My employment practice has three primary components -- advice and counsel; investigations; and training. While my fifteen years as a litigator educates my current practice, the core of my practice is the understanding that employment law is about people. Especially in my advice and counsel and pre-litigation practice, I see my role as an educator to my clients of the legal obligations and then as a collaborator to evaluate how to implement these obligations into their business in a way that makes sense for the business and the employees and that minimizes risk. More often than not common sense wins the day.Creating a harassment-free workplace, starts with engaging, individualized training. My pre-law school life as an educator and actor provides a level of depth and engagement too often lacking in run-of-the-mill harassment training. Maintaining a harassment-free workplace requires welcoming workplace complaints, seeing them as opportunities for growth and understanding, regardless of whether the claims are substantiated. As an investigator, I approach each investigation not only from a place of impartiality, but with an intent to thoroughly and comprehensively uncover the facts to enable me to make a supported conclusion and to suss out the root cause of the concern. Furthermore, my experience with trauma informed investigative techniques enables me to meaningfully weigh the nuances in each witnesses' portrayal of the facts.On a personal level, I am passionate about inclusion. Prior to law school, I had another career as, for simplicity sake what I will call a special education teacher. The people with whom I worked had individualized talents that would all too often be overshadowed by their other limitations. I firmly believe that an organization can benefit by adopting practices that promote inclusion because increased diversity can translate into a wider range of talent and ideas, leading to innovation. That core belief has guided me towards work in the pay equity realm, where I work with companies to reach their pay equity and transparency objectives.