Years of
Experience
Chandra Moulee
Diversity,Equity & Inclusion | Leading Global DEIA & Engagement at Americares | Policy Development | Employee Engagement | Publisher | | Chandra Moulee
My Role:I am an engineer and started my career in product engineering. In my career at Symantec, I started the LGBT ERG in 2016 as I felt there is a need for employers to show visible support to their LGBT employees. And as an out gay person it was more important for me to have an inclusive workplace. This journey lead me to talk about workplace inclusion not just for me but for everyone. Advancing In Your Career: Being a visible gay person in IT made me realize that there aren't a lot of out folks there. This also meant that I didn't have a role model to look up to. This realization made me keep pushing the envelope for LGBT inclusion. My involvement within my organization and speaking in international conferences provided me opportunity to meet other people who are in Diversity & Inclusion. At that time since there weren't many organizations that spoke about LGBT inclusion, there was a lack of resource or best practices that a workplace could follow. I started sharing the best practice we do in the conferences. This gay job of mine started the curiosity to learn more about Diversity & Inclusion in workplace. I started to get involved in exploring policies and benefits that needs to be changed for an organization to be more inclusive. Eventually I realized I have more to achieve in the field of Diversity & Inclusion and I have a natural knack of understanding of communities and people. My experience in the grass root activism in the queer movement and my experience in the corporate world provided me the unique understanding of what would be a holistic path towards inclusion.Challenges Faced: Being a marginalized community isn't easy. Everyone and everything around me alienated me. And discrimination isn't always direct and on the face. At times it is easy to spot and deal with direct harassment (that doesn't mean it is good) but dealing with micro aggression and people's bias is the difficult one. Also, many times I realized that people just saw me as a gay man and my skills took a back seat. It becomes tough to deal with such unconscious bias when I am reduced to my identity in the workplace. My real-life experiences and my knowledge from the ground helped me address the issues. Being a D&I leader, I was able to create trainings for workplaces that helps change workplace culture and address such issues.
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Awards &
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Recognition
Personality Traits
Key Skills & Tools
Here are the key skills and tools that define my expertise
Projects & Work Handled
Here are the projects and tasks I have successfully managed
My Experience
My Education
Awards & Recognition
These are the awards and recognitions I have received, reflecting my achievements and contributions.
Norton Support ASP Award
On behalf of the Norton Business Unit, this award is to recognize your contributions to Norton’s Online Support Experience. This Norton OSE hosts nearly 1 million visitors a week and is the most commonly accessed tool Norton customers use to get their questions answered and problems resolved. This last year represented some amazing results in terms of lowering the effort needed for customers while maintaining our important role in managing our overall support spend. The Norton OSE is the result of the hard work you put in everyday and this year we were recognized by our peers through the Association of Support Professionals as a Top Ten Support Web site. I’d like to thank you for your tremendous efforts on behalf of the Norton Business Unit and all of our Norton customers in achieving this recognition and our amazing results.
Teaming Hero Award
We focused on activities around reducing AHT and increasing FCR, in addition to the usual actions to increase capacity in our Global English desks. A huge amount of work was done in terms of reducing variation for AHT and updating internal and customer facing processes to ensure the most efficient handling of our incoming customer contacts. An entirely new process was set up that comes into effect when abandoned percentages reach a certain level. The teamwork and collaboration across the org on this one has been inspiring, everyone working clearly towards the same goal (reduce the impact of reduced capacity on our customers). The results have also been impressive, early data suggesting we gained 8% in terms of capacity early in Q4.
What My Clients Say
Here’s what my clients have to say about my work and the value I bring
Susan Cooney
( Tech industry veteran )“There are few leaders who have the courage to drive meaningful change with focus, resilience and compassion. I had the opportunity to work with Moulee when he was leading our India DEI strategy and programs. He delivered thoughtful strategies, engaged country leaders and worked to build partnerships globally. His inclusion expertise and community outreach are highly visible, and served to build a strong DEI foundation at Symantec (NortonLifeLock).
Rajeswari S
( PMO, Content Development/Management, Leadership reporting & Project Governance )“Chandramoulee is very quick and interested in learning new technologies. He has an eye for details in all the work assigned to him. He is a good team player and helpful in need. He has good networking skills. He will do well in technical jobs.
Let’s work together!
I’m excited to connect with you. I’ll reach out soon to explore how we can work together and bring our ideas to life!
Diversity,Equity & Inclusion | Leading Global DEIA & Engagement at Americares | Policy Development | Employee Engagement | Publisher | | Chandra Moulee
My Role:
I am an engineer and started my career in product engineering. In my career at Symantec, I started the LGBT ERG in 2016 as I felt there is a need for employers to show visible support to their LGBT employees. And as an out gay person it was more important for me to have an inclusive workplace. This journey lead me to talk about workplace inclusion not just for me but for everyone.
Advancing In Your Career:
Being a visible gay person in IT made me realize that there aren't a lot of out folks there. This also meant that I didn't have a role model to look up to. This realization made me keep pushing the envelope for LGBT inclusion. My involvement within my organization and speaking in international conferences provided me opportunity to meet other people who are in Diversity & Inclusion. At that time since there weren't many organizations that spoke about LGBT inclusion, there was a lack of resource or best practices that a workplace could follow. I started sharing the best practice we do in the conferences. This gay job of mine started the curiosity to learn more about Diversity & Inclusion in workplace. I started to get involved in exploring policies and benefits that needs to be changed for an organization to be more inclusive. Eventually I realized I have more to achieve in the field of Diversity & Inclusion and I have a natural knack of understanding of communities and people. My experience in the grass root activism in the queer movement and my experience in the corporate world provided me the unique understanding of what would be a holistic path towards inclusion.
Challenges Faced:
Being a marginalized community isn't easy. Everyone and everything around me alienated me. And discrimination isn't always direct and on the face. At times it is easy to spot and deal with direct harassment (that doesn't mean it is good) but dealing with micro aggression and people's bias is the difficult one. Also, many times I realized that people just saw me as a gay man and my skills took a back seat. It becomes tough to deal with such unconscious bias when I am reduced to my identity in the workplace. My real-life experiences and my knowledge from the ground helped me address the issues. Being a D&I leader, I was able to create trainings for workplaces that helps change workplace culture and address such issues.