Diversity in the Age of Big Data

SCOTT PECHAITIS

Scott Pechaitis is a Principal in the Denver, Colorado office of Jackson Lewis P.C., working closely with the firm’s in house statisticians, programmers and data analysts to investigate and defend employers in class/collective actions and EEO systemic discrimination cases.

Scott is also a member of the firm’s specialty Pay Equity Resource Group. He spends much of his time overseeing proactive pay equity analyses and assisting employers in identifying and addressing “pay gaps.“ Scott works closely with legal, HR and compensation personnel, as well as Jackson Lewis statisticians, to design meaningful analyses under the attorney-client privilege. Through a combination of data expertise and eleven years of experience providing legal counsel on labor and employment issues strictly to employers, Scott helps companies find and eliminate “hidden” issues in their pay systems.

In addition, Scott is a member of Jackson Lewis’ Affirmative Action Compliance and OFCCP Defense practice group, preparing affirmative action plans and assisting employers in year-over-year evaluations of their personnel processes.

Scott graduated cum laude from the University at Buffalo Law School, SUNY in 2005. He has represented exclusively employers in labor & employment matters ever since.

Credits CalBar - MCLE:1.25, HRCI - HR (General):1.25, SHRM - PDC:1.25

Tag(s) Employment Law, CAHR17, California-specific Credit

Description

Being an employer in the digital age means generating lots of data on employees. Many employers are using cutting edge analytics to make use of this "Big Data" to optimize operations, reduce attrition or increase the employee experience. At the same time, issues like equal pay and company transparency about race and gender issues are permeating headlines. As a result, more and more employers are turning to data from employees to advance Diversity & Inclusion initiatives. If not done correctly, however, using Big Data to fuel Diversity & Inclusion efforts can lead to big problems, including sparking claims of discrimination from employees, inviting unwelcome press and/or waivers of the valuable attorney-client privilege over internal analyses and evaluations. This session will discuss the dangers of using employee data to advance diversity initiatives and provide best practices to help employers do diversity analytics the right way.

SCOTT PECHAITIS

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