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Expert Bio

Primary Area of Expertise

Discrimination

Expert Witness Profile

Dr. Goldberg has been retained by both plaintiff and defense attorneys to testify and/or consult on over 20 harassment, discrimination, and negligence matters. Her reports have been cited favorably in judges’ decisions in Seguin v. Northrop Grumman Corporation, Moussouris, et al. v. Microsoft Corporation, and Morgan, et al. v. United States Soccer Federation, Inc. She is a former professor of Human Resource Management and internationally renowned scholar, with over 50 peer-reviewed papers and nine book chapters to her credit. Dr. Goldberg has been quoted dozens of times in magazine and newspapers such as Forbes, US News & World Report, USA Today, and the Washington Post, and has been interviewed on several radio and television news programs including Dateline NBC and CNN, to discuss discrimination and harassment. The Society for Human Resource Management (SHRM) honored Dr. Goldberg as one of 100 diversity thought leaders from business, consulting, government, and academia, based on her research contributions in this area. In addition, she has served on a SHRM taskforce (in collaboration with the American National Standards Institute), charged with developing standards in the field of Diversity and Inclusion.

Her research background enables her to translate HR research to lay audiences in a way that informs finders of fact whether or not a particular HR practice has been shown to be effective. For example, as the author of the only peer-reviewed study on internal investigations she is well-equipped to opine on the reasonableness efforts taken to address internal complaints. In addition, having published multiple peer-reviewed studies on harassment training and harassment climates, she can provide compelling testimony regarding an organization’s practices relating to harassment prevention and remediation. Likewise, in discrimination cases, Dr. Goldberg has explained to the courts how subjectivity in certain practices may introduce the potential for bias and has elucidated which practices are consistent with the scholarly and practitioner literatures in HR.