Implicit Bias: Fact or Fiction?An on demand webinar focused on Raising the Collective Consciousness of Implicit Bias within the Legal Profession
In this one-hour on-demand webinar, our panel of experts will explore the legal origin of implicit bias and how it plays out in the workplace. Our esteemed panel will also share their own insights on how implicit bias can be addressed by the industry, by law firms and companies, and by individuals. The goal of this web-based is not to eliminate biases, but rather to raise our collective consciousness so that we can more readily recognize biases in ourselves and others.
Who should attend: Everyone has biases and those biases impact our daily interactions with each other. So, everyone who works with other people, should attend. For partners, supervisors, and managers, you will learn how to recognize your own biases and the panel will share strategies for how to address bias in your organization. For everyone else, you will learn how to respond to instances of bias in a way that is productive and impactful. Attendees will also learn:
- How to recognize an deal with your own biases
- How firms and companies can use “bias interrupters” to address implicit bias in your organization
- How to respond when you think you have been affected by implicit bias
- How to help others identify their biases
Implicit bias is the type of discrimination that hides in the shadows of employment decisions. It is the silent influencer, the unspoken judgment. It is often based in good intentions or a well-meaning gesture, but its impact is to deny opportunity or prohibit growth. While other types of discrimination can be monitored and regulated, implicit bias is harder to identify or attach to particular employment decisions. And yet, we know it exists and that it is partly responsible for women and minorities lagging behind their male counterparts in the legal profession.
Implicit bias has catapulted into the spotlight in the last several months as organizations begin to be challenged by women and minorities who claim they have been denied opportunities and equal compensation because of the stereotypes and hidden biases of decision makers. Some experts say this explains why, even 50 years after the passage of Title VII, there is still a dearth of women and minorities in high level positions in companies and law firms. Others say the concept of implicit bias is illusory and that the lack of diversity in the higher echelons of corporate America is due to a pipeline issue or lack of ambition or choices women make about their careers.