2005 – Jul 2007 · 1 yr 11 mos

• Law Clerk to the Honorable Harold R. DeMoss Jr.

Jun 2001 – Mar 2003 · 1 yr 9 mos