Learn how to recognize and prevent gender bias in the workplace in order to create a more inclusive work environment.
In an ever-changing world it is difficult to keep up with the increasingly complex intersection of labor and employment laws. It is particularly difficult when you are trying to balance allegations of gender bias and new legislation with hiring and employment decisions. This material will give employers a better understanding of the basis for gender bias claims and the analysis that they need to go through in order to mitigate and prevent liability in the employment process. This webinar is essential for human resource professionals, supervisors and business owners.
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
What Is Gender Bias?
- Disparate Treatment (Intentional Employment Discrimination) vs. Disparate Impact (Otherwise Neutral Practices That Disproportionately Impact a Protected Group)
- Unconscious/Implicit Bias
Gender Bias Can Begin at the Pre-Employment Stage
- Job Advertisements and Descriptions
- Avoid Descriptive Words That Are Considered Highly Masculine (Dominant, Competitive, Strong) or Highly Feminine (Supportive, Interpersonal)
- Application
- Salary History
- Interview Selection
- Blind Resume Screening
- Using AI to Screen Applicants
- Interview Questions
- Asking About Family Plans
- Assuming That Women Have Children/Will Have Children
- Focusing on Balancing Work With Family (as Opposed to Qualifications)
Protecting Your Current Employees
- Employer Policies
- Substantial AntiHarassment/Discrimination Policies
- Internal Reporting Procedure
- Neutral Policies (Leave, Grooming/Appearance)
- Flexible Schedule
- Destigmatizing Leave
- Equal Access to Resources and Opportunities
- Assigning Responsibilities, Accounts
- Opportunity to Succeed/Glass Ceiling
- Employee Evaluations
- Performance Reviews (Penalizing a Gender for Not Acting in a Way That Conforms to Traditional Ideas of Gender)
- Rewards (Are Employees Who Score Similarly Receiving Similar Raises?)
- GenderBased Assumptions (Female Employee With Children Wouldn't Be Interested in a Promotion If It Requires More Hours)
- Annual Review
- Compensation Data
- Employee Demographics by Department, Job Classification
- Supervisor Training
- AntiHarassment/Discrimination
- Unconscious Bias Training
- Mandatory in Some States
- Mentoring Programs
Credit
More Program Information
Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on November 3, 2020.
Call 1-866-352-9540 for further credit information.
SHRM 1.25
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
MP3 Download
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Credit
More Program Information
Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Julie A. Proscia, Esq.
SmithAmundsen LLC
- Partner in the law firm of SmithAmundsen LLC
- Practice emphasizes all aspects of labor and employment, public and private sectors
- Conducts regular seminars and workshops on numerous topics, including supervisor training, wage and hour compliance, and independent contractor issues
- Author of several publications related to the areas of gender identity issues and changes in the workplace, minimizing risk in employment interviews, sexual harassment in public and private sector issues, biometrics/data privacy issues, and social media and municipalities
- Member of the Illinois Senate Task Force on sexual discrimination and harassment awareness, has been selected to the Illinois Super Lawyers List for multiple years, selected to the Illinois Super Lawyers Rising Stars list, and recognized as 40 Illinois Attorneys Under 40 to watch
- Can be contacted at 630-587-7911 or [email protected]
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Why Lorman?
Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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