Amediate, LLC

09/11/2026

Required training is important, but completion alone does not guarantee readiness.

In our latest article, we explore how training gaps can create EEO risk and why consistent, practical, real-world learning matters.

The goal is not just compliance. It is helping people know what to do when it matters.

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Training gaps and EEO risk go hand in hand. Learn why completion isn't learning—and how to build training your employees actually trust.

08/20/2026

Our Workplace EEO Investigator Training is happening NEXT WEEK, August 25–28! https://www.eventbrite.com/e/workplace-eeo-investigator-training-md-110virtual-august-25-28-2026-tickets-1984999814881?aff=ebdsoporgprofile

EEO investigations continue to evolve, and investigators need to be prepared for changes in the evidence they rely on. Proposed changes to demographic reporting requirements could affect how investigators identify comparators, recognize patterns, and fully develop the record.

There’s still time to register and secure your seat for next week’s training.

08/11/2026

There’s still time to save!

Early Registration pricing is still available for our Workplace EEO Investigator Training (MD-110), happening virtually August 25–28, 2026.

Secure your seat now and take advantage of the discounted registration rate before it ends!

https://www.eventbrite.com/e/workplace-eeo-investigator-training-md-110virtual-august-25-28-2026-tickets-1984999814881?aff=ebdsoporgprofile

08/11/2026

Fairness isn’t just something written into policies. It’s something employees experience through everyday decisions, communication, and leadership.

In our latest article, Sharon E. Harrington explores how perceptions of fairness can shape trust, engagement, and workplace culture, and why even small leadership moments matter.

Read more: https://amediatellc.com/fair-isnt-just-a-value-its-an-experience/

Workplace fairness builds trust, engagement, and stronger teams. How leaders create fair cultures through consistent decisions and actions.

08/04/2026

What EEOC’s Proposed Elimination of Demographic Reporting Could Mean for EEO Investigators?

We’ll discuss updates to this proposal and other significant EEOC developments during our upcoming MD-110 EEO Investigator Training, August 25–28, 2026. As investigators, it is important to understand not only what the law says today but also how proposed regulatory changes may affect the evidence we gather, the questions we ask, and our approach to workplace investigations in the future.

EEOC proposes ending annual demographic reporting (EEO-1 to EEO-6). Discover how this could impact EEO investigations and evidence gathering.

07/22/2026

https://youtu.be/kiIZgpJXEdY?si=idUFLWbWz55mZpom

Amediate’s HR Investigation Training for Teams equips HR professionals with the skills to conduct fair, consistent, and defensible workplace investigations. Built for HR teams, employee relations staff, and leadership, the training covers every stage of the process, including intake, interviews, analysis, reporting, and compliance with current EEO and SHRM standards.

https://amediatellc.com/hr-investigation-training-for-teams/

With onsite, virtual, and ongoing advisory options, Amediate delivers practical, real-world training that helps organizations reduce risk, strengthen documentation, and create a more consistent employee relations process.

Amediate’s HR Investigation Training for Teams equips HR profession...

07/15/2026

Join Amediate, LLC for the Workplace EEO Investigator Training MD-110, a comprehensive four-day virtual program designed to strengthen the knowledge, judgment, and practical skills needed to conduct fair, thorough, and defensible workplace investigations.

Held August 25–28, 2026, from 8:30 a.m. to 5:00 p.m. each day, this interactive training covers the full EEO investigative process, including legal and policy requirements, interviewing techniques, evidence gathering, credibility assessments, report writing, and common challenges investigators encounter in both federal and private-sector workplaces.

Participants will have opportunities to apply key concepts, learn alongside fellow professionals, and develop tools they can use immediately in their investigative work. The program also includes pre-work and offers 30 SHRM professional development credits.

This course is ideal for current and aspiring EEO investigators, HR and Employee Relations professionals, attorneys, consultants, and workplace leaders responsible for responding to discrimination complaints.

Dates: August 25–28, 2026
Format: Live Virtual Training
Time: 8:30 a.m.–5:00 p.m. Tuesday–Friday, plus pre-work

07/06/2026

https://www.eventbrite.com/e/1984396088118?aff=oddtdtcreator

If you're an EEO investigator, counselor, HR professional, or workplace leader, this is a year when staying current matters.

With new EEOC enforcement priorities, recent Supreme Court decisions, and ongoing questions around DEI, accommodations, harassment, retaliation, and LGBTQ+ protections, investigators need more than a quick legal update.

That’s why our Annual Workplace EEO Investigator Refresher is so valuable.

This MD-110 refresher is a chance to step away for a day, ask questions, examine current challenges, and learn alongside fellow professionals committed to fair, neutral, thorough, and defensible investigations.

The best investigators never stop learning.

I hope you’ll join us.

06/16/2026

Excited to be attending !

06/11/2026

https://www.linkedin.com/pulse/pride-protection-law-hasnt-changed-so-why-does-feel-sharon-e-9hene

During Pride Month, many employers are hearing conflicting messages about LGBTQIA+ workplace protections, enforcement priorities, and what the law actually requires.

The result? Confusion.

In my latest article, Pride and Protection: The Law Hasn’t Changed, So Why Does It Feel Like It Has?, I discuss why it is important for leaders, HR professionals, and investigators to distinguish between three separate things:

The law.
Enforcement priorities.
Perception.

Title VII remains the law of the land, and the Supreme Court’s decision in Bostock v. Clayton County has not been overturned. At the same time, enforcement priorities can shift from one administration to another, shaping how employers perceive risk and respond to workplace concerns.

For organizations, the better question is not which political side is winning. The better question is:

How do we create a workplace where employees are treated fairly, concerns are addressed promptly, and decisions can withstand scrutiny regardless of who occupies the White House?

Good investigations still matter.
Consistent policies still matter.
Respectful treatment still matters.
Documentation still matters.
And compliance still matters.

As priorities shift, the need for fair treatment, thorough investigations, and workplace trust remains constant.

What are you seeing in your workplace? Are leaders becoming more confused about what the law requires, or more aware of how enforcement priorities influence organizational decision-making?