Speaking Up for Employees. Speaking Truth to Employers.
I help organizations support employees experiencing abuse—so survivors can rebuild their lives while your organization measurably improves engagement, performance, and workplace culture.
My Story and Why I Do This Work
For eight years, I lived a hidden life.
At work, I was a respected HR professional, managing employee relations, developing policies, and leading teams.
At home, I was surviving an abusive marriage, carefully managing each day to avoid triggering my husband's rage.
No one at work knew the trauma I was living with. Not because they didn’t care, but because I didn’t believe it was safe to tell them.
When I packed my car and drove out of the driveway, I knew I had escaped as a survivor and would no longer be a victim.
What Drives Me Today
Time and again, I found myself in coaching sessions with supervisors discussing employees who were underperforming, arriving late, or showing signs of disengagement. At the time, I didn’t realize that many of these employees might have been struggling with something much deeper at home. It was only after leaving my own experience with domestic abuse that I began to recognize the signs—and to see how often we were disciplining people who really needed support.
My mission: Help organizations move from “this isn’t our business” to “supporting our people IS our business.”
I'm the only speaker in this space who understands both sides of the desk.
I know what keeps business leaders awake: liability, budgets, turnover, and compliance. After 30+ years in HR leadership, I speak your language.
And I know what keeps survivors silent: stigma, shame, fear, and the belief that no one will understand. I’ve lived that silence.
That dual perspective is my superpower. Domestic abuse is already affecting your workplace metrics. You’re already involved—you just don’t realize it yet.
If you’re ready to create real change and be the hero in your employees lives, I’d love to show you what’s possible.
The Numbers Tell the Story
These aren't just statistics to me. They’re my story.
And they're happening in your workplace right now.
1 in 3 women and 1 in 7 men will experience domestic abuse at some time in their lives
90% of survivors say abuse made it harder to work.
Survivors lose 11-12 days annually dealing with abuse consequences.
74% experienced barriers to taking time off.
The cost of replacing an employee is 150% of their annual salary.
81% say workplace support would help them stay employed.
Today, I'm Living Proof That Survivors Don't Just Survive—We Can Thrive
I live in Central Arkansas, where I’m rebuilding a life full of new joys and passions—volunteering with causes dear to my heart, taking yoga classes, getting my hands in the garden, and cooking (my love language) for friends. Embracing positivity and journaling for self-care keeps me grounded.
I’m not defined by what happened to me. I’m empowered by what I’ve built since.
And that’s exactly what I want for every victim of domestic abuse still sitting silently in your workplace, wondering if it’s safe to ask for help.
Today, I'm Living Proof That Survivors Don't Just Survive—We Can Thrive
I live in Central Arkansas, where I’m rebuilding a life full of new joys and passions—volunteering with causes dear to my heart, taking yoga classes, getting my hands in the garden, and cooking (my love language) for friends. Embracing positivity and journaling for self-care keeps me grounded.
I’m not defined by what happened to me. I’m empowered by what I’ve built since.
And that’s exactly what I want for every victim of domestic abuse still sitting silently in your workplace, wondering if it’s safe to ask for help.
Frequently Asked Questions
Q: What is domestic abuse?
A: Domestic abuse is commonly defined as a pattern of abusive behaviors used by one person to gain or maintain power and control over another person within an intimate or family relationship. It can include physical, sexual, emotional, psychological, economic, and technological abuse, as well as coercive and controlling behaviors that intimidate, isolate, humiliate, or otherwise harm the victim.
Q: Why is domestic abuse a workplace issue?
A: Domestic abuse doesn’t stay at home; it follows employees to work through absenteeism, reduced productivity, and safety risks. It also increases turnover and costs employers millions annually. Addressing it proactively protects both people and profits.
Q: Why do you use the phrase “domestic abuse” instead of “domestic violence”?
A: I use the term “domestic abuse” because the coercive controlling behavior doesn’t always include physical abuse or acts of violence in order to be considered abusive.
Q: What topics do you address as an expert in domestic abuse in the workplace?
A: I focus on how domestic abuse impacts employee performance, safety, engagement, and organizational culture. My presentations explore awareness and response strategies leaders can use to create safer, more supportive workplaces.
Q: What takeaways from your presentations can attendees expect?
A: Audiences leave with a deeper understanding of the signs of abuse, how it manifests in workplace behaviors, and clear steps for fostering a culture of safety — including policy development, communication strategies, and leadership accountability.
Q: How do you customize your presentations for different organizations?
A: Before each engagement, I conduct a discovery call to understand the organization’s industry, size, culture, and existing HR frameworks. I then tailor content, examples, and recommendations to align with your company’s goals and values.
Q: Are your sessions on domestic abuse appropriate for general employees, or just leadership?
A: While many of my keynotes focus on executive and HR leadership, I also conduct organization-wide sessions that raise awareness and encourage a culture where employees feel safe to speak up and seek help.
Q: What makes your approach different from other workplace wellness speakers?
A: I bring over 30 years of HR leadership experience, real-world insights into organizational dynamics, and deep expertise in domestic abuse awareness. My approach combines empathy with practical policy guidance — bridging the gap between awareness and action.
Q: Is our role as the employer to get our employee to leave their abuser?
A: No. The role of the employer is to provide a safe workplace where you remove the barriers preventing employees from accessing resources through training, education, and awareness for the workforce. Your actions as an employer can change and potentially save someone’s life.
Have more questions? I’m here to help.
IVAT
UKG
WCASHRM
EmpowerHER
March 61 Project
Central Arkansas Library System
Good Day Farm
Junior League of Little Rock
Rotary Club of Fayetteville
Gatherverse