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Celesq® Attorneys Ed Center
Print Catalog:

Programs in Elimination of Bias--Special ethics

Programs are available online to all firms wishing to assist their attorneys in obtaining their CLE credits. Please email customer.care@celesq.com to obtain a coupon code for your firm. Once an attorney has completed a program, your firm will be billed $30 each for the cost of each certificate which will be issued as a download once the attorney has completed the affirmation for the particular program. CDs will be available for all programs upon request. Please email customer.care@celesq.com to purchase CDs for any course. Cost will be $95.00 per CD, plus shipping and handling.



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Improving Women's Working Relationships With Other Women in the Legal Profession

Program Number: 2962 Presenter: Alton (Al) B. Harris, Esq. (2018), Andrea S. Kramer, Esq. (2018)

Andie Kramer, partner in an international law firm, and Alton B. Harris, partner (retired) at Nixon Peabody LLP, discuss the complicated dynamics of women’s working relationships with other women. Women, men, and organizations often believe that there is something problematic, even dysfunctional, about these relationships. While men’s working relationships with other men are seen as the baseline for healthy same-sex business relationships, women’s relationships with other women are often seen as disruptive to their organizations and hurtful to their career advancement. Andie and Al identify and review the underlying reasons for real or perceived women-to-women conflict at work and provide pragmatic advice on how to overcome and avoid such unproductive conflicts. They then provide women, men, and organizations with tools to develop stronger networks that foster women’s career success and creating a more supportive and satisfying work environment. The program includes a discussion of the relevance

$95.00Online Audio Add to Cart

Making Real Progress Towards Diversity and Inclusion in the Legal Profession

Program Number: 2961 Presenter: Alton (Al) B. Harris, Esq. (2018)

Alton B. Harris, partner (retired) at Nixon Peabody LLP, discusses the nature and extent of the achievement disparity between female and other minority lawyers and white male lawyers. They also review why and how stereotypes and the biases that flow from them cause this disparity by preventing women and minorities from advancing in their legal careers as far and as fast as men. They then provide women, men, and organizations with specific insights and communication techniques they can use to avoid or overcome these often subtle and unconscious biases. The program includes a discussion of the relevance of ABA’s Model Rule 8.4(g) and various ABA Resolutions.

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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.

$95.00Online Audio Add to Cart

Detecting Bias Model Rule of Professional Responsibility As Viewed Through the Lens of Sherlock Holmes Movies and Television

Program Number: 2861 Presenter: Umarah Ali, Esq., Craig S. Friedman, Esq., Gregory R. Hanthorn, Esq.

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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How Women Lawyers Can Help to Eliminate Bias, Improve Diversity and Inclusion, and Advance their Legal Careers Despite the Presence of Gender Bias

Program Number: 2834 Presenter: Alton (Al) B. Harris, Esq. (2018), Andrea S. Kramer, Esq. (2018)

Andie Kramer, partner at McDermott Will & Emery, and Alton B. Harris, partner at Nixon Peabody LLP, discuss the nature and extent of the achievement disparity between female and male lawyers, and why and how gender stereotypes and the biases that flow from them cause this disparity by preventing women from advancing in their legal careers as far and as fast as men. They then provide women with specific insights and communication techniques they can use to avoid or overcome these often subtle and unconscious gender biases. The program includes a discussion of the relevance of ABA’s Model Rule 8.4(g) and ABA Resolution 302.

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What Male Lawyers Can Do to Eliminate Gender Bias and Inappropriate Sexual Conduct in the #MeToo and #TimesUp Era

Program Number: 2815 Presenter: Alton (Al) B. Harris, Esq. (2018), Andrea S. Kramer, Esq.

Andie Kramer, partner at McDermott Will & Emery, and Alton B. Harris, partner at Nixon Peabody LLP, discuss how male lawyers can eliminate gender discrimination and increase gender diversity in the legal profession. Topics include: discussion of the lack of diversity at senior levels in the legal profession and its gender achievement gap; identification of the biases and stereotypes that cause the gender achievement gap and the culture it fosters that can lead to actual and potential sexual harassment and misconduct; a review of the ABA Mission Statement, ABA Model Rule 8.4(g), and Resolution 302 of the ABA House of Delegates (February 2018); and suggested practical, effective steps men and the legal organizations they control can take to increase diversity and avoid inappropriate sexual conduct in the #MeToo and #TimesUp era.

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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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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.

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, they provide: (1) tips and an action plan for addressing implicit biases in corporate legal departments and law firms that can be used

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