If you’re looking to keep DEI at bay in your organization but at the same time ensure merit-based performance is front and center, then consider me your “DEI Slayer.” I have 13+ years of HR Compliance experience in defending, auditing, evaluating, designing, and improving processes so that outcomes are based on merit and are not discriminatory. The latter matters because Title VII is still the law, the EEOC is a hammer that sees everything as a nail called “discrimination,” and fighting these types of claims are expensive and difficult to disprove. If DEI has already infiltrated your place of work, then I can help you strategize how to limit its reach using the law. Whether we believe it or not, the existing anti-discrimination laws are an organization’s most powerful weapon against DEI’s grasp. I have extensive expertise in all areas of HR: talent acquisition, HR Information Systems, government contracting, total compensation, policy development, risk assessment, employee relations, leaves, multi-state employment, performance management, and off boarding. I’ve been trained by some of the best employment attorneys and can even recommend outside counsel for matters that need a privileged veil. How I Can Help: -Do you have a board that is pressuring you to hire/expand DEI efforts? We can work together to present a strategy that will appease their “concerns” without needing DEI. -Have a DEI office that is wanting to change your hiring, performance evaluation, promotion, etc., processes? I can give you tips to evaluate if they are staying in their lane or how to keep them contained. -Concerned about a process? I can help you pressure test it for any points of vulnerability. -Have an HR problem but not quite sure how to tackle it? I can help you sort out your options to get to your desired outcome. Risk is on a continuum and I’m here to help you determine the spot that makes the most sense for you and your organization. Text me. Try me.