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Positive Steps to Increase Gender Diversity and Eliminate Bias in the Legal Profession

Program Number: 2721 Presenter: Alton (Al) B. Harris, Esq., Andrea S. Kramer, Esq.

**** CD's are pre-order only and not available until after the program date - Online is not available until after the program date **** In this lively and thought-provoking program, Andrea S. Kramer and Alton B. Harris discuss how implicit gender bias can prevent legal organizations (such as corporate legal departments and law firms) from achieving their desired diversity goals and surprisingly, their economic goals. Using the ABA's Professional Responsibility Model Rule 8.4(g) and state bar professional responsibility rules as a skeletal structure, the presenters discuss how gender stereotypes and implicit biases hold legal organizations back from achieving necessary gender diversity and inclusion, and reduce career opportunities and advancement progress for women attorneys. They also focus on how people can avoid or overcome the discriminatory negative effects of gender bias, such as in the career-sensitive decisions (hiring, assignments, evaluations, compensation, and promotion policies) that are most often affected by implicit biases. Finally,

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Overcoming and Eliminating Age Bias against both Younger and Older Lawyers, with a Discussion of ABA Model Rule 8.4(g)

Program Number: 2647 Presenter: Alton (Al) B. Harris, Esq., Andrea S. Kramer, Esq.

Join Andrea S. Kramer, partner in McDermott Will & Emery LLP, and Alton B. Harris, partner in Nixon Peabody LLP, for this important program about age bias in the legal profession. When lawyers understand the stereotypes surrounding younger lawyers (Millennial generation) and older lawyers (particularly women over 45), and the biases that result from these stereotypes, they are in a position to effectively combat age discrimination in their own legal organizations and improve generational harmony in the legal profession generally. In this program, our presenters address the new ABA Model Rule 8.4(g) expanded definition of “professional misconduct.” They provide lawyers with advice and techniques they can use to avoid or overcome the bias they may face as they enter the profession and as they grow older. Attendees will also get information and insights they can use to recognize the often subtle and unconscious biases that exist in the profession against both younger

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What Men and Legal Organizations Can Do to End Discriminatory Biases against Women Attorneys

Program Number: 2625 Presenter: Alton (Al) B. Harris, Esq.

Join Alton B. Harris, partner in Nixon Peabody LLP, for this important program about combatting gender discrimination and increasing gender diversity in the legal profession. Mr. Harris first identifies the subtle and generally unconscious gender stereotypes that are pervasive throughout the legal profession and the biases they foster against women lawyers. He then presents a series of practical, effective steps men and the legal organizations they manage can take to combat these biases and remove the obstacles they create for women to advance in their legal careers on a basis comparable to men. Note: Mr. Harris and Ms. Kramer are co-authors of the book, Breaking Through Bias: Communication Techniques for Women to Succeed at Work, available at: www.andieandal.com

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The California Challenge for Corporate Counsel: Managing Leaves of Absences, Accommodations and the Interactive Process

Program Number: 2623 Presenter: Ann Kotlarski, Esq., Payne & Fears LLP

California is unique in providing numerous protected leaves of absence to employees that far exceed the federal leave laws, and it is easy for an employer to run afoul of the many, varied state and federal legal requirements concerning leaves of absence, accommodations, and the interactive process. In addition to the FMLA and ADA, California has its own requirements for accommodations under the Fair Employment Housing Act and for taking medical leave under the California Family Rights Act and the Pregnancy Disability Leave Act. There are also a myriad of non-medical leaves of absence for employers to manage, such as Domestic Abuse Leave, School Activities Leave, Volunteer Firefighter’s Training Leave and Victims of Crime Leave. And this year California has introduced the Paid Sick Leave law. The cumulative impact of understanding and proactively managing all of the protected leaves while running a productive business is a challenge. So many

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