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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.

Duration of this webinar: 60 minutes

Originally broadcast: November 9, 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.

Speakers

Tim Stanley CEO
Justia

Tim Stanley is the CEO and founder of Justia, one of the most visited legal portals in the world. Justia’s mission is to make law and legal resources free for all. Before founding Justia, Tim founded and was CEO of FindLaw. He is the general counsel and on the Board of Trustees of Public.Resource.Org, and was previously on the Board of Nolo and American LegalNet. Tim has a BS and MS from Stanford University and a JD from the University of Michigan Law School.

Marina J. Wilson Associate Attorney
Pugh Accardo

Marina Wilson is an Associate at Pugh Accardo. Her practice focuses on complex commercial litigation, intellectual property, and counseling franchise companies with business and compliance matters. Read More ›

Alicia Pollard Counsel, Commercial Affairs

Alicia Pollard has served as a legal and strategic advisor in many different fields: from corporate matters in Big Law; transitioning to business and legal affairs in media & entertainment; and later centering her practice around technology, with a particular emphasis on data protection and AI risk management. Alicia has worked with a diverse range of companies and tech enterprises to ensure digital responsibility and security in all areas of commercial transactions. She is certified through the International Association of Privacy Professionals (IAPP) in Information Privacy and AI Governance. Read More ›

Doug Brown, JD The Law Firm Leadership Coach
Summit Success

Doug Brown, JD is The Law Firm Leadership Coach and Chief Learning Officer at Summit Success, LLC. As an executive coach and law practice consultant, he shares practical strategies for sustainable legal practice and attorney well-being. After experiencing panic attacks during high-stakes negotiations and receiving an ADHD diagnosis in his early 50s, Doug developed frameworks that work with your wiring, not against it. His experience includes private and in-house legal practice, serving as chief executive of the Connecticut Bar Association, and designing MBA leadership programs for experienced executives. Doug's approach: practical strategies from someone who's been there, not theory from someone who hasn't practiced law. Read More ›

Continuing Legal Education (CLE) Credits

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California CLE

Status: Approved

Format: On-Demand

Credits: 1.00 Implicit Bias

Earn Credit Until: June 30, 2026

New Jersey CLE

Status: Approved

Format: On-Demand

Credits: 1.20 Diversity, Inclusion, and Elimination of Bias

Earn Credit Until: September 10, 2026

Texas CLE

Status: Approved

Format: On-Demand

Credits: 1.00 Legal Ethics/Professional Responsibility

Earn Credit Until: October 31, 2026

This presentation is approved for one hour of Implicit Bias CLE credit in California. This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.20 hours of total CLE credit. Of these, 1.20 qualify as total hours of credit for Ethics/Professionalism, including 1.20 hours in Diversity, Inclusion, and Elimination of Bias. 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.
This presentation is approved for one hour of Implicit Bias CLE credit in California from 2026-07-01 to 2028-06-30.

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