Justia Connect Webinars Build Your All-Star Team With Inclusive Interviewing

Build Your All-Star Team With Inclusive Interviewing

The jury is out! Diversity significantly contributes to greater profitability. A 2019 analysis by McKinsey & Company revealed that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile. Additionally, top-quartile companies in terms of cultural diversity outperformed those in the fourth quartile by 36 percent in profitability. That said, many companies are genuinely interested in leveraging diversity for greater financial and social performance. However, various common biases may be interfering with effective recruiting and retention of diverse talent.

During this engaging session, the facilitator will utilize social science, current events, humor, and role-playing to provide participants with a greater understanding of the following:

We will learn how to manage our biases in order to facilitate interviews that lead to greater inclusion for enhanced company performance.

Topics covered include:

Law Firm DEI Law Firm Management Law Practice

Agenda:

Welcome & Introduction

Brief introduction and welcome by Ama Karikari-Yawson
Overview of implicit bias and why paying attention to it matters for lawyers and law firms

How Implicit Bias Impacts Recruiting and Retention for Law Firms

Phantom job openings
Implicit bias in recruiting
“Fit” tests
Microaggressions in the legal profession
Biased performance reviews

In one law firm study, partners rated the same memorandum less favorably when it was attributed to a hypothetical African-American associate compared to a Caucasian associate with the same qualifications

Common Forms of Bias in Law Firm Interviews

Affinity bias/similarity bias
Confirmation bias
The halo effect
The horns effect
Attribution bias

Tools to Interrupt Common Forms of Bias in the Legal Profession

Mindfulness
Connection
Prepared questions and notes/recording
Self-monitoring of mental questions
Opportunity for advocacy
Everyday opportunities to promote equity

Can you change your recruitment efforts to interview more diverse lawyers?
Can you examine your policies to ensure equity and inclusivity for diverse lawyers?
Are you setting diversity goals at your law firm?
Can you review your evaluation and exit systems to ensure you are evaluating lawyers equitably and addressing inclusion concerns raised by lawyers?
Can you increase the legal services you provide to underserved communities?
Are you proactively addressing microaggressions in your law office?

Conclusion and Closing

How implicit bias thwarts diversity goals
How implicit bias thwarts diversity goals in the legal profession
How implicit bias impacts recruiting and retention for law firms
How to improve the interview process for lawyers considering implicit biases

Questions & Answers

Duration of this webinar: 60 minutes

Originally broadcast: November 09, 2023 10:00 AM PT

Webinar Highlights

This webinar is divided into section summaries, which you can scan for key points and then dive into the sections that interest you the most.

00:00 Introduction

Ama Karikari-Yawson has a background and expertise in diversity and inclusion training. Ama outlines the webinar's agenda, focusing on implicit bias in recruiting and retention, and tools to interrupt bias during interviews. She aims to foster a sense of belonging and equity in the workplace through her presentation.

05:17 Impact of Bias on Recruitment

Ama discusses the impact of bias on recruitment and retention, highlighting phenomena like phantom job openings. She explains how implicit bias affects recruiting, referencing studies that show racial bias in resume evaluations. The 'fit test' is critiqued for promoting homogeneity and hindering diversity in organizations. Microaggressions at work are identified as a significant factor affecting employee retention. Bias in performance reviews is highlighted, showing disparities in evaluations based on race.

21:42 Common Interview Biases

Ama outlines common interview biases, including affinity bias, confirmation bias, and the halo effect. She explains how these biases can lead to unfair evaluations and hinder diversity in hiring. The horns effect and attribution bias are discussed as negative influences on candidate assessment.

32:00 Tools to Mitigate Bias

Mindfulness is presented as a key tool to reduce bias in interviews and decision-making processes. Ama advocates for connection based on shared human experiences rather than superficial affinities. She stresses the importance of prepared questions and notes to ensure consistent and fair interviews. Self-monitoring of mental questions is crucial to avoid attribution bias and ensure thorough candidate evaluation. Opportunities for advocacy and promoting equity in recruitment are highlighted as essential practices.

44:37 Promoting Equity in Organizations

Ama discusses promoting equity in organizations through strategic planning and policy development. She emphasizes the importance of monitoring diversity metrics and having clear evaluation rubrics. Exit interviews are crucial for understanding employee experiences and improving inclusion efforts. Organizations should ensure their services are culturally responsive and target underserved communities. She encourages being an upstander in promoting diversity and inclusion within the organization.

50:17 Addressing Microaggressions and Inclusion

Addressing microaggressions and ensuring inclusion are vital for creating equitable work environments. Ama highlights the importance of training and clear reporting policies for microaggressions. She discusses the need for accessible facilities and inclusive policies for diverse groups. Organizations should evaluate their maternity and bereavement leave policies to support employee retention. She stresses the importance of diversity goals and strategic planning in fostering an inclusive culture.

01:00:54 Q&A and Closing Remarks

The Q&A session addresses practical ways to encourage inclusive interviewing and explain microaggressions. Ama suggests remote work as a strategy to recruit diverse candidates in less diverse communities. She emphasizes the importance of systematizing bias elimination through structured interview protocols. Mindfulness and self-monitoring are recommended to reduce bias in evaluations.

Please note this AI-generated summary provides a general overview of the webinar but may not capture all details, nuances, or the exact words of the speaker. For complete accuracy, please refer to the original webinar recording.

Continuing Legal Education (CLE) Credits

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California CLE

Status: Approved

Credits: 1.00 Implicit Bias

Earn Credit Until: November 8, 2025

South Carolina CLE

Status: Approved

Credits: 1.00 General

Difficulty: All Levels

Earn Credit Until: December 31, 2025

North Carolina CLE

Status: Approved

Credits: 1.00 Ethics

Earn Credit Until: February 28, 2026

Texas CLE

Status: Approved

Credits: 1.00 Legal Ethics/Professional Responsibility

Earn Credit Until: October 31, 2025

This presentation is approved for one hour of Implicit Bias CLE credit in California, one hour of General CLE credit in South Carolina (all levels), and one hour of Ethics CLE credit in North Carolina. This course has been approved for Minimum Continuing Legal Education credit by the State Bar of Texas Committee on MCLE in the amount of 1.00 credit hours, of which 1.00 credit hours will apply to Legal Ethics/Professional Responsibility credit.

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Speaker

Ama Karikari-Yawson Attorney
President and Founder of Milestales

Ama Karikari Yawson, Esq. is the founder of Milestales Publishing and Education Consulting and the author of The Talk: A Black Family’s Conversation about Racism and Police Brutality, Sunne’s Gift, and other best-selling books. Read More ›