Unconscious bias leads to favoritism in the workplace.
Each year employers determine year-end employee bonuses based on merit. But is that what the bonus is actually based on? While evaluating and rewarding employees based on merit may seem fair, merit-based practices may actually decrease workplace equity if unconscious bias is a factor in bonus decisions. While research indicates that most people harbor at least some unconscious biases and that these biases are not always bad, a problem occurs when our unconscious biases lead us to favor one group in the workplace over another based on a protected category.
Agenda
Faculty
Michael D. Thomas
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Michael D. Thomas is an associate with Ogletree, Deakins, Nash, Smoak & Stewart, P.C. His practice focuses on representation of employers in wage and hour class actions and PAGA claims. Mr. Thomas also advises and defends employers on all aspects of labor and employment matters, including wrongful termination, discrimination, and whistleblower retaliation. He also represents employers in traditional labor law matters. He advises and represents employers before the National Labor Relations Board, including in unfair labor practices and representation hearings. In addition, Mr. Thomas represents employers in discharge and contract interpretation arbitrations.
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