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Programs in Diversity, Inclusion and Elimination of Bias



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Doing Bad by Doing Good: Managing Risks Surrounding Diversity and Inclusion Initiatives at Law Firms

Program Number: 2877 Presenter: Kenneth E. Sharperson, Esq.

**** CD's are pre-order only and not available until after the program date - Online is not available until after the program date **** Corporations are selecting law firms that have active diversity and inclusion initiatives, and are working less with law firms that do not have verifiable programs enhancing the diversity of their law firms. In fact, Hewlett Packard (HP) states that they may withhold up to 10 percent of invoiced fees for failure to meet HP’s diversity standards. Specifically, HP requires firms to “field (i) at least one diverse firm relationship partner, regularly engaged with HP on billing and staffing issues; or (ii) at least one woman and one racially/ethnically diverse attorney, each performing or managing at least 10% of the billable hours worked on HP matters.” In order to obtain work from larger companies that support increased diversity, many law firms have created diversity initiatives in order to meet

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What Legal Organizations Can Do To Combat Gender Bias

Program Number: 2874 Presenter: Alton (Al) B. Harris, Esq. (2018), Andrea S. Kramer, Esq. (2018)

Alton B. Harris was a founding partner of the Chicago law firm Ungaretti & Harris, now part of Nixon Peabody LLP. At Ungaretti and Harris, Mr. Harris served at various times as managing partner, executive and compensation committee member, and head of the Corporate and Securities Practice Group. He is an adjunct professor of law at Northwestern University School of Law, and he sits on the board of directors of a billion-dollar technology corporation. He has served as mentor, coach, and counselor to many businesswomen and persons of color, recently wrote with Ms. Kramer, “Taking Control: Women, Gender Stereotypes, and Impression Management” and their book, Breaking Through Bias.

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Detecting Bias: Model Rule of Professional Responsibility 8.4(g) Viewed Through the Lens of Sherlock Holmes Movies and Television

Program Number: 2861 Presenter: Craig S. Friedman, Esq., Gregory R. Hanthorn, Esq., Joanna Heiberg Sutton, Esq.

**** CD's are pre-order only and not available until after the program date - Online is not available until after the program date **** Hidden bias is difficult to root out. We are all incapable of completely impartially examining our reasons for acting; that’s why hidden bias is “hidden.” This CLE program seeks to explore differences between “bias” and “deduction and inference” through the innovative technique of following alongside one of fiction’s great ratiocinators – Sherlock Holmes. Using video clips from decades of Sherlock Holmes movies and television episodes our Moderator and Panelists will take you on a guided tour through ways in which Holmes, Watson, London and rural police inspectors and constables have either fallen prey to bias or avoided bias by thinking clearly. The end result? The program presents a series of positive and negative examples of interacting with the ABA’s amended Model Rule addressing bias and beyond.

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Ending the Discriminatory Consequences of Age Bias in the Legal Profession

Program Number: 2802 Presenter: Alton (Al) B. Harris, Esq. (2018), Andrea S. Kramer, Esq. (2018)

In this timely and important program, Andrea S. Kramer and Alton B. Harris explain the nature and operation of age stereotypes, those about both younger and older lawyers, which result in discriminatory biases against persons at both ends of the age spectrum. They convincingly explain why it is so important for legal organizations to combat age discrimination and then present a series of effective, practical practices, policies, and techniques that legal organizations can use to eliminate age bias and improve generational harmony. They also review the Age Discrimination in Employment Act of 1967, the status of litigation under this Act, and the likely impact of ABA Model Rule 8.4(g) on age discrimination. Topics include: the nature and operation of age stereotypes and the biases that flow from them; how these age biases limit career opportunities for both older and younger lawyers; recognizing how gender stereotypes interact with age stereotypes to particularly

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