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 36 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
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Why Lorman?
Over 36 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.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 36 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.
Amundsen Davis
Julie Proscia
- Equity Member, Amundsen Davis LLC
- Represents many public sector/municipal employers in traditional labor and employment issues including municipalities in labor disputes, negotiations, grievances, ULP defense, and arbitration
- Practice represents public and private sector employers in federal, state, and administrative venues including a trial practice in federal and state court, as well as at the Illinois Human Rights Commission, Equal Employment Opportunity Commission, National Labor Relations Board, and Department of Labor
- Assists a substantial number of not-for-profits with traditional employment issues, as well as the issues that arise before 501(c)(3) and 501(c)(6) organizations
- Provides training in board policies, procedures, development, and counseling a defense
- Conducts seminars on numerous topics
- Author of several publications for the Illinois Chamber of Commerce, Illinois Municipal League Review, USLAW Magazine, and Muller & Co. Newsletter
- Member of the Illinois State Bar Association, National Association of Women Business Owners (NAWBO), Society for Human Resource Management (SHRM) (past instructor), Northern Illinois University PHR-SHRM Certification (past instructor), Dupage SHRM
- J.D. degree, Northern Illinois University College of Law; M.A. degree, Eastern Illinois University; B.A. degree in European history, Eastern Illinois University
- Can be contacted at [email protected] or 630-587-7911
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Why Lorman?
Over 36 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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