Salt Lake City, Utah, United States
Maggie Roque is a people strategy and culture leader with over a decade of experience helping small and mid-sized tech companies work through complex, high-stakes people challenges. She focuses on the intersection of equity, leadership, and how organizations actually operate—helping teams make better decisions, build stronger leadership, and adapt to change, including the growing role of AI at work. Across global organizations of 500 to 2,500+ employees, Maggie has helped teams align around shared priorities and build people practices that support real work, not just good intentions. Her work has strengthened leadership capability, improved equity in core people systems, and turned culture and ERG efforts into measurable business impact. Maggie believes culture, equity, and strategy only matter if people can act on them. She focuses on creating practical, shared approaches that teams can use right away—so organizations can build fairer workplaces and get better results, together.
- Lead the integration of People strategy, culture, and DIBE to strengthen trust, inclusion, and performance across the company. - Partner with the Chief People & AI Transformation Officer to turn People strategy into clear plans, systems, and measurable results aligned with business growth. - Drive organizational clarity and alignment through Leadership Team operating rhythms, talent planning, and cross-functional decision support. - Build and sustain an inclusive, high-impact culture by designing practical systems, norms, and ways of working that help the organization adapt with speed and intention. - Oversee DIBE strategy and ERG enablement, ensuring that fairness, belonging, and inclusive practices show up consistently in how we hire, develop, and lead. P.S. - our Employee Resource Groups are paving the way in product-led internal AI adoption while maintaining high sense of belonging. Reach out if you want to know more.
At Zapier, we're on a mission to make automation work for everyone. To do this well, we know that Diversity, Inclusion, Belonging, and Equity (DIBE) principles need to be built into the DNA of our work - not just an add on or afterthought. As the Director of DIBE, I am responsible for: - Designing and delivering on our DIBE strategy, which considers the practices and measures needed to ensure inclusive, equitable experiences for our diverse pool of customers and talent alike. - Developing strong data practices to measure, analyze, and report on workforce diversity, sense of belonging, and equitable practices while maintaining privacy and confidentiality. - Championing our 4 Employee Resource Groups to build psychologically safe, inclusive communities that focus on personal and professional development, product & AI learning sessions, and connection. 42% of Zapiens identify as ERG members - and of those 97% report using AI in their daily work. - Acting as a consultative subject matter expert to help the People Team develop an equitable and inclusive set of Talent Practices - Acting as a consultative subject matter expert to support the Executive Team in considering DIBE in our organizational strategy & in departmental foci - Building out our (nascent) social impact program to deliver higher impact experiences and opportunities to our NPO customers
I worked to embed diversity, equity, inclusion, and belonging into the work and culture of Pluralsight. My focus was on improving systems and processes, deepening sense of belonging across the organization, and increasing diversity in our talent pipeline and through internal development. Some highlights of my tenure include: building and operationalizing strategy, leading executive level trainings on bias and belonging, establishing a formal ERG program, and increasing representation of women and BIPOC consistently across the company.
I co-founded Clearlink's inclusion & diversity initiatives, including developing strategy and processes, building community partner relationships, creating curriculum for various employee trainings, discussions, and experiences, and gathering metrics and data related to engagement and ROI.
I developed and coordinated a sustainable process for outlining career paths for the entire company to support leaders and employees in outlining career advancement and company growth. I assisted in creating and implementing sustainable learning & development opportunities for employees and leaders. I facilitated company-wide and team-specific trainings in order to develop foundational knowledge as a company.
I advocated for and supported undergraduate students in their holistic university experience. My expertise focused on students from underrepresented and underserved communities -- primarily with students who identified as a person of color, LGBTQ, undocumented, and/or homeless.
I managed a team of graduate students and part-time employees that served an undergraduate student population of ~1000. I focused on coaching my direct reports to connect their foundational studies to practice within their work environment. Oversaw a budget of ~$20,000 and served as a lead for talent recruitment of various roles.