Implicit Bias: Hiring and Recruiting
As a talent acquisition professional, your goal is to find and retain the best and brightest employees for your organization, but do your implicit biases hinder your selection and recruiting processes? This session will discuss training options to help bring unconscious bias to conscious awareness without creating discoverable data. Because promotions are often tied to evaluations, particular attention will be paid to the presence of implicit bias in appraisals. Finally, the session concludes with systemic safeguards you can put into place to mitigate the potential for unconscious bias to rear its ugly head, in areas that range from screening to decision-making. You will learn:
- How to identify the different types of implicit bias.
- Training options to aid in bringing unconscious bias to conscious awareness without creating discoverable data that can be used against an organization.
- How to detect implicit bias in appraisal systems.
Jonathan A. Segal
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.