Podcasts about worklife law

In this powerful and timely episode, we explore how feedback—especially public feedback—can have vastly different impacts depending on gender, and why the principle “praise publicly, criticize privately” is more than just good advice—it's a vital strategy for allyship, equity, and leadership development. Dr. Kimberly DeSimone shares personal insights from years of academic leadership, backed by compelling research on gender bias in student evaluations, performance reviews, and workplace feedback. This episode uncovers how even well-intentioned critiques can reinforce long-standing stereotypes and disproportionately affect women, particularly those in authority or leadership roles. From teaching evaluations to performance appraisals, listeners are challenged to think critically about how, where, and why they deliver feedback—and how they can shift their language and delivery to foster fairness, growth, and inclusion for everyone. In This Episode, You'll Learn: Why feedback given to women is often shaped by unconscious gender norms. How student evaluations and performance reviews can reflect systemic bias—even unintentionally. The power of public praise to combat stereotypes and normalize women's success. How private critique, delivered thoughtfully, fosters psychological safety and growth without reinforcing harmful narratives. The importance of avoiding gendered labels like “bossy,” “catty,” or “cold,” and replacing them with specific, behavior-based feedback. Why women are judged on proof while men are judged on potential—and how to interrupt that dynamic. Key Takeaways: Bias in feedback is real, often unconscious, and has lasting consequences. Words matter. The language we use to describe women influences how they are perceived and treated. Allyship means being intentional. Supporting women means rethinking when, where, and how we give feedback. Public criticism can reinforce negative stereotypes, while public praise can disrupt them. Everyone carries unconscious bias. But with awareness, we can shift the culture—one conversation, one evaluation, and one word choice at a time. Resources Mentioned: Clare Boothe Luce's quote on the burden of representation for women. Research by Joan Williams and the Center for WorkLife Law on gender bias. MacNell, Driscoll, and Hunt (2015) study on gender in teaching evaluations. Call to Action: Think about the last time you gave feedback—what words did you use? Was it public or private? This week, try praising a woman's work formally and publicly, and if needed, deliver critique privately and constructively. It's a small change with the potential for big impact.   Join the Conversation: Have a story about feedback—good or bad? Want to share how you're practicing mindful allyship? Tag us on Instagram @advancingwomenpodcast to keep the conversation going. Subscribe & Share: If this episode resonated with you, share it with a colleague or friend who gives or receives feedback. And don't forget to subscribe for more conversations on advancing women in leadership, work, and beyond.   For more information on Dr. DeSimone: https://www.instagram.com/advancingwomenpodcast/ https://www.facebook.com/advancingwomenpodcast/ https://advancingwomenpodcast.com/

As part of our series looking back on how the pandemic changed us, 5 years on, we examine the way we work. From working remotely to handling childcare needs to coping with being an essential worker, Covid forced innovations and exposed fault lines in the nation's employment structure. We'll talk about what we learned and we hear from you: How did the pandemic change how you do your job and think about work? Guests: Nicholas A Bloom, professor of economics, Stanford University — senior fellow, Stanford Institute for Economic Policy Research Joan Williams, former professor of law, UC Law School San Francisco, and the founding director of the Center for WorkLife Law; UC Hastings College of the Law - author of White Working Class: Overcoming Class Cluelessness in America and the forthcoming title, "Outclassed: How the Left Lost the Working Class" Learn more about your ad choices. Visit megaphone.fm/adchoices

http://ExpertTalk.fm ~ Elvir is a rebel entrepreneur and wisdom activist. He's been a professor, engineer, exec, investment banker, people coach, and Earth lawyer. He now runs a boutique investment bank Tech+IP Capital, Upend, a new school of ancient wisdoms, and is a Board director at EarthLaw and WorkLife Law. #ExpertTalkWithTGo #ExpertTalkXtra #TalkShow #PodcastToBroadcast #TheresaGoss #ExpertTalkFM #Roku #Pandora #iHeartRADIO #PodNationTV #talkshowtv #talkshowonline #talkshowhost #podcast #motivation #broadcast #listennow #entrepreneur #marketing #TGoTV #9at9 #FastFunInformative #LightsCamerasTakeAction #Wisdom #Brain #UpEnd #empathy

Interview with Dr. Elvir Causevic, Esqhttps://www.elvir.me/Elvir is a rebel entrepreneur and wisdom activist. He's been a professor, engineer, exec, investment banker, people coach, and Earth lawyer. He now runs a boutique investment bank Tech+IP Capital, Upend, a new school of ancient wisdoms, and is a Board director at EarthLaw and WorkLife Law.He holds a doctorate in Electrical Engineering from Washington University in St. Louis, a law degree from University of California Hastings College of the Law, and apprenticed as transformational coach at Phoenix 2000 and Trainer Designs.Today, Elvir's quest is to refresh our collective memory of our ancient wisdoms, so we can each live well, enjoy each other, and cherish our Earth.--- Send in a voice message: https://anchor.fm/zen-success/message

Elvir is a rebel entrepreneur and wisdom activist.  He's been a professor, engineer, exec, investment banker, people coach, and Earth lawyer.  He now runs a boutique investment bank Tech+IP Capital, Upend, a new school of ancient wisdoms,  and is a Board director at EarthLaw and WorkLife Law.  Losing his country (Yugoslavia/Bosnia) to war as a teen, Elvir finds home in disparate worlds, and kinship with the othered. He's since joyously clipped four umbilical cords of children who changed his life, tasted the world's finest mountain rivers, and inhaled old-growth forests.  He can never again pretend not to know a beauty way.  He holds a doctorate in Electrical Engineering from Washington University in St. Louis, a law degree from University of California Hastings College of the Law, and apprenticed as transformational coach at Phoenix 2000 and Trainer Designs.Today, Elvir's quest is to refresh our collective memory of our ancient wisdoms, so we can each live well, enjoy each other, and cherish our Earth.Follow Elvir at UpEnd.com - an organization he founded to teach simple, science-backed wisdoms from time immemorial so you can shape a life of well-being, abundance, and joy.***Follow the Greg Krino Show here...GregKrino.comYouTubeInstagramFacebookTwitterLinkedInIf you enjoyed the podcast, please leave a 5-star rating and friendly comment on your podcast app. It takes only a minute, and it really helps convince popular guests to join me.If you have comments or ideas for the show, please contact me at gregkrinoshow@gmail.com.

Dan Schorr and Alyssa-Rae McGinn are joined by Jessica Lee, Director of the Pregnant Scholar Initiative at the UC Hastings College of the Law's Center for WorkLife Law, to discuss Title IX and other protections for pregnant, parenting, and caregiving students and employees (Episode 55)

Despite the millions of dollars spent by companies on DEI training, initiatives, and programs, we see very, very little progress.  In today's podcast, Professor Williams explains to us why this is the case and why the systems in place in businesses and corporations play a major role in creating a safe and inclusive workplace. Professor Joan C Williams is a Sullivan Professor of Law, Hastings Foundation Chair, and Founding Director of the Center for WorkLife Law at the University of California, Hastings College of the Law.   She's widely known for Bias Interrupters, an evidence-based metrics-driven approach to eradicating implicit bias in the workplace. Her most recently released book, Bias Interrupted: Creating Inclusion For Real and For Good - provides a clear roadmap for workplace leaders, lasting progress in their DEI goals.  In this episode, Professor Williams talks about: - What is Bias Interrupted and what it's meant to do for the workplace  - Implicit biases and how bias interrupted and the interrupters can solve this issue  - The reasons why there's very little progress in DEI efforts in the workplace -How implicit biases undermine meritocracy  - How gender and racially diverse teams can create positive lasting changes in the workplace and the business - The 5 Patterns of Bias - How remote work or hybrid work schedules affect DEI goals - How caregiver rights started and the status of discrimination against adults with caregiving responsibilities, especially on mothers   If you learned a lot from this episode, just like we did, and you know someone who needs help with their DEI efforts, share this episode with them by sharing a link directly through your podcast app.   Resources and Links Mentioned: - Center for WorkLife Law - https://worklifelaw.org/ - Bias Interrupters - https://biasinterrupters.org/  - (Book) Bias Interrupted: Creating Inclusion For Real and For Good - https://biasinterrupters.org/book/  - Gender Stereotypes and Caregiver Discrimination in the Workplace ft. Rebecca Pontikes - https://apple.co/3rwKdgg    Connect with Professor Williams, Bias Interrupters and Center for WorkLife Law: - Professor Joan C. Williams - https://joancwilliams.com/  - Twitter - https://twitter.com/JoanCWilliams  - Bias Interrupters - https://biasinterrupters.org/  - Center for WorkLife Law - https://worklifelaw.org/  - LinkedIn - https://www.linkedin.com/company/worklifelaw/  - Twitter - https://twitter.com/worklifelawctr    Connect with Atty. Mahir and Nisar Law Group: - Website - https://www.nisarlaw.com/  - Facebook: https://www.facebook.com/nisarlawpc/  - Instagram: https://www.instagram.com/nisarlaw/  - Twitter: https://twitter.com/nisarlaw  - Youtube: https://www.youtube.com/user/mahirnisar  - Tiktok: https://www.tiktok.com/@discriminationlawyer    Need help? Call 212-600-9534 for a free case evaluation.  

This week's podcast guest is Joan C. Williams, distinguished Law Professor at the University of California, Hastings College of Law, and Director for the Centre of WorkLife Law, and author of a brilliant new book, Bias Interrupted: Creating Inclusion for Real and for Good. Joan is dedicated to propagating an approach to Diversity and Inclusion that delivers real impact for the business and ensures real change is made.Throughout this episode, Joan and I discuss:How to connect D&I initiatives to business metrics that matter, with case studies from companies around the worldThe five patterns of bias that repeatedly emerge across organisations and industriesThe concept of bias interrupters, what they are and how to use them in everyday scenarios, to reduce the impact of biasThe ethical and legal challenges of measuring diversity data and why these challenges are not a good enough excuse for not doing the workSupport for this podcast is brought to you by Degreed, to learn more visit degreed.com. See acast.com/privacy for privacy and opt-out information.

The way we work is in constant evolution. In light of the COVID-19 pandemic, do we have a chance to redesign the workplace and workforce for the better? Or will we go back to the way things were before the world locked down? Zeynep Ton, president of the nonprofit Good Jobs Institute, and Joan C. Williams, director of the Center for WorkLife Law at the University of California's Hastings College of the Law, join us to examine how we might improve the future of work. What Could Go Right? is produced by The Progress Network and The Podglomerate.

What does the future hold for working parents in California? Will the childcare crisis, homeschooling debacle and issues involving remote work and essential work put us on a new path to better work-life balance? Are the federal and state governments going to make parenting easier to do going forward? And how can we use what we’ve learned during the pandemic to ensure that raising kids while working full-time fills us with happiness instead of with heartburn? We talk with two people who focus on better work-life balance issues professionally at their day job, and also personally at home as parents to young children. GUESTS * Danika Dellor, executive director of the California nonprofit Women’s Achievement Network and Development Alliance (WANDA) in Silicon Valley - https://wandasiliconvalley.org * Liz Morris, deputy director of the Center for WorkLife Law, an advocacy and research organization at the University of California’s Hastings Law - https://worklifelaw.org PODCAST PLAY BY PLAY * 0 to 6:50 min - Intro to California Groundbreakers, and the reasons for this episode * 6:50 min - Some significant work-life impacts Dellor and Morris have seen on parents during this pandemic * 11:40 min - Their thoughts on the Biden Administration's American Families Act and what California legislators are proposing * 16:10 min - Will paid leave be more widespread and easier to access? * 19:30 min - Burnout, and the apparent disconnect between what "back to the office" should look like * 24 min - What should employers be doing to improve work-life balance? * 27 min - Where are the men in this scenario? * 32 min - Can we innovate an expanded, and improved, childcare system? * 36:15 min - Words of advice for current -- and future -- parents who work RESOURCE GUIDE The Center for WorkLife Law has COVID-19 resources, including a free legal helpline for parents, family caregivers and pregnant and breastfeeding people. English: https://worklifelaw.org/covid19/helpline-resources/ Spanish: https://worklifelaw.org/covid19/recursos-de-covid-19/

In this "Inspiring TED Talks" HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) explores Joan C. Williams recent TED Talk, "Why Corporate Diversity Programs Fail & What to do Instead." See the video here: https://youtu.be/U8UyOE10Y1s. Video Overview: "In the wake of George Floyd's death, companies are finally feeling the pressure to do something about diversity, equity, and inclusion. We've spent over $1 billion on our diversity efforts with remarkably little to show for it. Why? The basic tools of the diversity-industrial complex haven't worked. In this persuasive talk, Joan C. Williams explains a better, data-driven approach to interrupt bias at work. Over the past 25 years, Joan C. Williams has played a central role in reshaping the conversation about work, gender, and class. She is a Distinguished Professor of Law, Hastings Foundation Chair, and Founding Director of the Center for WorkLife Law at the University of California, Hastings Law. She is one of the 10 most cited scholars in her field and is the author or co-author of 11 books including “What Works for Women at Work” and “White Working Class.” She developed “bias interrupters,” an evidence-based metrics-driven approach to eradicating implicit bias." Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Noelia Sanchez is a Branding and Digital Strategist who specializes in working with nonprofit organizations and individual professionals looking to grow their thought leadership. Noelia is focused on helping women and people of color transform the way they market, brand, and communicate their genius. Her colleagues and clients agree, “she is an amazing left and right brain thinker,” the perfect blend of strategy and design. Noelia's insights into nonverbal communication, keen knowledge of digital marketing, and eye for design have helped guide web design and branding projects such as, NSF funded, ARC Network: A STEM Equity Brain Trust (equityinstem.org) and Women's Leadership Edge (womensleadershipedge.org), an online community for advancing women in leadership roles offered through the Center for WorkLife Law at UC Hastings College of the Law. Noelia holds a BA in Linguistics from UC Santa Barbara, is a Body Language Trainer with the Science of People, and a certified Content Marketing Expert with Digital Marketer. When she is not working with thought leaders and change agents, you can find her indulging in her fabric obsession. As a self-taught seamstress, she loves to make her own clothes and teaches the occasional dressmaking workshop in her neighborhood. In the episode we covered: What it means to be a first-gen and entering the workforce. Tips on how first-gen students/professionals can Ace an Interview Learning the difference between Informational Interview vs Interview Branding and what questions you can ask yourself when creating your brand. Salary Negotiations tips ... Connect and Learn more about Noelia and Noteworthylab: Website: https://www.noteworthylab.com/ Instagram https://www.instagram.com/noeliasanchez ... More from Here Comes the Sun Podcast: Subscribe: https://anchor.fm/marisolibarra Instagram: https://www.instagram.com/herecomesthesun_podcast/ Get in touch: https://marisolibarra.com/Contact Support my Work by buying me a coffee: https://www.buymeacoffee.com/Herecomesthesun --- Send in a voice message: https://anchor.fm/marisolibarra/message Support this podcast: https://anchor.fm/marisolibarra/support

Today, we welcome back Professor Joan Williams, founder of the Center for WorkLife Law, to discuss the impacts of the pandemic on working mothers and caregivers and what has happened since our original conversation.

Joan C. Williams is a Distinguished Professor of Law, Hastings Foundation Chair, and Founding Director of the Center for WorkLife Law at the University of California, Hastings Law. Joan has played a central role in reshaping the conversation about work, gender, and class over the past quarter century, and her path-breaking work helped create the field of work-family studies and modern workplace flexibility policies. She’s one of the 10 most cited scholars in her field and has written 11 books, including the influential What Works for Women at Work in 2014 and more recently, White Working Class in 2017. Her awards include the Families and Work Institute’s Work Life Legacy Award (2014), the American Bar Foundation’s Outstanding Scholar Award (2012), and the ABA’s Margaret Brent Women Award for Lawyers of Achievement (2006). Her Harvard Business Review article, “What So Many People Don’t Get About the U.S. Working Class” has been read over 3.7 million times and is now the most read article in HBR’s 90-plus year history.In this episode, Stew and Joan talk about how class, in addition to race and gender, produces dividing lines that result in polarization and alienation. Joan describes and illustrates an evidence-based method for interrupting biases that reinforce systems of oppression in society and at work. They talk about prospects for change in the upcoming Biden-Harris administration, the awful impact of the pandemic on women’s lives and careers, women’s reproductive rights, and more.Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. Check out Bias Interrupters and take the quick survey then develop an idea for action based on your results. Share your ideas, and your reactions to this episode, by writing to Stew friedman@wharton.upenn.edu or via LinkedIn. See acast.com/privacy for privacy and opt-out information.

Episode 26: Workplace Accommodation with guest Juliana Franco - Know your rights!Table of Contents0:42 Welcome. Guest introduction: Juliana Franco1:45 Juliana describes work at Center for Worklife Law3:07 Thank you to our sponsor Happi Tummi4:40 Juliana's workplace and accommodations5:20 Discuss Juliana's magazine article5:50 Wage earning moms and workplace accommodation denial7:35 Workplace accommodation denial stats8:24 Asking for accommodations9:15 Accommodations as flashpoint for discrimination10:00 Cases of workplace lactation descrimination12:15 Workplace as hurdle for lactating moms13:40 Cold mop closet as “pumping room”14:50 Thank you to our sponsor Aeroflow17:00 Advocating for workplace accommodations17:42 Play to request accommodations19:15 For healthcare providers: effective accommodation letters19:42 Effective healthcare provider letters22:02 Requesting accommodations, fearing retaliation25:00 Litigation and workplace accommodation27:08 Free information and support resources are available27:57 How do we make a better future?29:50 Juliana's takeaway thoughts, resources31:19 Thank yous to new Patreon patrons! Happy birthday Molly!Ad Sponsor: Aeroflow. Click the link below to order your breast pump and accessories through your insurance!www.dpbolvw.net/click-9269202-13028985To check out products from our sponsor Happi Tummi click here: happitummi.com/collections/baby-…ref=lKfuip8htzeNAUse Special Code: MilkMinute10 to get 10% off your order!Thanks to Cherie Louise Turner for editing and production, and to Lindsay Brett Carothers for her musical stylings of our intro and outro.For all other music credits, thank you Walter Mazzaccaro from Pixabay (https://bit.ly/3klPCjX). Tracks include: “Solo un fiore,” “Semplici illusioni,” “Balliamo ancora.”Thanks for listening to "The Milk Minute." If you haven't already please like, subscribe, and review our podcast wherever you listen.If you'd like to support our podcast, you can find us on Patreon at patreon.com/milkminutepodcast.To send us feedback, personal stories, or just to chat you can send us an email at milkminutepodcast@gmail.comResourcesPregnantAtWork.org: https://www.pregnantatwork.org/“The Health Care Provider's Role in Securing Work Accommodations for Pregnant and Postpartum Patients,” in Journal of Midwifery & Women's Health, by Juliana Franco, Liz Morris, Jessica Lee, and Joan C. Williams: https://onlinelibrary.wiley.com/doi/abs/10.1111/jmwh.13131?af=RFree legal helpline, Center for Worklife Law: (415) 703-8276, hotline@worklifelaw.orgSupport the show (https://www.patreon.com/milkminutepodcast)

Ariane Hegewisch is Program Director of Employment and Earnings at IWPR and Scholar in Residence at American University; prior to that she spent two years at IWPR as a scholar-in-residence. She came to IWPR from the Center for WorkLife Law at UC Hastings. In this podcast, Ariane talks about: - Gender Wage gap - Diversity - Impact of Covid-19 on women's jobs - Impact of automation on women's jobs - Future of work for women --- Support this podcast: https://anchor.fm/shobhana-viswanathan/support

Democratic Senator Tammy Duckworth joins Christiane Amanpour to discuss the Republicans covid-19 response and what she says is a lack of leadership. She explains that majority leader Mitch McConnell hasn't shown up to a single negotiation on COVID relief. As the coronavirus pandemic continues we see the deadly effects of the climate crisis. Then Kent Nishimura, photojournalist at the Los Angeles Times, talks about coming face to face with California’s wildfires. And from one crisis to another, Jelani Cobb, correspondent for FRONTLINE's "Policing the Police 2020," discusses the fight for racial justice inside America’s police system. He reflects on Newark's police reforms and his updated documentary. Our Michel Martin speaks to Joan C. Williams, Director of the Center for WorkLife Law, about how the pandemic is impacting working mothers.To learn more about how CNN protects listener privacy, visit cnn.com/privacy

In this SWE Diverse episode, SWE senior manager of research, Roberta Rincon, speaks with Dr. Rachel Korn, director of research on organization bias at the Center for WorkLife Law at the University of California Hastings College of Law. Together they discuss the impact that the coronavirus pandemic could potentially have on gender inequality in engineering.

Kindred’s editor, Lisa Reagan, attended the University of California at Hastings’ Center for Worklife Law‘s Breastfeeding Policy Summit at Jones Day Law Firm in San Francisco on August 6, 2019. The summit’s purpose was to educate an invited group of activists from around the country on the insights gleaned from Joan Williams’ quarter century research into advancing women in the workplace, as well as the center’s new reports on discrimination against breastfeeding and pregnant mothers in the workplace. The summit trained activists in choosing politically-conscientious verbiage, becoming aware of values of their legislators and region, and using these insights to help create and pass legislation to promote and protect women’s reproductive rights in the workplace. Joan C. Williams is a Distinguished Law Professor and Founding Director of the Center for WorkLife Law at UC Hastings. Her path-breaking work helped create modern workplace flexibility policies and the field of work-family studies. She has authored over 90 academic articles and 11 books, including White Working Class: Overcoming Class Cluelessness in America and What Works for Women at Work. One of her proudest accomplishments was winning the Betty Crocker Homemaker Award in high school. READ THE TRANSCRIPT: https://www.kindredmedia.org/2020/01/class-conflict-breastfeeding-policy-and-creating-systemic-change%EF%BB%BF-an-interview-with-joan-c-williams/

Joan Williams, professor and the founding director of the Center for WorkLife Law at the University of California’s Hastings College of the Law, says that it's extremely difficult for organizations to rid their workforces of the unconscious biases that can prevent women and minorities from advancing. But it's not so hard for individual managers to interrupt bias within their own teams. She offers specific suggestions for how bosses can shift their approach in four areas: hiring, meetings, assignments, and reviews/promotions. Leaders who employ these practices, she argues, are able to embrace and reap the advantages of diversity, even in the absence of larger organizational directives. Williams is the author of the HBR article "How the Best Bosses Interrupt Bias on Their Teams."

While an unpredictable schedule has always been a part of a restaurant worker’s experience, the advent of scheduling technology and the pressure to keep labor costs low has turned the schedules - and lives - of restaurant and retail workers upside down. We hear stories of waitstaff and big box retail workers from around the country. Joan Williams, Director of the Center for WorkLife Law at UC Hastings, shares research on how predictable schedules not only make life better and healthier for workers, but actually makes businesses more profitable.

While an unpredictable schedule has always been a part of a restaurant worker’s experience, the advent of scheduling technology and the pressure to keep labor costs low has turned the schedules - and lives - of restaurant and retail workers upside down. We hear stories of waitstaff and big box retail workers from around the country. Joan Williams, Director of the Center for WorkLife Law at UC Hastings, shares research on how predictable schedules not only make life better and healthier for workers, but actually makes businesses more profitable. This episode is brought to you by Constant Contact. For a free trial, sign up today at constantcontact.com/lifelab.  Learn more about your ad choices. Visit megaphone.fm/adchoices

This is a rebroadcast of our January 7 show. On the #RADIO show this week we talk about the many reasons to celebrate that historic numbers of women and people of color just took office in the U.S. House and what it could mean to our daily lives; get the inside scoop on when, where, and why to march this January 19th from the co-President of the Women’s March, Tamika Mallory; hear from dream hampton about her new docu-series that is breaking viewer records, Surviving R. Kelly; and find out about a newly released report on the overly high levels of discrimination against #Breastfeeding workers. *Special guests include:  Donna Norton, MomsRising, @MomsRising; Tamika Mallory, co-President, Women’s March, @womensmarch, @TamikaDMallory; dream hampton, award-winning filmmaker, producer, author and MomsRising team member, @dreamhampton; and Jessica Lee, Center for WorkLife Law at the University of California, Hastings College of the Law, @WorkLifeLawCtr.

On the #RADIO show this week we talk about the many reasons to celebrate that historic numbers of women and people of color just took office in the U.S. House and what it could mean to our daily lives; get the inside scoop on when, where, and why to march this January 19th from the co-President of the Women’s March, Tamika Mallory; hear from dream hampton about her new docu-series that is breaking viewer records, Surviving R. Kelly; and find out about a newly released report on the overly high levels of discrimination against #Breastfeeding workers. *Special guests include:  Donna Norton, MomsRising, @MomsRising; Tamika Mallory, co-President, Women’s March, @womensmarch, @TamikaDMallory; dream hampton, award-winning filmmaker, producer, author and MomsRising team member, @dreamhampton; and Jessica Lee, Center for WorkLife Law at the University of California, Hastings College of the Law, @WorkLifeLawCtr.

Joan C. Williams, Distinguished Professor of Law and Founding Director of the Center of WorkLife Law at the University of California, Hastings College of the Law, and author of What Works for Women at Work, joins us to talk about diversity in the technology industry. We discuss gender bias, the idea of office housework, and how organizations can become more diverse.

Penny Wirsing, SWE FY19 President, discusses SWE's India Gender Bias Study with lead researcher Joan C. Williams, Distinguished Professor of Law at the University of California Hastings College of Law and Founding Director of the Center for WorkLife Law.

In this episode I am excited to have Joan Williams on to talk about gender and race, and how they play out in the workplace through her new "Bias at Work" survey. Joan is a Distinguished Professor of Law and Founding Director of the Center for WorkLife Law at the University of California, Hastings. Her path-breaking work helped create the field of work-family studies and modern workplace flexibility policies. She has been studying the legal profession and how to improve it for decades.   Topics Covered She defines implicit bias and examples of the four basic ways they can show up at work: Prove It Again, Tightrope, Maternal Wall, and Tug of War. Why WorkLife Law created the "Bias at Work" survey, and it's goal. How the types of subtle bias that are captured in the "Bias at Work" survey affect lawyers. What law firms and legal organizations can do to stop these subtle biases from affecting their employees.   Learn more about Joan at: Bias Interrupters | Small Steps, Big Change     Questions? Comments? Email Jeena! hello@jeenacho.com. You can also connect with Jeena on Twitter: @Jeena_Cho For more information, visit: jeenacho.com Order The Anxious Lawyer book — Available in hardcover, Kindle and Audible Find Your Ease: Retreat for Lawyers I'm creating a retreat that will provide a perfect gift of relaxation and rejuvenation with an intimate group of lawyers. Interested? Please complete this form: https://jeena3.typeform.com/to/VXfIXq MINDFUL PAUSE: Bite-Sized Practices for Cultivating More Joy and Focus 31-day program. Spend just 6 minutes every day to practice mindfulness and meditation. Decrease stress/anxiety, increase focus and concentration. Interested? http://jeenacho.com/mindful-pause/ Transcript Joan Williams: [00:00:00] Implicit bias is a technical term that I use because most people know it, it implies that the bias that's going around is unconscious and subtle. And I think actually that's quite misleading, I think a lot of it is pretty blatant. And I frankly don't think it's that important, whether the person who's engaged in biased behavior chooses to bring that to their consciousness or not. Intro: [00:00:27] Welcome to The Resilient Lawyer podcast. In this podcast, we have meaningful, in-depth conversations with lawyers, entrepreneurs, and change agents. We offer tools and strategies for creating a more joyful and satisfying life. And now your host, Jeena Cho. Jeena Cho: [00:00:47] Hello my friends, thanks for being with me today. In this episode, I have Joan Williams. She is a Distinguished Professor of Law and Founding Director of the Center for WorkLife Law at the University of California, Hastings. Her path-breaking work helped create the field of work-family studies and modern workplace flexibility policies. She has been studying the legal profession and how to improve it for decades. Joan welcome to the show, I'm so happy to have you. Joan Williams: [00:01:19] I'm delighted to be here, thanks for inviting me. Jeena Cho: [00:01:22] So can you give us a quick 30-second introduction of who you are and what you do? Joan Williams: [00:01:29] I've been a law professor for a very long time, and I've been studying gender for a very long time. I started out studying work-family issues, and now my chief focus is on gender and race in the workplace, and how they play out in subtle ways. Which is why we're excited about our new "Bias at Work" survey that allows people to go in and answer a few questions, and get a quick readout of what kind of bias climate they are reporting at work. Jeena Cho: [00:02:00] And what have you been finding, in terms of bias at work so far? Joan Williams: [00:02:05] Well, the "Bias at Work" survey is part of a larger survey that we've used on that, to assess the bias climate first in engineering, and more recently in the legal profession. I co-wrote a study for the ABA Commission on Women in the Minority Corporate Counsel Association, where we gave the larger survey to a national sample of lawyers, and we're just about to come out with the results. Bottom line is, there's a lot of implicit bias going around. Jeena Cho: [00:02:42] To start off, I think that term implicit bias gets kind of tossed around a lot. What do you mean when you say implicit bias? Joan Williams: [00:02:50] There is really just a lot of gender and racial bias, in addition to bias based on other personal characteristics. Implicit bias is a technical term that I use because most people know it. It implies that the bias that's going around is unconscious and subtle, and I think actually that's quite misleading. I think a lot of it is pretty blatant, and I frankly don't think it's that important whether the person who's engaged in biased behavior chooses to bring that to their consciousness or not. I always say, if you're clueless whose fault is that? Jeena Cho: [00:03:32] What are some examples of how these implicit biases show up at work? Joan Williams: [00:03:38] Well there are four basic types. The first, I call "prove it again." And it's that some people find they need to prove themselves more so than their colleagues. And it's definitely triggered by race, it's triggered by gender, it's triggered by class origin in professions like the legal profession. People who were born in non-elite backgrounds have to prove themselves more than people from elite families. It's also triggered by disability, so that's proved again. The second is quite different, it's called "the tightrope." It stems from research on women that shows that a narrower range of behavior is accepted from women. So women often have to choose between being liked but not respected, or respected but not liked. And when they're assertive they're called aggressive, or worse. Anger is less accepted, self-promotion is less accepted from women than from men. And our research with things like the "Bias at Work" survey shows that a narrower range of behavior is accepted not only by gender, but also by race. So it affects people of color, men as well as women. For example, anger is less likely to be accepted in a professional workplace when it comes from an African-American. Jeena Cho: [00:05:19] Yeah. Joan Williams: [00:05:21] And the third pattern of bias is actually the strongest, it's called "the maternal wall"; its gender bias triggered by motherhood. It affects dads too, if they play an active role in family care. And then the final one is called "the tug of war," and that's when gender or racial bias turns into a conflict within those groups. Jeena Cho: [00:05:46] You know, these issues just seem so big. And so often people aren't aware of it, or you may not be aware that you're treating someone that's a woman or a person of color differently than you do someone who's a white male or looks like you. So how do we begin to become aware of it, and change these behaviors? Joan Williams: [00:06:14] Well actually people are in luck because they can go to our website, which is www.biasinterrupters.org, and we have a full set of open-sourced toolkits for interrupting bias based on a bias in performance evaluations, in hiring, in meetings, and in assignments. And just going to the website and using the tools for individuals will help give you a very abrupt (and we hope efficient) education on how these patterns of bias commonly play out in the legal profession, and how it interrupt it. Jeena Cho: [00:07:01] I love that, I love that there's a toolkit and people can just go there and look at it. I often feel like, especially being a woman of color and in the legal profession, I always felt like there was so much focus on changing me, or changing us and our behavior. I remember going to these workshops on how to handle interruptions, or how to handle when someone else claims your idea as their own. So how much of this work needs to be done by the people that these behavior's impact, so women and people of color, versus white males? Joan Williams: [00:07:49] Yeah. And I think it's important to point out that for some of these patterns, specifically proven again, white men from non-elite backgrounds may be having the same kinds of problems that women and people of color are having. [00:08:06] I mean we've been working on these problems and supposedly deeply caring about diversity in the legal profession for 20 or 30 years, and almost nothing has happened. When I gave my first program on women in the legal profession in 1997, 17% of a law firm's partners were women. Do you know what it is today, for equity partners? Jeena Cho: [00:08:33] Oh I look at the data, yeah. Joan Williams: [00:08:35] It's, oh my gosh. So what we've been doing hasn't been working, and that's chiefly because the chief tools have been diversity initiatives or women's initiatives. And as you point out, that's totally great if the problem is with the women and people of color, but typically that's not the problem. The problem is that these forms of bias have been constantly transmitted through an organization's basic business systems, which is why the other set of toolkits on that Bias Interrupters web page are tools for organizations, tweaks they can make to their hiring or performance evaluations, systems that will in an evidence-based, metrics-driven way, interrupt this constant transmission of bias through basic business systems and workplace interactions. Jeena Cho: [00:09:33] So for the listeners that are out there that are like, yeah maybe I have some biases and I want to figure out a way to interrupt it, can you give one or two concrete examples or suggestions on how they can change their behavior? Joan Williams: [00:09:54] I actually wrote a whole book on that with my daughter Rachel Dempsey, it's called "What Works for Women at Work." And what I did for that book is just went around to the savviest women I could find, recited the common patterns of gender bias, and said any of that sound familiar? 96% said yes. And what's worked for you? Then that's what works for women at work. And I'll give you some examples. You mentioned the stolen idea, when you mention an idea and someone else gets credit for it. Well the next time that happens, you can do several different things. One is you can just say really mildly or with humor, "So glad you liked that idea, here's the next step." Or you can work behind the scenes if, that happens persistently, and set up a little posse of people who either echo each other's ideas, making it clear who the idea came from. Or when someone steals an idea, they can say, "I'm so glad you like Jenna's idea. I think you've added something important Jim, here's the next step." So what we have and what we gathered in what works for women at work were a lot of low-risk strategies for interrupting bias (on your own or on behalf of others) without spending too much political capital. Jeena Cho: [00:11:32] Yeah, I love that suggestion. What can law firms or legal organizations do to stop these subtle or implicit biases from affecting their employees? Joan Williams: [00:11:44] Well lucky them, because within the month or very early next month will be released a new report that we did for the ABA Commission on Women and Minority Corporate Counsel Association. It's called "You Can't Stop What You Can't See," and it has not only the results of our national survey on racial and gender bias in the legal profession, but also a full set of open source toolkits specifically designed for law firm lawyers and in-house counsel. So they're going to have to toolkits very specifically designed for those environments that will allow them to find out if they have bias through the workplace experiences survey, and then interrupt the biases if they do. I'll give you an example on the issue of assignments, because that's been less talked about. In "What Works for Women at Work," my daughter Rachel Dempsey coined the term "the office housework," and that women do a lot more of the office housework than men. The undervalued work, the literal housework like planning parties, and administrative work like finding a time or place to meet. So one of the toolkits that we have is a toolkit that provides a protocol for an individual manager or department or a whole organization, to find out if there is a fair allocation of the glamour work on one hand, and the office housework on the other. And then to establish a very specific protocol for remedying both problems. If you have nothing but women doing the office housework, there's a protocol for spreading that around more evenly. And if you have nothing but a small group of white men getting the glamour work, there's a step-by-step protocol for remedying that problem. Jeena Cho: [00:13:56] Yeah, I love that. And I think that's something that happens all the time in offices. I remember being given instructions like, don't sit next to the food because you don't want to be responsible for serving the food, and all of these rules that you to keep in your head for just trying to navigate the law firm environment, so you don't end up as the office housewife. Joan Williams: [00:14:19] Yeah, and the bottom line is that takes up brain space, and it has the potential of undercutting women's credibility. Asian American women are under more pressure than any other group of women to behave in feminine ways, and face often more pushback if they don't. And the bottom line is that that shouldn't be your job, to constantly be heading off bias at the pass. That is really the organization's job, to put in systems that seamlessly interrupt those common patterns of bias. Jeena Cho: [00:14:58] Sometimes when I have these conversations I get pushback, and the pushback is why should we treat the women or the people of color special? Why do they get their own retreat, for example, at a law firm? Why do they get their own woman lawyer meetings or groups? And that's somehow biased against the white males. I'm curious what your response is to that? Joan Williams: [00:15:29] We are already treating the women and people of color differently. The nationwide study of engineers found that if you ask American engineers if they feel like they have to prove themselves more than their colleagues, it's true that 1/3 of white men say yes, but 2/3's of women and 2/3's of people of color say yes. So those women's and diversity initiatives are designed, at best, to help women and people of color navigate problems that they face, in that case twice as often as white men. Jeena Cho: [00:16:15] The other place where I often notice is very glaringly, because I spend so much time traveling around the country and speaking, is so many legal conferences. I can probably randomly pick any legal conference (unless it's being put on by a woman's organization or an Asian Bar Association or the Minority Bar Association) and there is not a whole lot of diversity in the pool of the speakers. And often when I point this out to the organizers and say, "Hey you have 80 speakers and you literally had six women and one person of color, me. That's a problem." They will come back and say something like, well we care about diversity but we're not going to sacrifice quality to have diversity, and we just picked the most qualified speaker. What's your response to that? Joan Williams: [00:17:16] You know, it kind of depends on the field. Some fields are very small and they have a certain demography. If that's true, then you should be thinking about what fields are represented at your conference. But most fields in the law are large and diverse, and probably what's happening is.. I remember going into the Dean when I was at Harvard Law School and asking why there was one woman on the faculty as a tenured woman. And he batted his eyelashes at me, bless his heart, and said there's none qualified. And I said, in the whole country? And he said no. So that is a failure of imagination and it's a failure of social networks. Because how do people put together conferences? They're putting them together under time pressure, they go through their networks, and the single strongest determinant of who is in your network is who's similar to you. So they need to either diversify their network, that would be a good idea, or make sure that the planning committee represents diversified networks by adding other people to the planning committee whose networks will help them tap the full pool of talent. Jeena Cho: [00:18:52] Yeah, and also the other thing I often notice is the planning committee will be let's say 10 people, 9 of them will be white males and they'll have one woman or one person of color, and they'll literally tell me, "Well she was responsible for finding us diverse speakers, and she didn't." And I always feel like no, it can't be up to one person within an organization or within a conference planning committee to fix your diversity problem. And I think so often that happens, like in law firms we have people that are Director of Diversity and Inclusion, and that person gets scapegoated if you fail on the diversity and inclusion front. Joan Williams: [00:19:34] That's not called caring about diversity, that's called not caring about diversity. One of the problems and reasons there's been so little progress is that again, the organizational response to the failure to retain and advance women and people of color often has been to hire somebody as a Diversity and Inclusion manager, and give them a budget for programming. Well the reason that women and people of color are falling out of the pipeline is because they have to prove themselves more than the white guys from elite backgrounds, a narrower range of behavior is accepted from the women and people of color, they're under a lot of pressure to play back office roles, they're not given equal access to the glamour work. For women, motherhood is often used as an excuse to sideline women, and the ideal worker still is designed around a man married to a homemaker. Those are not problems that you can solve by hiring a D&I manager and giving her a budget. That response is again showing that you don't care as an organization. Jeena Cho: [00:20:59] Hmm. You just made this point a little while ago, but we do tend to hang out and associate with people that are like us; I think that's sort of a human nature. So if you look around your network and your circle of friends and colleagues and you notice, they all look like me, they went to the same law school. If you're a white male, it's like oh yeah so many people that I work with are white males and they all went to the same law school that I went to. Thoughts or suggestions on how to expand your network? Even just opening your mind to different ideas. I think it's sometimes harder and uncomfortable to try to reach out and make connections. You know, how to be with that discomfort and start to make those positive changes in your life? Joan Williams: [00:21:58] I think it's particularly hard for women, I think it's particularly hard for Asian Americans. It's hard for women because the default model of friendship differs by gender. For women, the default model of friendship is to be a good friend you're very open, you have a deep emotional connection, you share troubles. The default model of friendships among the bros is that you have a broad network of relatively shallow ties, and the fact that you're going to help each other's careers is kind of a given. Whereas, if a woman tries to, for example, get business from a friend, it may be seen as, "Oh my gosh I thought we were talking about emotional issues and having an emotional connection." And that context, particularly for women in law firms who really have to take steps towards rainmaking, that is where the action is in almost all law firms. You need to establish what's called an entrepreneurial network. You need to understand that another genuine way of interacting with people, male as well as female, is to engage in what the guys do. Which is kind of a ritual exchange of favors, like I'll do you this professional good turn and you'll do me this professional good turn. That's not a bad model of friendship, it's just a different default model of friendship. So that's one of the things that women really have to understand. For Asian Americans, this can be particularly challenging because so many, at least from immigrant families, have been taught that the path to success is to keep your head down and just do awesome work. Jeena Cho: [00:23:58] Mmm hmm. Joan Williams: [00:23:59] And of course doing awesome work is a precondition, but it's not the whole schmiel. Because if you just keep your head down and do awesome work, the risk is that people are going to be very happy for you to work for clients so they can go out, get more clients, get the origination credit, and hand the work over to you, who now will have to even work harder because you're not getting any origination credit. I remember that my institute, the Center for WorkLife Law, was doing an analysis of performance evaluations of a large and major law firm. And again and again and again and again, it was so blatant; the Asian Americans were being slated into back-office roles. And believe me, you may be doing important work, but if you're not doing the work that's valued at your organization, you're not going to be promoted and compensated in the top bronze. Jeena Cho: [00:25:12] Joan, thank you so much for joining me today and for sharing your time and your wisdom with us. Thank you so much. Joan Williams: [00:25:20] Thanks for the invitation, Jeena. Closing: [00:25:27] Thanks for joining us on The Resilient Lawyer podcast. If you've enjoyed the show, please tell a friend. It's really the best way to grow the show. To leave us a review on iTunes, search for The Resilient Lawyer and give us your honest feedback. It goes a long way to help with our visibility when you do that, so we really appreciate it. As always, we'd love to hear from you. E-mail us at smile@theanxiouslawyer.com. Thanks and look forward to seeing you next week.

This week we interview Joan C. Williams. Joan is a rock star in her field, who focuses her work on issues faced by women in the workplace. She currently serves as the Founding Director at the Center for WorkLife Law and is a Distinguished Professor of Law at the University of California, Hastings School Law. Joan contributes to many publications, including the Harvard Business Review blog, the Huffington Post, and the Psychology Today blog.Joan has written numerous books, but her most recent is White Working Class: Overcoming Class Cluelessness in America.To find out more about Joan, head to her site at: https://joancwilliams.com.We discuss:What does it mean to be working class?Why do we have to focus on white working class, why not all races?Why does the white working class resent the "elites" but admire the truly rich?Why don't people just move to where good jobs are located?When you think white working class, do you think hicks? White trash? Stupid? You won't after this interview.Have you ever said, "I'm not religious, I'm spiritual," or gotten a job through a friend? You may be part of the "elite" class.

Jacob Weisberg talks to Joan C. Williams, Founding Director of the Center for WorkLife Law at UC Hastings, about liberal condescension towards the white working class and what the coastal elites get wrong about some Trump supporters. Plus, John Bolton preps with Vladimir Putin for the Helsinki summit. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jacob Weisberg talks to Joan C. Williams, Founding Director of the Center for WorkLife Law at UC Hastings, about liberal condescension towards the white working class and what the coastal elites get wrong about some Trump supporters. Plus, John Bolton preps with Vladimir Putin for the Helsinki summit. Learn more about your ad choices. Visit megaphone.fm/adchoices

Described as having "something approaching rock star status” by The New York Times, our guest Joan C. Williams is a Distinguished Professor of Law at UC Hastings College of Law.  She is a prominent member of the feminist community who has had her works published in the Harvard Business Review, the Huffington Post, Washington Post and the New York Times. She has authored or co-authored six books and we discuss her latest book White Working Class.  Joan Williams has been awarded the Families and Work Institute Work Life Legacy Award (2014), Hastings Visionary Award (2013), American Bar Foundation's Outstanding Scholar Award (2012), the Elizabeth Hurlock Beckman Award (2012), the ABA's Margaret Brent Award for Women Lawyers of Achievement (2006), the Distinguished Publication Award of the Association for Women in Psychology (2003), and the Gustavus Myers Outstanding Book Award for Unbending Gender: Why Family and Work Conflict and What to Do About It (Oxford University Press, 2000). She founded the Center for Worklife Law as a way to help women find success in their jobs and joins us on the podcast today as she prepares for her upcoming book. Work Life Law: http://worklifelaw.org/                    Hotline: 415-703-8276 Other Resources: pregnantatwork.com; biasinteruptor.org   Background Silver Spoon Went to Yale, Harvard and MIT No early role models as a child; Admire Van Jones today Teaching employment Law at UC Hastings Law Work Life Law Founded in the 90's Wanted to make world as good for women as it is for men Family discrimination Howe Work Life Law Helps the Community Hotline to call attorney network com resource for expecting mothers/ students Pregnant Women Discrimination Examples: Getting fired, denying accommodations, scrutinizing new mothers Family responsibilities and schedules Schedule Stability Differing schedules and impact on family Students work vs. class schedules Workers with multiple just in time schedules Working with retailers to stabilize schedules Authoring Books What Works for Women at Work: Patterns For Women in the Workplace Allow women to know what I didn't growing up Gender bias not diminishing; talking to successful women on how much bias they face Fixing Gender Bias Proving competence for women/ reversing the trend Strategies to prove competence Masculinity vs Femininity Tight rope for women Strong men are leaders; strong women are not team players Gender Judo: Doing something masculine in a feminine way Women Who Supported Trump Economic anxiety among men and women Most middle class high wage jobs held by men Women depend on husbands blue collar jobs Working Class Hillary Clinton was class clueless Black and White Working Class have similar values/ politics Republicans provide answers for job questions Women Standing Together Maternal Wall/ Tug of War Conflict among women Strategic Distancing- symptom of gender bias Fixing the Class Divide College educated need to stop stereotyping Elites focus more on economic prospects for non-college Americans Understand different cultural norms/ values, not insulting them Wrap up

The headlines have been dominated by accounts of sexual harrasment and sexual assault by polticians, hollywood celebrities, and media moguls. While these accusations and cases grab attention, we know that inappropriate and intimidating behavior goes on in everyday life and in the everyday work place. How to recognize it and deal with it is discussed as Jane McMillan is joined by Joan Williams, Distinguished Professor of Law and the Founding Director of the Center for WorkLife Law at UC Hastings College of the Law.

Joan Williams is a Distinguished Law Professor at the University of California Hastings and Founding Director of the Center for WorkLife Law, which promotes gender and racial equality in the workplace. She’s written extensively on gender and work, including What Works For Women At Work, Reshaping The Work-Family Debate and Unbending Gender: Why Family And Work Conflict and What To Do About It. She and others at Hastings have a new initiative to help reduce bias against women and minorities at work, called Bias Interrupters. In this episode Stew and Joan discuss Joan’s new book, White Working Class: Overcoming Class Cluelessness in America. It is based on a blockbuster article in the Harvard Business Review published days after the presidential election titled What So Many People Don’t’ Get About the U.S. Working Class. They focus on the matter of dignity, an essential aspect of one’s identity that affects all aspects of one’s life. Joan believes the American elite neither understands nor appreciates the working class’s struggle for a prosperous middle class life; a dream that is getting harder and harder to realize. Trump understands the need for good paying jobs for the working class and Joan believes that is why he is now POTUS instead of Hillary. Stew and Joan explore ways the elite and working class can achieve harmony instead of conflict and policy solutions that can help the working class economically. In the second half of the podcast, Stew takes calls from listeners of the radio show who share their perspective about working class dignity. See acast.com/privacy for privacy and opt-out information.

Joan C. Williams, director of the Center for WorkLife Law at the University of California Hastings College of the Law in San Francisco, discusses serious misconceptions that the U.S. managerial and professional elite in the United States have about the so-called working class. Many people conflate "working class" with "poor"--but the working class is, in fact, the elusive, purportedly disappearing middle class. Williams argues that economic mobility has declined, and explains why suggestions like “they should move to where the jobs are” or "they should just go to college" are insufficient. She has some ideas for policy makers to create more and meaningful jobs for this demographic, an influential voting bloc. Williams is the author of the new book, “White Working Class: Overcoming Class Cluelessness in America.”

FY17 President of the Society of Women Engineers Jessica Rannow discusses SWE's Climate Control study with lead researcher Joan C. Williams, Distinguished Professor of law at the University of California Hastings College of Law and Founding Director of the Center for WorkLife Law. The results of the study suggest the engineering workplace climate is tougher for women and people of color than it is for white men.

Joan C. Williams, distinguished professor and director of the Center for WorkLife Law at UC Hastings, discusses the white working class voters who helped elect Republican Donald Trump as U.S. President, and why Democrat Hillary Clinton did not connect with them.

Can you plan to prevent workplace bias before it starts? In some cases yes, says Joan Williams, the founding director of the Center for WorkLife Law at University of California Hastings. The ABA Journal's Stephanie Francis Ward discusses with Williams tips on how to create what she calls “bias interrupters” to head off potential discrimination.

Can you plan to prevent workplace bias before it starts? In some cases yes, says Joan Williams, the founding director of the Center for WorkLife Law at University of California Hastings. The ABA Journal's Stephanie Francis Ward discusses with Williams tips on how to create what she calls “bias interrupters” to head off potential discrimination.

Hastings professor Joan C. Williams has been called a “rock star” in the field of gender studies. For more than a quarter of a century, her work in the areas of pregnancy discrimination and work-family accommodation have helped define the issue of gender equality under the law. At Hastings, in 1997, she founded—and still runs—the Center for WorkLife Law, and she’s written many academic articles and books on the topic, including her recent much-lauded title What Works for Women at Work. (Williams cowrote the book with her daughter, Rachel Dempsey.) In August, Hastings colleague Veena Dubal spoke with Williams about her career and about what she thinks American businesses must do to achieve more gender equality. Series: "Legally Speaking" [Public Affairs] [Show ID: 30115]

Hastings professor Joan C. Williams has been called a “rock star” in the field of gender studies. For more than a quarter of a century, her work in the areas of pregnancy discrimination and work-family accommodation have helped define the issue of gender equality under the law. At Hastings, in 1997, she founded—and still runs—the Center for WorkLife Law, and she’s written many academic articles and books on the topic, including her recent much-lauded title What Works for Women at Work. (Williams cowrote the book with her daughter, Rachel Dempsey.) In August, Hastings colleague Veena Dubal spoke with Williams about her career and about what she thinks American businesses must do to achieve more gender equality. Series: "Legally Speaking" [Public Affairs] [Show ID: 30115]

  The tech industry now admits it has a woman problem. On this week's episode, fresh ideas for how to address that issue across the tech sector – and other male-dominated industries, too. Liza Mundy, Director of New America's Breadwinning and Caregiving Program, sits in for Anne-Marie Slaughter and speaks with Joan C. Williams, Director of the Center for WorkLife Law at University of California Hastings, about her cutting-edge research.