I started my career as a practicing lawyer and then moved into the compliance field. With more than 25 years of experience in the labor and employment space, I have represented employers in hundreds of government investigations, including large-scale systemic discrimination cases. For part of my career, I served in senior policy-making positions at the EEOC and the Department of Labor. My experience makes me uniquely positioned to help employers, especially during times of transition like these, as I have seen compliance from both sides of the fence. At Berkshire, I oversee our People Insights team, a talented group of industrial/organizational psychologists and compliance experts who help employers use workforce data to build better workplaces and answer workplace questions.
Why did you take on pay equity as your specialty?
I enjoy helping employers solve complex problems, especially using data-driven solutions. With increased focus on pay transparency and pay equity, having defensible pay practices is mission critical. This work is important to businesses not only to remain in compliance but also to attract and retain the best talent. I love that I play a small role in shaping the workplaces of the future.
What’s one thing people should know about pay equity or other employment decisions – but don’t?
Despite all of the recent compliance changes impacting employers, Federal, state and local enforcement agencies in the U.S. and countries across the globe remain very interested in pay equity – and that means all employers should be as well.
Don’t assume that what you’re doing is compliant - get a second opinion from a professional who can review your approach through a science-backed and legally defensible lens. A lack of awareness on your part will not make you less liable for pay discrepancies or irregularities.