Terilyn Juarez Monroe has made significant strides as the Chief People Officer (CPO) at Guardant Health, particularly in embedding diversity, equity, inclusion, and belonging (DEIB) within the organization. Her journey from journalism to becoming a leading HR figure in the healthcare industry is both inspiring and instructive.
From Personal Journey to Professional Pivot
Monroe’s career began with her becoming the first in her family to attend college. She pursued a degree in journalism and a minor in business at San Jose State University, initially considering careers in teaching or business law. However, an internship in employee communications became a turning point, allowing her to interact with employees and communicate business stories. This hands-on experience set her on the HR path, leading her through several notable tech companies, including Amdahl, Nortel Networks, Intuit, and Varian, before she settled with Guardant Health.
Her time at these tech giants offered her an intricate understanding of organizational dynamics and the importance of robust communication channels. At Intuit, she especially honed these skills, which ultimately buoyed her versatility in handling various HR responsibilities. She explored different HR dimensions, eventually becoming Intuit’s first Chief Diversity Officer. Here she learned that diversity should never be an afterthought; it must be an intrinsic part of the organizational culture. This role prompted her to envision a more holistic employee experience, integrating DEIB into every facet of the organization.
A Transformation Journey in HR
During her extensive 13-year tenure at Intuit, Monroe delved into multiple HR dimensions, employing her role as the company’s first Chief Diversity Officer to cement diversity as a cultural cornerstone. Her firsthand experience in this role reinforced her belief that diversity must be embedded within the organizational DNA rather than viewed as an external addition. It also prompted her to consider the comprehensive employee experience and how DEIB could be seamlessly integrated into every organizational aspect.
This journey not only enhanced her understanding of employee engagement but also made her a fervent advocate for inclusive practices. Monroe launched Employee Networks, or ERGs, covering a myriad of diversity facets, from women and military veterans to faith-based communities and various ethnicities. However, she soon realized that while these networks were crucial, they were increasingly becoming overburdened, necessitating a more decentralized approach. Leaders and HR teams were tasked with embedding diversity and equity into organizational systems, while employees were encouraged to focus on creating inclusive, community-building experiences.
Purpose-Driven Role at Guardant Health
Monroe’s transition to Guardant Health was deeply personal, driven by her mother’s death from cancer. The company’s mission of pioneering innovative cancer diagnostics resonated with her profound desire to make a significant impact on patient journeys. Joining Guardant Health provided her a unique platform to direct transformational change through cutting-edge technology, all the while making a meaningful contribution to cancer care.
In her role at Guardant Health, Monroe has focused on building a purpose-driven workplace culture. Her experience in both the tech and healthcare sectors uniquely positioned her to drive DEIB-related changes. Through this purpose-driven approach, she has been able to harness innovative technology to foster a supportive and inclusive environment that champions employee well-being and diversity. The intersection of personal motivation and professional expertise has significantly influenced her contributions at Guardant Health, aligning with the company’s overarching mission of transforming cancer diagnostics.
Adapting to the Post-COVID Workplace
Monroe was confronted with the challenge of fostering a sense of belonging in a post-COVID world where remote and hybrid working setups became the norm. One of the key complexities lay in balancing performance accountability with empathy and compassion, skills that proved crucial during the pandemic. Monroe’s strategy has been to listen actively to employees, experiment with new approaches, and utilize data-driven insights to continuously enhance the employee experience.
This adaptability included ensuring that the company’s performance metrics and productivity standards were met without sacrificing employee well-being. She implemented new strategies to maintain engagement and motivation among remote workers. Data-driven insights have provided valuable feedback, enabling Monroe and her team to identify areas for improvement and make necessary adjustments to foster a stronger sense of community and belonging among all employees, whether remote or on-site.
Learnings from Past Experiences
Her substantial tenure at Intuit played a pivotal role in shaping Monroe’s current DEIB strategies. At Intuit, one of her notable initiatives was the formation of Employee Resource Groups (ERGs), which encompassed diverse communities, including women, military veterans, faith-based groups, and various ethnicities. However, Monroe realized that these networks, although valuable, were being overburdened. This led her to adopt a dual approach, encouraging leaders and HR teams to integrate diversity and equity into organizational systems while enabling employees to foster inclusion through community-building experiences.
Monroe took these learnings to Guardant Health, where she has continued to promote a decentralized approach to DEIB. This strategy involves embedding DEIB principles into the organization’s framework, ensuring that every department and employee group actively contributes to fostering an inclusive culture. By taking a comprehensive approach that involves everyone from senior leadership to entry-level employees, Monroe aims to create a supportive environment where diversity and inclusion are ingrained in everyday operations.
Integrating DEIB into Guardant Health
Monroe’s approach at Guardant Health involves embedding DEIB into the very fabric of the organization. This involves integrating unconscious bias training into talent acquisition and pay practices, ensuring that DEIB is not perceived as an add-on but as an essential part of daily operations. This strategy helps in making inclusion an inherent part of the company culture, promoting a supportive environment where every employee can thrive.
Guardant Health’s commitment to DEIB is reflected in various initiatives, all designed to promote a diverse and inclusive workplace. By incorporating unconscious bias training and equitable practices into their everyday routines, Monroe ensures that DEIB principles are deeply rooted in the company’s ethos. This comprehensive integration not only enhances the employee experience but also aligns with Guardant Health’s mission to innovate scientific advancements in cancer diagnostics through diverse perspectives and inclusive practices.
Monroe’s Personal Connection to DEIB
Monroe’s personal background, as the daughter of a Central American immigrant, adds authenticity and depth to her work. She has personally experienced both inclusion and exclusion, providing her with a unique perspective on employee experiences. This personal connection profoundly informs her approach to DEIB at Guardant Health, making it both genuine and impactful.
Her lived experiences bring a level of empathy and understanding that resonates with employees facing similar challenges. Monroe’s background allows her to approach DEIB with a nuanced perspective, advocating for policies and initiatives that address the complexities of inclusion beyond surface-level solutions. This personal connection underscores her dedication to creating an environment where every employee feels valued, heard, and included.
Listening to Employee Feedback
Monroe emphasizes the significance of feedback in shaping DEIB strategies. Guardant Health incorporates a DEIB index in their engagement surveys to gauge employees’ sense of belonging, feeling heard, and treatment. This feedback is crucial for identifying areas needing improvement and for making tangible changes that positively impact the organization’s culture.
By translating these insights into actionable strategies, Monroe ensures that the feedback loop remains a core component of Guardant Health’s DEIB initiatives. This iterative process helps in continuously refining and enhancing the DEIB framework, fostering an environment where employees feel valued and empowered to share their experiences and suggestions. Guardant Health’s commitment to listening and responding to employee feedback underscores Monroe’s focus on creating a truly inclusive workplace.
Practical Advice for HR Professionals
Monroe offers valuable advice for other HR and DEIB professionals. She stresses the need for DEIB to align with a company’s values and culture, embedded in talent and pay processes year-round. Experimentation and adaptation are also crucial, especially with evolving workplace norms like on-site, hybrid, and remote work. Empathy remains a cornerstone, highlighting the importance of focusing on employee experiences to benefit the entire organization.
Her guidance emphasizes the importance of integrating DEIB principles into every facet of HR operations, from recruitment and compensation to professional development opportunities. By fostering a culture of continuous improvement and adaptability, Monroe encourages HR professionals to embrace innovative approaches that address the unique needs of their workforce. Her focus on empathy and employee-centric strategies serves as a blueprint for creating inclusive and equitable workplaces across different industries.
Building an Inclusive Future at Guardant Health
Terilyn Juarez Monroe has achieved remarkable success as the Chief People Officer (CPO) at Guardant Health. One of her major accomplishments has been the integration of diversity, equity, inclusion, and belonging (DEIB) initiatives into the very fabric of the organization. Monroe’s path to this influential role is both compelling and motivational, marked by her shift from a career in journalism to becoming a top human resources leader in the healthcare sector.
Her commitment to DEIB principles has not only fostered a more inclusive work environment but has also set a benchmark for other companies within the industry to follow. Monroe’s work at Guardant Health underlines the importance of having dedicated leaders who are passionate about creating workplaces where everyone feels valued and included. Her ability to navigate and bridge different professional fields demonstrates that diverse experiences can significantly enhance leadership capabilities.
In her role, Monroe has likely implemented numerous programs and policies aimed at promoting equity and belonging among employees. These initiatives are critical in enabling Guardant Health to attract and retain a diverse talent pool while promoting a culture of equity and respect. Monroe’s journey and achievements provide an inspiring example of how effective leadership in human resources can drive meaningful change within an organization, making it a better place for employees of all backgrounds.