|"The Advisory Panel draws upon the collective wisdom and expertise of today's top experts who are in a unique position to take the national pulse on diversity and compliance issues," observes Dr. Murray Simpson, who chairs the Panel.
"The Panel will provide regular guidance and feedback on our editorial direction as well as keeping us dialed into the most critical issues that will allow our readers to better navigate the often complex bureaucracy associated with doing the right thing in today’s business climate," adds Simpson, who heads, the Peoplefluent Research Institute.
The Editorial Advisory Panel is open by invitation to legal professionals specializing in employment law, trainers, consultants, businesspeople and representatives of government and academia. All members must be familiar with the tools that contribute to a deeper understanding of important developments in this space — whether it be in the judiciary, legislative or regulatory arenas. The New EEO Source is intended to be a non-partisan forum for industry professionals.
Murray Simpson, Ph.D. leads a nationally recognized team of statisticians and employment experts as the manager of consulting services and an economist with the Peoplefluent Research Institute. Dr. Simpson’s expertise extends to quantitative methods used to analyze matters related to affirmative action and equal employment opportunity. His background gives him a unique perspective on issues such as worker misclassification as well as the calculation of damages in cases involving workplace discrimination.
Dr. Simpson is frequently called upon to share his expertise in publications and presentations related to the analysis of compensation practices for evidence of discrimination, distinguishing applicants from job seekers and instructing organizations on how to evaluate hiring practices in the context of discrimination. He has examined numerous cases of potential employment discrimination involving layoffs and reduction in force actions, including age discrimination.
With a Ph.D. in Economics from the University of Illinois, Dr. Simpson is completing work on a new statistical model to examine the effects of employment decisions on racial subgroups. The new model will allow researchers to make inferences regarding allegations of discriminatory employment practices when examining multiple racial subgroups simultaneously (for example, Whites, African Americans, Hispanics, and Asians) in contrast to the common practice of pair-wise comparisons limited to only two racial subgroups at a time (for example, Whites vs. African Americans).
Dr. Simpson provides statistical litigation support to plaintiffs and defendants in employment discrimination cases and works with organizations to evaluate their employment practices for compliance with anti-discrimination laws. Dr. Simpson also designs and implements statistical studies that assist federal contractors in responding to audits of their employment practices and works with attorneys to compute damages in wage-and-hour collective actions.
Dr. Simpson testified as an expert witness at an Equal Employment Opportunity Commission (EEOC) hearing on behalf of the United States Social Security Administration, which was sued by a class of African American female employees, who contended that the agency had made unfair promotion decisions. Dr. Simpson examined non-competitive temporary promotions, competitive temporary promotions and competitive permanent promotions over multiple fiscal years related to pay grades GS-7 to GS-13 to assess the plaintiffs’ allegation that the agency was engaging in discriminatory employment practices related to race and gender.
In another case Dr. Simpson performed an analysis to determine if African American employees were being hired in disproportionally lower numbers and dismissed in disproportionately larger numbers than non-African Americans. This case was brought by a former plant manager who claimed that he had been wrongfully dismissed because he was unwilling to engage in discriminatory employment practices.
Prior to joining Peopleclick Authoria, Dr. Simpson taught economics and statistics as an associate professor at Davidson College.
Lisa D. Grant Harpe, Ph.D. assists organizations in the evaluation of employment practices for potential discrimination as an industrial psychologist and principal consultant with the nationally recognized Peoplefluent Research Institute. Her expertise includes statistical and qualitative analysis of hiring, performance appraisals, compensation and promotion practices.
With more than a decade of expertise in industrial psychology and occupational analysis, Dr. Harpe is uniquely qualified to detect correlations between applicant data and discriminatory workplace practices. She has gained particular expertise in the evolving area of social networking and employment issues. This expertise extends to issues surrounding online employment applications and the use of popular Internet social networking sites such as Facebook, LinkedIn and Twitter as screening devices.
Among her varied experiences as an expert witness, Dr. Harpe served as both an expert and physical expert on behalf of the United States Social Security Administration in a class action lawsuit brought by an agency employee, who contended that he was not promoted based on a disability. Dr. Harpe conducted a series of analyses to determine whether the agency was engaging in discriminatory employment practices related to persons with non easily identifiable disabilities. In yet another class action lawsuit, Dr. Harpe examined available applicant pools to determine if a commercial security chain that operated nationally had taken unfair employment selections based on race.
Dr. Harpe joined the Institute from PRI Associates, acquired by the then Peopleclick in September 2001. Prior to that, she was the first industrial psychologist for the North Carolina Highway Patrol where she developed and validated a Trooper hiring system, a performance appraisal system and a promotion system. Dr. Harpe holds a bachelor’s degree in psychology from Wake Forest University and a master’s and Doctor of Philosophy degree in psychology from North Carolina State University.
E. Fredrick Preis, Jr. is a partner in the Labor and Employment section at the Lemle & Kelleher law firm, which represents management. Mr. Preis can be reached at email@example.com. Mr.Preis partners with Peopleclick Authoria’s Workforce Compliance and Diversity Solutions division and assists companies with training and counsel on topics such as employment law and affirmative action. Some of his training topics include “Ten Bad Moves that Supervisors Should Avoid” and “Legally Hiring Productive Employees.”
Janine Yancey is CEO of emTRAiN. In 2000, Ms. Yancey founded emTRAiN to create a web-based method of training many employees at one time on topics such as preventing harassment, equal employment opportunity, disability discrimination and other HR compliance issues. Prior to founding emTRAiN, Ms. Yancey trained hundreds of managers and employees around the United States. That experience made it clear to her that web-based compliance training filled a need in the marketplace. She has practiced labor and employment law for more than 15 years. Previously, she worked with Liebert, Cassidy, California's largest public sector labor and employment law firm. She is qualified as an expert witness in investigations and has provided expert testimony regarding harassment investigations and harassment prevention training. In 2001, Ms. Yancey first litigated and used the issue of workforce harassment training as an affirmative defense when she successfully defended a large city against sexual harassment charges in a jury trial. She is a licensed Senior Professional in Human Resources (SPHR) and has served a term on the Board of Directors for the Northern California Human Resources Association (NCHRA), a Bay Area affiliate of the Society for Human Resource Management (SHRM). Ms. Yancey earned her J.D. from the University of California, Hastings College of the Law in 1992, where she served on Hastings's Constitutional Law Quarterly Journal. She earned her B.A. from the University of California, Berkeley in 1989 where she was a Dean's Scholar.
Julia Méndez is the Publisher of the New EEOSource and Principal Business Consultant, Workforce Compliance and Diversity Solutions for Peoplefluent. Based in New Orleans, she oversees all Peoplefluent training programs related to affirmative action, equal employment opportunity (EEO) and diversity. She has 16 years experience in preparing affirmative action plans, assisting clients through OFCCP compliance reviews and offering technical assistance to clients and internal customers. Ms. Méndez is a graduate of University of New Orleans where she obtained a Bachelor of Science degree in General Business Administration and a Master of Business Administration. She has held a Professional in Human Resources certification from the Society of Human Resource Management since 1998 and is a Certified Employment Law Specialist from Columbia Southern University. Memberships in professional organizations include the Louisiana Liaison Group (LLG) where she served in 2007 and 2008 as President and is currently on the Board. The LLG was the recipient of the 2008 OFCCP’s Outstanding Partnership and Liaison (OPAL) Award. She is a member of the Society for Human Resource Management; Human Resource Management Association of Greater New Orleans, where she has served as Diversity Chairperson since 2007. She has served on the Board of the American Association for Affirmative Action and also sits on the editorial board for INSIGHT Into Diversity.
Cathy Harris specializes in helping people make critical connections in their lives. She helps her clients boost productivity, improve morale and increase profits through communication, diversity, teambuilding, leadership development and conflict resolution programs. She is an effective keynote speaker, workshop and seminar presenter and catalyst for improving workplace performance, productivity and profits. She has made a positive impacts on many organizations and associations.