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Employers invest significant time and resources to attract and retain qualified and diverse employees to their teams, and diversity is proven to positively impact business results. In recent years, the legal industry has been focused on improving gender diversity, particularly at top levels of private practice, the judiciary, and corporate legal departments. Yet statistics show that we are far from achieving equality in representation of women in law.
Moreover, diverse workforces present certain challenges, as employees from different genders, generations, and backgrounds learn to understand and respect each other. Most employers are aware of their obligation to prevent unlawful discrimination and harassment in the workplace, and have adopted policies to combat those issues, including gender-based discrimination. Employers in the legal industry are particularly attuned to those issues. However, as our laws and workplace culture continue to evolve, and as employees become more sensitized to gender issues, employers must grapple with subtler, but sometimes equally invidious, forms of bias, which may have an impact not only on the work environment, but on their ability to attract and retain women.
Please join Kristine J. Feher, a Shareholder in the employment practice group at Greenberg Traurig, LLP and leader of the New Jersey office’s Women’s Initiative and Micala Campbell Robinson, of Counsel, in the employment practice group at Greenberg Traurig, LLP for this live, interactive 2-hour presentation. Using real-life examples and interactive scenarios, they will:
- Address what implicit bias is and how it affects the legal industry;
- Help participants understand who has implicit biases, and how they manifest in everyday interactions and in the legal industry in particular; and
- Discuss how to combat implicit bias in order to improve employee satisfaction and retention and continue to improve gender diversity in the law.