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Aubrey Blanche

Senior Director of People Operations & Strategic ProgramsCulture Amp

Sydney NSW, Australia

Member Since May 2023


Global diversity


For speaking inquiries, please reach out to my speaking agent Ricky Singh at For literary inquiries, please reach out to Serendipity Lit at For all other media, consulting, coaching, and other requests, reach out to or --------------- Aubrey Blanche-Sarellano is the The Mathpath (Math Nerd + Empath), CEO of her eponymous equitable design consultancy, and the Senior Director of People Operations & Strategic Programs at HR technology firm Culture Amp. Through all her work, she seeks to question, reimagine, and redesign the systems and practices that surround us to ensure that all people can access equitable opportunities and build a better world. Her work is undergirded by her training in social scientific methods and grounded in her belief in the fundamental dignity, value, and wisdom of every person. Her professional expertise focuses on designing and implementing equity-creating solutions to varied aspects of enterprise operations from talent programs and communications to sustainability and philanthropy. Her experience in business development and product management has helped her design effective go-to-market strategies and launch multiple successful DEI-focused products. Her work has strong underpinnings in her academic training, which has helped her bring significant original research on trends, attitudes, and investments on global diversity, equity, and inclusion efforts to light. A regular speaker and writer on issues of equity, fairness, and accessibility in organizations, finance, and technology products, Blanche-Sarellano has appeared on stages and in media outlets all over the world. She is an advisor to a portfolio of organizations seeking to build a more equitable world, including Seed & Spark, On Ramp, and Pivot Diversity. She sits on the Board of Directors of PAUSE and Circle of Blue. Her work has been featured in Wired, the Wall Street Journal, the Australian Financial Review, USA Today, Re/Code, First Round Review, and more. She also has previous academic affiliations with Stanford and Northwestern, and an appointment at the Equity by Design Lab at the Stanford Graduate School of Business. Despite the accolades listed here, she asks that you engage with her work to judge her competence: traditional proxies of merit and/or capability help reinforce the systems that keep incredible people from the opportunities they deserve.

Published content

6 Journeys of DEI Leaders and Their Most Impactful Work Experiences

expert panel

Becoming a diversity, equity, and inclusion (DEI) leader is not just a career choice; it's a profound journey shaped by transformative experiences. Each DEI leader carries a unique story, often marked by pivotal moments that have left an indelible mark on their paths. Below, a panel of DEI Think Tank members from diverse backgrounds and industries share their stories to uncover the most impactful work-related experiences that molded them into advocates for change. From confronting systemic bias to fostering inclusive cultures, their stories offer invaluable insights into the profound impact of these experiences on the evolution of DEI leadership. 

How to Make Paying ERG Leaders Part of Your DEI Strategy


Despite where you are in your journey to creating an employee resource group (ERG) program, it’s time to consider paying your ERG leaders.

DEI Training Topics: 7 Conversations Your Workforce Should Have


From cultural competency to LGBTQIA+ and gender inclusivity, these are seven training topics diversity leaders should conduct within their organization.

How DEI Leaders Are Integrating Gender-Inclusive Pronouns into Workplace Culture


Five chief diversity officers outline how they're weaving pronouns into their work culture.

How Do You Handle Pushback Against DEI Initiatives From Employees — or Even Other Senior Leaders?

expert panel

Even today – perhaps even more so today – it’s not uncommon for colleagues to question or criticize DEI initiatives. Sometimes, that pushback comes from fellow executives or influential department heads. How confident you are as a DEI leader in navigating conversations with DEI skeptics has a lot to do with two key factors: 1. how well you’ve quantified DEI’s impact on your organization’s strategic objectives and 2. how much support you have from the CEO. We asked members of the Senior Executive DEI Think Tank – a criteria-based organization for DEI decision-makers at large companies, nonprofit organizations, and government agencies – to share their playbooks for responding to DEI pushback from internal sources. Consider the following.

7 Ways to Make Implicit Bias Training More Effective


Chief diversity officers share their best practices for implementing effective implicit bias training.

Company details

Culture Amp

Company bio

Culture Amp revolutionizes how over 25 million employees across 6.500 companies create a better world of work. As the global platform leader for employee experience, Culture Amp empowers companies of all sizes and industries to transform employee engagement, develop high performing teams, and retain talent via cutting-edge research, powerful technology, and the largest employee dataset in the world. The most innovative companies across the globe, such as Salesforce, PwC, KIND, SoulCycle, and BigCommerce depend on Culture Amp everyday. Culture Amp is backed by 11 years of innovation, leading venture capital funds, and offices in the U.S, U.K, and Australia. Culture Amp is recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at

Company size

501 - 1,000

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