Unconscious bias, or implicit bias, is built into our DNA as part of our human nature. Humans automatically categorize individuals and groups to help make sense of the world. The human brain is hard-wired to create these groups in order to synthesize the vast array of information it is exposed to. Unconscious bias is characterized by mental shortcuts to categorize people we are unfamiliar with into specific groups, which we often label as “good” or “bad”. From an evolutionary standpoint, these characterizations were meant to help us determine what was safe and what was threatening.
Once assigned to the group, we associate particular stereotypes to those within the group without our conscious knowledge. Unconscious bias, or implicit bias, is different from conscious bias, or explicit bias, that most associate with overt prejudice, such as racism, sexism, and other forms of intolerance.
The U.S. Department of Justice (DOJ) has recognized the important role that unconscious bias plays within the role of attorneys and law enforcement officials. As a result, the DOJ has been rolling out training to more than 23,000 agents in the FBI and other federal law enforcement agencies, as well as 5,800 attorneys in 94 U. S. Attorney’s Offices around the country. State and local police and sheriff departments are also conducting unconscious bias training.
In this practical webinar, you will learn:
- Best practices for diminishing unconscious bias
- How to assess your unconscious biases
- The science behind unconscious bias, including new data
Upon course completion, you will be able to:
- Define unconscious bias and describe the various types of unconscious bias
- Reference the science of unconscious bias
- List examples of unconscious bias
- Identify the role of stereotypes in unconscious bias
- Apply the Implicit Association Test (IAT)
- Outline steps to minimize individual unconscious bias
- Implement HR and Management best practices to diminish unconscious bias
Susan Strauss
Dr. Susan Strauss is a national and international speaker, trainer, author, and consultant. Her specialty areas include management/leadership development, organization development, discrimination, and communication, and she trains and consults with virtual managers and teams. She is the author of over 30 books and publications and has appeared on national and international TV and radio programs. She has her doctorate in organizational leadership.
CLE Credits (Law)
| Credit | Value | Type | Format |
|---|---|---|---|
In some CLE states, the course will be submitted to the bar after you register. If for any reason the course is not approved, we will fully refund your registration fee. If a state is listed on this course, then we are confident the course fits that state's standards and already is or will be approved for credit.
HR Credits
| Credit | Value | Type | Format |
|---|---|---|---|
| HRCI | 1.25 |
General |
On-Demand/Recording |
| SHRM | 1.25 | On-Demand/Recording |
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Can I still receive Continuing Education Credits if I view the webinar recording instead of the live presentation?
In most cases, the answer is yes. Recorded webinars are not eligible for CLE credit in the following states: AR, KS, MS, NE, and RI. In all other jurisdictions, recorded programs are eligible for credit. In addition, CPE credit is not available for recorded webinars. Please note that recorded webinars are only eligible for a certain period of time based on the jurisdiction. To ask about your specific type of Continuing Education Credit or the requirements in your jurisdiction, please call us at 703-372-0550 or contact us.
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100% of attendees recommend this webinar
4 out of 5 stars
from 3 customer reviews
5 out of 5
Patricia R.
5 out of 5
This certainly highlights problems we find in employment law repeatedly and which is very hard to determine, particularly in an employment-at-will state.
Philip J.
3 out of 5
Steven L.