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Description

Much of our EEO law rests on several well-researched psychological biases.  Why is it that no manager has ever perceived his/her conduct as harassing, even when it was? How does fundamental attribution error, a central tenet of social psychology, impact workplace dynamics?  This session literally deconstructs how discrimination and harassment claims arise and explains how HR practitioners and managers can mitigate the RISK of future EEO disputes and litigation.