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Human Resources/Expert Profile

Stephanie R. Thomas, Ph.D.

U.S.

Available

Expertise

Stephanie can answer questions on compensation and selection decisions, Equal Employment Opportunity and Affirmative Action, and using quantitative analysis to examine allegations of discrimination. She is an economic and statistical consultant, not a lawyer; any answers given should not be construed as legal advice.

Experience in the area

Stephanie R. Thomas, Ph.D., is the founder of Thomas Econometrics. Dr. Thomas specializes in applied statistics and mathematical economics, and concentrates her practice on the quantitative analysis of employment decisions and EEO compliance issues. For more than twelve years, Dr. Thomas has provided consulting services to Fortune 500 companies, major law firms, and federal and state government agencies such as the Department of Justice and the FBI. She has testified as an economic and statistical expert in mediation, arbitration, and in federal and state courts throughout the United States. Regarded as one of the leading experts on the analysis of equal employment issues, Dr. Thomas is a noted authority on compensation gender equity, the quantitative analysis of discrimination, and the mathematical examination of employment practices in the workplace. Dr. Thomas has extensive experience in the statistical analysis of gender, race and age discrimination claims with respect to compensation, hiring, promotion, termination and other employment practices. Dr. Thomas has authored several papers published in professional journals and regularly speaks to legal and industry groups on equal employment opportunity and affirmative action compliance issues, employment discrimination litigation avoidance, compensation equity, and statistical analysis of employment discrimination. She has been invited to address various chapters of the National Industry Liaison Group, Society for Human Resources Management, and Bar Associations across the country. Dr. Thomas was also a featured guest on a National Public Radio broadcast discussing the gender wage gap and the Paycheck Fairness Act. Prior to her consulting career, Dr. Thomas served on the faculty of New York University, where she taught courses on economic theory and econometrics.

Publications

Bloomberg Law Report, Corporate Counselor, Best Practices in Compensation and Benefits, Compensation & Benefits Review, Journal of Compensation and Benefits, Mealey's Litigation Report: Employment Law

Education/Credentials

Ph.D., Economics - New School for Social Research M.A., Economics - New School for Social Research B.A., Economics - Elmira College

Average Ratings

Recent Reviews from Users

User	Date	K	C	P	Comments
James	03/02/12	10	10	10	Thank you.
Aileen	03/01/12	10	10	10	Hi Stephanie, I'm so happy to let .....
Ronald	02/05/12	10	10	10	thank you your awsome
jyothsna	01/10/12	10	10	10
ian	01/04/12	8	10	10

Recent Answers from Stephanie R. Thomas, Ph.D.

2012-04-04 Panel interview present supervisor on panel:

This is a difficult situation. It makes sense from an operational standpoint to have your current supervisor on the panel, and I'm guessing that this will be the position your HR department will take.

2012-02-28 Finding work:

Hi James, Thanks for reaching out. Being unemployed for a long period of time is tough, and unfortunately a lot of people are going through the same thing you are. I would encourage you to not sell

2012-02-03 privacy and harrassment:

Hi Ronald, Thanks for the question and for sharing your situation. It's a situation that a lot of people go through, so you're not alone. I'm not a lawyer, so I can't give you legal advice. But here's

2011-12-31 employment:

Hi Ian, If the position is being posted internally and you can bid on it, then I would start there. If the position is not open for bids, then I think writing a letter to HR is your next step. I would

2011-10-27 Letter to Rehire:

I think you need to explain the reason for the no show in the letter, but keep in mind that the company may have a policy about no shows being ineligible for rehire. If that's the case, I'm not sure that

Human Resources

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