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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit

General Compliance provides an auditing type of function to ensure certain facets of work-life interrelate to contribute to a positive and productive work environment. 


  • We all have some Biases
  • Biased Thinking Restricts Diversity in Teams
  • Many Ways To Derive a Solution 
  • Myers-Briggs Instance/Discussion
  • Harmony In The Variance

  • Some compliance areas are intuitive—i.e., IT Asset Use.  Others are not as straight-forward—Diversity & Inclusion.  However, both categories are absolutely necessary for and contribute to a harmonious workplace. What is being Clueless? (ANSWER: the state of being unaware of biases, outlooks, preferences that affect workplace Teaming Assignment, Job Placement, and Promotions) 
  • Examples of Clueless Behavior (Picking Teams of Yes Men/Women; Selecting Teammates that Share Characteristics; Gravitating Toward Staff That Look Like Me)

  • What I See & What I Know
  • What Others See & What They Know


  • What does the World Look Like?
  • The Growth of Diversity

US is Mostly a Majority of Minorities (The Brown Wave)

  • The Workplace Has the Same Composition 

Potential Clients Like to See “Them” Amongst Would-be Consultants

  • Biases Restrict Inclusive Outlook (JohaBiases Restrict Inclusive Outlook (Johari’s Window) Approaches to Problem-Solving

  • Human Resources
  • Finance
  • IT
  • Education

Cristina Cain & Jeff Artis, a Duke University English Major and Retired Marine Corps Communications Officer, has addressed Risk Management in various phases of his Marine Corps and Corporate career.  While in the Marine Corps, Mr. Artis had to routinely produce Courses of Action (COA) documentation to compare attack alternatives against a risk identification and mitigation backdrop.  Invariably the course of action with the least amount of risk was chosen for deployment.  While a senior manager at Booz Allen Hamilton, Mr. Artis was the Lexington Park Maryland office’s Time Charging Compliance officer.  He inculcated on-boarding staff on the “charge what you work” paradigm and regularly held spot or surprise inspections to ascertain staff compliance with daily time charging mandates.  The local office fared extremely well during actually Defense Contract Auditing Authority (DCAA) inspections.  Mr. Artis credits a candid dissemination of all the potential risks and impacts of non-compliance with the almost spotless auditing results.  Mr. Artis also led the local office’s Diversity and Inclusion initiative that aligned with the Booz Allen Hamilton corporate thrust.  He produced, oversaw the population of, and monitored the office’s Diversity Scorecard.  After two years of exemplary performance, Mr. Artis was invited to the Booz Allen and Hamilton corporate Diversity and Inclusion Board.  As a Business Development Director for a Department of Defense (DOD) contractor and service disabled veteran owned small (SDVOSB), Mr. Artis oversees many bid and proposal efforts.  At the outset of each effort, Mr. Artis produces a Compliance Matrix to ensure all Government requirements are identified and covered.  The risk of non-compliance is a disqualified bid.  Mr. Artis loves his alma mater (and can be caught taking in a football or basketball game or two).  He loves to write and notes that sharing “aha moment” truths to enable enlightenment and progress is still one of his greatest thrills.

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