Areas of Expertise: Human Resources; Discrimination; Sexual Harassment; Harassment; Organizational Psychology; Industrial Psychology; Recruitment & Hiring; Disability Rights — ADA; Wrongful Termination
Dr. Goldberg is an internationally renowned Human Resource Management professor. She has written over 50 peer-reviewed papers and three book chapters on diversity, discrimination, stereotypes, and sexual harassment and has testified on dozens of employment 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 has been quoted numerous 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 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 served on a SHRM taskforce (in collaboration with the American National Standards Institute), charged with developing standards in the field of Diversity and Inclusion.
Professor Goldberg has taken on a number of leadership roles within her profession. She served a three-year term as an associate editor of a leading peer-reviewed academic journal and serves/has served on the editorial boards of four top peer-reviewed management journals. As such, she stays abreast of very current developments in all areas of Human Resource Management and has a wealth of experience evaluating and critiquing research.
Professor Goldberg has been retained by both plaintiff and defense attorneys to testify on matters such as stereotyping, internal investigations, and harassment/discrimination climates. In addition, she has testified on the extent to which HR practices are consistent with the scholarly and practitioner literatures in HR and how subjectivity in HR practices such as selection, compensation, promotion, appraisal, and termination decision may introduce bias.