Aubrey was one of 15 researchers from throughout the country selected to attend the prestigious Community Fellows Program at the Massachusetts Institute of Technology. Aubrey moved to the Bay Area in 1999, accepting the ED position with Camp Fire USA, Santa Clara and Santa Cruz Counties. He then became the founding Silicon Valley Regional VP for Special Olympics Northern California & Nevada where he spent over 12 years, eventually becoming Chief Development Officer. Aubrey then became ED of Summer Search Silicon Valley, building the most diverse team throughout the national footprint of Summer Search.
A passionate proponent of diversity, equity, inclusion, and belonging, Aubrey firmly upholds that organizations with demographically diverse talent pools and leadership teams perform better. Leveraging diversity as a competitive advantage can result in greater innovation and success. Aubrey translates this conviction through ABC: Acting as an inclusive leader to ensure an inclusive culture. Building a balanced leadership pipeline by striving to recruit, retain, develop, and advance leaders of color, and Committing to catalyzing conversations and conditions that foster collaboration across demographically diverse teams.
Aubrey is a graduate of the Stanford University School of Business, Executive Program for Nonprofit Leaders and a Senior Fellow with the American Leadership Forum of Silicon Valley (Class XXXVII). Aubrey was recognized with the Paul Harris Fellows Award from the South San Francisco Rotary Club and he also serves on the Board of Directors for the Center for Excellence in Nonprofits. Aubrey graduated summa cum laude with an undergraduate degree in Psychology from Hawaii Pacific University and a master’s degree in social work from the University of Hawaii.
Aubrey resides in San Jose with his wife and three children and enjoys combining his passion for running and hiking with the enjoyment of listening to podcasts.
Chief Executive Officer
Chief Development Officer
Paul also has a strong history of community service, having served on the UC Santa Cruz Alumni Association Council, The Compton Community College Foundation, The Marin Academy Board of Trustees, and E3 – Education, Excellence & Equity. He is also the Founder and COO of BMG Basketball Academy and Prospects on Deck. Paul’s passion is in his belief that each person has amazing potential and systems need to be designed to propel people’s brilliance.
Chief Financial Officer
Brian Greenberg, Ph.D.
Vice President, Programs and Services
Associate Vice President, Program Evaluation & Leadership Development
Director of Shelter and Services, Santa Clara County
Vice President, Human Resources
Isabella Karabed, ASW
Senior Director, Regional Outreach Initiatives
Vice President, Real Estate & Operations
Director, Housing and Employment
Eve Stoller, LCSW
Senior Director, Clinical Services and Training
Director of Shelter and Services, San Mateo County
Vice President, Principal Gifts
Vision & Mission
A LifeMoves that embraces and celebrates the diversity of all our staff, clients, and the communities we represent and serve. We strive to build equity across all positions and roles at LifeMoves by fostering a culture of collaboration, mutual understanding, and respect for each individual’s identity, experience, perspective, and journey.
To achieve this, our mission is to be a nexus that brings together the perspectives of all positions and roles within the LifeMoves community to share thoughts and suggest actions that promote diversity, advance equity, foster inclusion, and create a sense of belonging. The committee will address structural gaps in representation, cultivate an environment where all identities are valued and respected, and provide resources that educate and explore different points of view.
We will accomplish this by identifying baselines and opportunities for change, being solution-focused and future-facing, and bringing awareness to different cultures and identities agency-wide.
Our vision requires immediate and extensive action.
In Action Recommendations
Create Pay Transparency, Fair Promotion, and Advancement Opportunities regardless of one’s social identities
The New Jim Crow by Michelle Alexander (bestseller that sparked the BLM Movement according to NY Times)
Race Talk and the Conspiracy of Silence: Understanding and Facilitating Difficult Dialogues on Race by Derald Wing Sue
They Can’t kill us All: Ferguson, Baltimore and a New Era in America’s Racial Justice Movement by Wesley Lowery
Mental Health America has facts, research, articles, and resources regarding communities of color and mental health.
The LifeMoves DEI Committee welcomes you to learn more about the LGBTQ+ community and has provided a few articles to explore. Feel free to take a look around!
Supreme Court Ruling, June 15th, 2020 – The Supreme Court banned LGBTQ+ discrimination, which means employers cannot fire anyone who identifies under the spectrum.
Meet the Team
HR Business & Belonging Partner | HR
Kaiser Outreach Case Manager | Programs
Behavioral Health Director | Education and Wellness
CONNECT Case Manager | Programs
Residential Service Coordinator | Programs
Safety & Security Manager | Real Estate and Operations
Programs Coordinator | Programs
Operations Manager | Real Estate and Operations
Grants & Contracts Manager | Development
Manager, Corporate Volunteer Program | Development
Sr. Director Regional Outreach Initiatives | Programs
Program Manager for Healthcare Outreach Teams
Children's Services Coordinator | Programs
Gateway Shelter Manager | Programs
DEI & Belonging Definitions
Everything that makes us who we are, seen and unseen
The full range of staff differences both visible and invisible including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, generation, socioeconomic status, education, citizenship status, religious affiliations & beliefs, mental or physical ability, communication styles, national origin, political beliefs, language, and cultural norms, traditions, and values.
Celebrating & embracing all backgrounds
The active practice of celebrating and embracing staff of all backgrounds, identities, abilities, and perspectives to feel accepted, safe, empowered, supported, and affirmed to be their authentic selves at work.
Eliminating barriers that have prevented the full participation of communities and individuals most impacted by systemic oppression. We achieve equity by ensuring that everyone has support and access to the resources they need to be successful.
A culture of trust, where all voices are heard
Fostering a workplace where all people are recognized for their inherent worth and dignity, talents, beliefs, backgrounds, and ways of living without feeling the need to change, alter, or assimilate. Belonging is a real sense of fitting in as yourself and feeling like you are an important member of the team.