Are You Devaluing Diversity: Ignoring Implicit Bias and Other Crucial Hiring Mistakes
Creating and embracing diversity not only is the right thing to do, it absolutely is essential for the success of your organization. The hiring process is critical to enhance your organization's achievement of these goals. However, doing so without creating legal liability is imperative. This practical and entertaining session will focus on what you can and cannot do during the hiring process to achieve the diversity your organization demands. Because implicit bias represents the single greatest impediment to achieving diversity, equity and inclusion, special attention will paid.
Learning Objectives:
- Examine appropriate steps to be taken in advance of the pre-interview process to enhance the possibility of a diverse qualified applicant pool.
- Discuss the dangers associated with asking improper questions during an interview.
- Analyze the realities of implicit bias and how they negatively impact the hiring process.
- Address the importance of creating proper documentation during and following the interview process.
In-person session offerings are on a first-come, first-served basis.
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All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Virtual sessions are recorded and are available to view on demand until Friday, May 19 at 8:00 AM ET (excluding networking sessions marked as “Live Virtual Only”).
Michael S. Cohen, J.D.
Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. Michael concentrates his practice in the areas of employment law training and counseling. He has trained and counseled employers throughout the country on subjects including harassment prevention; diversity, equity and inclusion; combatting implicit bias; performance management; discipline and discharge; hiring and recruiting practices; performance evaluations; FMLA, ADA and FLSA compliance; leave of absence policies; LGBTQ+ issues in the workplace; substance abuse testing; workplace violence; records retention; conducting background checks; and more. Michael also has conducted investigations into claims of harassment and discrimination and has drafted employee handbooks, employment agreements, non-compete agreements and post-termination agreements. Michael regularly conducts in excess of 200 trainings each year. He has represented clients throughout the country in EEO and other administrative proceedings.
Michael has been cited as a national authority on employment issues by The New York Times, The Associated Press, USA Today, MSNBC.com, HR Magazine, SHRM On-Line, Employment Law 360, Inside Counsel Magazine, as well as many other publications. Michael serves as an Advisory Board Member of GenHERation and as a Board Member of Serve, Inc. Michael is a 1997 magna cum laude graduate of Temple University Beasley School of Law and a cum laude graduate of the University of Pennsylvania.