HomeWebcastUnderstanding and Managing Diversity and Inclusion in the Workplace
Online CLE Managing Diversity CLE

Understanding and Managing Diversity and Inclusion in the Workplace

Live Webcast Date: Wednesday, May 29, 2019 from 3:00 pm to 5:00 pm (ET)
Workplace Management CLE & CPERecording

Online CLE Managing Diversity

Join us for this Knowledge Group Online CLE Managing Diversity Webinar. In today’s business landscape, Diversity and Inclusion (D&I) play a significant role in improving innovation and bottom line. Business leaders recognize that diverse and inclusive workplaces are more than just “nice-to-haves.” Diverse teams are a significant business advantage because they are found to be higher performing and more creative.

An in-depth understanding of effective D&I management is imperative in building a positive change in the workplace.

Organizations should ensure that their D&I strategy is aligned with their business objectives.

This course offers an overview of the latest trends and best practices with respect to managing workplace D&I. A panel of thought leaders and practitioners will help firms better understand how to apply this business trend to their company and/or clients.

Some of the major topics that will be covered in this course are:

  • Diversity and Inclusion (D&I) – Overview and Statistics
  • Emerging Trends and Developments
  • Workplace Diversity and Inclusivity Issues
  • Best Practices and Effective Strategies
  • An Outlook

Agenda

Amy Todd-Gher, Shareholder
Littler
  • Why an inclusive workplace matters
  • How your company can become more inclusive
  • Business case for inclusivity
  • Policies/procedures
  • Training and education
  • Behavioral expectations

Kathleen J. Collins, Partner
Litchfield Cavo LLP
  • Statistics and the Importance of Diversity in the Workplace
  • Bias in the workplace
    • Conscious bias remains an issue
    • Understanding and awareness of institutional and individual  unconscious bias
    • Understanding potential management and co-worker microaggressions
  • How to address bias in the workplace
  • Fostering diversity and inclusiveness in the workplace

Robert C. Hinton, Member
Pullman & Comley LLC
  • The Importance of Metrics
    • If you don’t measure it, you can’t manage it
    • Metrics for tracking diversity & inclusion
    • Metrics for evaluating employee productivity, employee morale, and employee turnover
    • Accountability: performance reviews, bonuses, business/department reviews
    • Communicate goals and measure progress
  • Understanding that Inclusion is Very Different from Diversity
    • Having a wide roster of demographic characteristics won’t make a difference unless all people feel welcomed, valued and respected
    • Diversity doesn’t stick without inclusion
    • How do you evaluate whether you have an inclusive environment?
    • Do employees truly feel appreciated for their unique characteristics or do they feel that they are just being tolerated?
  • Employers Must Tackle Unconscious Bias
    • The silent killer of diversity and inclusion initiatives and programs
    • Implicit Bias “Busters”
    • Awareness and training
    • Awareness is not enough
  • Have the Difficult Conversation
    • Set the stage
    • Listen
    • Expect resistance and respond
    • Know the undercurrent of unstated resistance to diversity and inclusion and how it manifests itself
    • Raise discussion points even if no one else raises them, (i.e., “Do you think diversity and inclusion programs cause divisiveness and unnecessary friction?”; “Does work place diversity and inclusion really hurt white men?”)
  • The Business Value of Diversity and Inclusion in the Workplace
    • A diverse workforce drives economic growth
    • Fosters creativity and innovation
    • Customer loyalty
    • Productivity
    • Beyond demographics to diversity of thinking

Raymond Williams, National Diversity & Inclusion Partner
DLA Piper
  • Top down is necessary in everything we do.  Either you get buy in from the top or you accept status quo.
  • What is your training program – it needs to be about your firm or organization because one hat does not fit all.
  • The days of diversity seminars that talk about the reasons for diversity aimed at diverse individuals is over – we are tired.

Who Should Attend

  • Labor and Employment Law Attorneys
  • Employee Relations Professionals
  • In-House Counsel
  • Human Resource Executives
  • Human Resource Managers
  • Employers
  • Top Level Management
  • Public and Private Companies
  • Other Related/Interested Professionals

Preview Podcast

Please click the podcast below to hear the speakers discuss the key topics for this webcast.

Online CLE Managing Diversity

Amy Todd-Gher, Shareholder
Littler
  • Why an inclusive workplace matters
  • How your company can become more inclusive
  • Business case for inclusivity
  • Policies/procedures
  • Training and education
  • Behavioral expectations

Kathleen J. Collins, Partner
Litchfield Cavo LLP
  • Statistics and the Importance of Diversity in the Workplace
  • Bias in the workplace
    • Conscious bias remains an issue
    • Understanding and awareness of institutional and individual  unconscious bias
    • Understanding potential management and co-worker microaggressions
  • How to address bias in the workplace
  • Fostering diversity and inclusiveness in the workplace

Robert C. Hinton, Member
Pullman & Comley LLC
  • The Importance of Metrics
    • If you don’t measure it, you can’t manage it
    • Metrics for tracking diversity & inclusion
    • Metrics for evaluating employee productivity, employee morale, and employee turnover
    • Accountability: performance reviews, bonuses, business/department reviews
    • Communicate goals and measure progress
  • Understanding that Inclusion is Very Different from Diversity
    • Having a wide roster of demographic characteristics won’t make a difference unless all people feel welcomed, valued and respected
    • Diversity doesn’t stick without inclusion
    • How do you evaluate whether you have an inclusive environment?
    • Do employees truly feel appreciated for their unique characteristics or do they feel that they are just being tolerated?
  • Employers Must Tackle Unconscious Bias
    • The silent killer of diversity and inclusion initiatives and programs
    • Implicit Bias “Busters”
    • Awareness and training
    • Awareness is not enough
  • Have the Difficult Conversation
    • Set the stage
    • Listen
    • Expect resistance and respond
    • Know the undercurrent of unstated resistance to diversity and inclusion and how it manifests itself
    • Raise discussion points even if no one else raises them, (i.e., “Do you think diversity and inclusion programs cause divisiveness and unnecessary friction?”; “Does work place diversity and inclusion really hurt white men?”)
  • The Business Value of Diversity and Inclusion in the Workplace
    • A diverse workforce drives economic growth
    • Fosters creativity and innovation
    • Customer loyalty
    • Productivity
    • Beyond demographics to diversity of thinking

Raymond Williams, National Diversity & Inclusion Partner
DLA Piper
  • Top down is necessary in everything we do.  Either you get buy in from the top or you accept status quo.
  • What is your training program – it needs to be about your firm or organization because one hat does not fit all.
  • The days of diversity seminars that talk about the reasons for diversity aimed at diverse individuals is over – we are tired.

Online CLE Managing Diversity

Online CLE Managing Diversity

Amy Todd-GherShareholderLittler

Amy Todd-Gher is an accomplished litigator who has specialized in employment litigation since 1999. She has obtained successful results for her clients through dispositive motions, jury verdicts and favorable settlements. Todd-Gher’s practice focuses on the defense of employers, from start-up ventures to Fortune 500 companies.  Todd-Gher was selected to Super Lawyers for Northern California in 2014 and 2015, prior to moving her practice to Southern California, and she now represents employers throughout the state of California.  Todd-Gher has handled a broad variety of litigation matters, including wrongful termination, harassment, discrimination, wage and hour and trade secrets cases.  In the class action context, Todd-Gher recently led the team that defeated a significant motion for class certification.

Todd-Gher earned her J.D. from the University of Virginia School of Law and her B.A., magna cum laude, from the University of Richmond.

Online CLE Managing Diversity

Kathleen J. CollinsPartnerLitchfield Cavo LLP

Kathleen focuses her practice in complex commercial litigation with an emphasis on employment law. She is engaged in a multi-state civil litigation practice defending employers in various manner of claims from initial grievance through appeals. Kathleen is national counsel for a global manufacturing company and has been involved in several high profile matters including a religious discrimination claim which was monitored by national and international groups.

Kathleen is a lecturer on various subjects including: harassment and discrimination; workplace culture and the toxic employee; unconscious bias in the hiring and review process; how to perform an effective performance evaluation; technology and social media in the workplace; compliance solutions and yearly employment law updates; and, has instructed on Law and the Internet, Business Law, Civil Procedure and Contracts.

Kathleen was the managing partner of Litchfield Cavo LLP’s New Jersey office for fourteen years and is a current member of the Firm’s Executive Committee.

Online CLE Managing Diversity

Robert C. HintonMemberPullman & Comley LLC

Robert C. Hinton has extensive experience in all phases of commercial and complex litigation and employment law counseling and is a member of the firm's Labor, Employment Law & Employee Benefits Department.  He has represented a wide range of clients from small business owners to Fortune 500 companies. He regularly litigates and counsels on breach of contract claims; employment discrimination claims; non-compete litigation; wage and hour claims; Family Medical Leave Act claims; ERISA benefit denial of disability claims; enforcement/execution of domestic and foreign judgments; recovery of funds, assets, and property; commercial landlord/tenant matters; unfair and/or deceptive trade practices; and fraudulent conveyances.  Prior to beginning his legal career, Bob served more than eight years on active duty in the United States Army. He received his B.S. from the United States Military Academy at West Point in 1984 and his J.D. from the University of Connecticut School of Law in 1995.

Online CLE Managing Diversity

Raymond WilliamsNational Diversity & Inclusion PartnerDLA Piper

Raymond Williams focuses his practice on complex litigation and is a partner in the firm’s Philadelphia office. Mr. Williams is the firm’s National Diversity and Inclusion Partner. In 2006, Mr. Williams was the selected as the first Chair of the Defense Research Institute’s Diversity & Inclusion Committee. Mr. Williams is the immediate past President of the Philadelphia Diversity Law Group.

Mr. Williams has first-chair jury trial experience, as well as extensive pre-trial litigation experience. He has used these skills to work on pro bono matters supported by his firm. Currently, Mr. Williams is engaged in a matter questioning the documentation requirements needed by legal aliens to vote. Most recently he successfully represented the Navajo Human Rights Commission and other Navajo plaintiffs regarding their unequal access to voting polls in San Juan, Utah.

Mr. Williams is a frequent speaker and contributor to litigation journals and industry publications regarding diversity and his substantive practice area. On numerous occasions Mr. Williams has appeared as a panelist on the Law Journal TV program and the American Law Journal TV program.


Click Here to Read Additional Material

Online CLE Managing Diversity

Course Level:
   Intermediate

Advance Preparation:
   Print and review course materials

Method Of Presentation:
   On-demand Webcast

Prerequisite:
   NONE

Course Code:
   148379

NY Category of CLE Credit:
   Diversity, Inclusion and Elimination of Bias

Total Credits:
    2.0 CLE

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About the Knowledge Group

The Knowledge Group

The Knowledge Group has been a leading global provider of Continuing Education (CLE, CPE) for over 13 Years. We produce over 450 LIVE webcasts annually and have a catalog of over 4,000 on-demand courses.

About the Knowledge Group

The Knowledge Group

The Knowledge Group has been a leading global provider of Continuing Education (CLE, CPE) for over 13 Years. We produce over 450 LIVE webcasts annually and have a catalog of over 4,000 on-demand courses.

At Littler, we understand that workplace issues can’t wait. With access to more than 1,500 employment attorneys in over 80 offices around the world, our clients don’t have to. We aim to go beyond best practices, creating solutions that help clients navigate a complex business world. With deep experience and resources that are local, everywhere, a diverse team of the brightest minds, and powerful proprietary technology, we deliver groundbreaking innovation that prepares employers for what’s happening today, and what’s likely to happen tomorrow. Because at Littler, we’re fueled by ingenuity and inspired by you.

Website: https://www.littler.com/

Litchfield Cavo LLP is a premier national litigation defense law firm founded in 1998 on one principle – client service comes first. Our Firm is built on integrity and our attorneys’ reputations for professionalism, dedication and excellence. Litchfield Cavo attorneys harness wisdom accumulated by collaborating in a dynamic, nationwide environment to guide our clients through the ever changing maze of employment and labor laws. Our diverse practice also permits us to serve our clients’ needs in other areas of their business such as: business litigation, construction liability, executive liability, intellectual property; professional liability toxic tort and trucking liability. Collectively we are a nationwide resource of skilled trial attorneys positioned to quickly and effectively assist our clients with their legal requirements.

Website: http://www.litchfieldcavo.com/

Pullman & Comley celebrates its 100th anniversary in 2019 and is one of Connecticut’s largest firms, providing a wide range of legal services to clients in the New England region, as well as throughout the United States and internationally. Pullman & Comley’s major practice areas include business organizations and finance; environmental and land use; government finance; health care; labor, employment law and employee benefits; litigation and alternative dispute resolution; family law; property tax and valuation; real estate; regulatory, energy and telecommunications; and trusts and estates. The firm has offices in Bridgeport, Hartford, Stamford, Waterbury and Westport Connecticut and White Plains, New York. The firm is an active member of the Law Firm Alliance, an international affiliation of law firms. For more information, please visit www.pullcom.com.

Website: http://www.pullcom.com/

DLA Piper is a global law firm with lawyers located in more than 40 countries throughout the Americas, Europe, the Middle East, Africa and Asia Pacific, positioning us to help clients with their legal needs around the world. At DLA Piper, we focus on the core services that our clients need us to deliver globally. Our diversified practice and sector focus allows us to work for the world’s leading mature and emerging companies everywhere in the world. DLA Piper approaches diversity differently than others in the legal industry. Diversity and inclusion are integral to the Firm’s core values, and its efforts on these fronts are motivated by the fundamental belief that not only does it make good business sense, it is also the right thing to do.

Website: https://www.dlapiper.com/

Amy Todd-Gher is an accomplished litigator who has specialized in employment litigation since 1999. She has obtained successful results for her clients through dispositive motions, jury verdicts and favorable settlements. Todd-Gher’s practice focuses on the defense of employers, from start-up ventures to Fortune 500 companies.  Todd-Gher was selected to Super Lawyers for Northern California in 2014 and 2015, prior to moving her practice to Southern California, and she now represents employers throughout the state of California.  Todd-Gher has handled a broad variety of litigation matters, including wrongful termination, harassment, discrimination, wage and hour and trade secrets cases.  In the class action context, Todd-Gher recently led the team that defeated a significant motion for class certification.

Todd-Gher earned her J.D. from the University of Virginia School of Law and her B.A., magna cum laude, from the University of Richmond.

Kathleen focuses her practice in complex commercial litigation with an emphasis on employment law. She is engaged in a multi-state civil litigation practice defending employers in various manner of claims from initial grievance through appeals. Kathleen is national counsel for a global manufacturing company and has been involved in several high profile matters including a religious discrimination claim which was monitored by national and international groups.

Kathleen is a lecturer on various subjects including: harassment and discrimination; workplace culture and the toxic employee; unconscious bias in the hiring and review process; how to perform an effective performance evaluation; technology and social media in the workplace; compliance solutions and yearly employment law updates; and, has instructed on Law and the Internet, Business Law, Civil Procedure and Contracts.

Kathleen was the managing partner of Litchfield Cavo LLP’s New Jersey office for fourteen years and is a current member of the Firm’s Executive Committee.

Robert C. Hinton has extensive experience in all phases of commercial and complex litigation and employment law counseling and is a member of the firm's Labor, Employment Law & Employee Benefits Department.  He has represented a wide range of clients from small business owners to Fortune 500 companies. He regularly litigates and counsels on breach of contract claims; employment discrimination claims; non-compete litigation; wage and hour claims; Family Medical Leave Act claims; ERISA benefit denial of disability claims; enforcement/execution of domestic and foreign judgments; recovery of funds, assets, and property; commercial landlord/tenant matters; unfair and/or deceptive trade practices; and fraudulent conveyances.  Prior to beginning his legal career, Bob served more than eight years on active duty in the United States Army. He received his B.S. from the United States Military Academy at West Point in 1984 and his J.D. from the University of Connecticut School of Law in 1995.

Raymond Williams focuses his practice on complex litigation and is a partner in the firm’s Philadelphia office. Mr. Williams is the firm’s National Diversity and Inclusion Partner. In 2006, Mr. Williams was the selected as the first Chair of the Defense Research Institute’s Diversity & Inclusion Committee. Mr. Williams is the immediate past President of the Philadelphia Diversity Law Group.

Mr. Williams has first-chair jury trial experience, as well as extensive pre-trial litigation experience. He has used these skills to work on pro bono matters supported by his firm. Currently, Mr. Williams is engaged in a matter questioning the documentation requirements needed by legal aliens to vote. Most recently he successfully represented the Navajo Human Rights Commission and other Navajo plaintiffs regarding their unequal access to voting polls in San Juan, Utah.

Mr. Williams is a frequent speaker and contributor to litigation journals and industry publications regarding diversity and his substantive practice area. On numerous occasions Mr. Williams has appeared as a panelist on the Law Journal TV program and the American Law Journal TV program.

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