debbie's blog

Jun 06, 2017

"Uber Fires 20 Amid Investigation Into Workplace Culture:" New York Times Looks to Attorney Weinstein for Explanation


The New York Times interviews Weinstein on workplace issues.  Read the  June 6, 2017 New York Times article here.

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Nov 23, 2015

Pa.'s 'Porngate' Scandal--The Latest and What It Says About Offensive Emails at Work: Weinstein Discusses on WHYY Radio Times


Deborah Weinstein interviewed on WHYY's Radio Times with Marty Moss-Coane.  Listen to the full radio broadcast here (Ms. Weinstein's interview begins at 14:00).

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Jun 30, 2016

Deborah Weinstein Honored with The Legal Intelligencer's 2016 Lifetime Achievement Award


In June 2016 The Legal Intelligencer honored attorney Weinstein with its Lifetime Achievement Award. The award honors 25 of Pennsylvania's most influential lawyers and jurists who have helped to shape the law in Pennsylvania and have had a distinct impact on the legal profession.

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Sep 22, 2014

What Employers Learn from Wal-Mart's Dress Code Controversy: Weinstein Discusses Issue on Knowledge@Wharton Podcast Interview


Attorney Deborah Weinstein, a lecturer in the Wharton Business School's Department of Legal Studies and Business Ethics, discusses the timely issue of Dress Codes in the workplace in a podcast interview in September 2014 with Dan Loney on Knowledge@Wharton, at Sirius XM Business Radio.

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Apr 25, 2014

"Is the Workplace the Right Place to Discuss Race? ": Deborah Weinstein and James Pabarue Discuss Issue at PBI CLE


 At the Pennsylvania Bar Institute's Annual Continuing Legal Education Employment Law Institute on April 24 attorney Weinstein and attorney James Pabarue presented a program exploring the topic "Is the Workplace the Right Place to Discuss Race?"

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Aug 06, 2013

Sensitivity Training Becomes Front Page News in Wake of Riley Cooper Scandal: Media Turns to Deborah Weinstein for Explanation


I was surprised and delighted when the national news media beat a hasty path to my electronic door last week in the wake of the Philadelphia Eagles’ announcement that they were ordering wide receiver Riley Cooper to undergo individualized sensitivity training after he was caught on video using a highly offensive racial slur.  Reporters were wondering what is sensitivity training, and what can be accomplished in one-to-one training sessions.

Jeff Blumenthal, reporter for the Philadelphia Business Journal, asked whether sending Cooper to sensitivity training means his days with the team are numbered.  I told Jeff:

We see presidents or vice presidents of companies sent to sensitivity training . . . people so valuable that [the companies] don’t want to terminate their employment despite what they said or did . . . This means they [the Eagles] are willing to invest in him.  If they didn’t value him, he would have been out the door immediately.

Read more: Riley Cooper Scandal Highlights Use of Corporate Sensitivity Training, Philadelphia Business Journal, August 2, 2013.

When reporters from USA Today asked what can be accomplished in the one-to-one sensitivity and anti-harassment training sessions that I conduct, I began by explaining what sensitivity training is not—it’s not therapy and it is not designed to change deep-seated biases or stereotypes:

A short-term stint in sensitivity training isn’t intended to change a person’s core beliefs but rather to promote respectful behavior within a work environment . . . The important thing, when we are reacting to something that has already happened, is to drive home to the individual that they need to take this very, very seriously . . . There are no second chances after this.  We want to intervene and make a difference so that the employer has a sense of confidence that this sort of thing won’t happen again.

Read more:  Riley Cooper Still Earning Eagles' Teammates Trust After Slur, USA Today, August 3, 2013.

The Weinstein Firm has been conducting sensitivity and anti-harassment training for nearly a decade.  Our focus is on developing and improving work-related interactions and communications so that trainees learn to show greater sensitivity to and respect for others.  Our approach is to train people to avoid needlessly offending anyone, especially because of their age, sex, race, national origin, religion, sexual orientation, disability or other legally protected characteristic.  Trainees are encouraged to be mindful of this dimension of communication and to take seriously their responsibilities in complying with their company’s anti-harassment policy.

I have developed a curriculum for sensitivity and anti-harassment training—called SMARTMOVES®—which my firm provides for employers: usually on-site at workplaces for group training, or in our offices for one-to-one individualized training for employees who are alleged to have harassed or otherwise offended coworkers or subordinates at work.

When it comes to one-to-one sensitivity training, experience counts. Working with experts in organizational development and drawing on my training as a mental health professional combined with 15 years of teaching at The Wharton School, I developed SMARTMOVES integrating legal compliance, effective leadership and personal development that focuses on the individual involved—and allows the organization to demonstrate that it takes its anti-harassment responsibilities seriously.

In fact, other attorneys often bring us in on these kinds of matters, and our program is designed with the realization that its curriculum and presentation may indeed be scrutinized in the course of litigation.

Getting back to the Riley Cooper matter, I discussed with CBS Philly/Channel 3 reporter Todd Quinones how individualized sensitivity training might play out in a case like this:

After an episode like this, it’s a real jolt to someone . . .  People really don’t understand.  They’ve never thought about what it feels like to be on the other side.  Often times they don’t think about the other person and how they feel.

Read more and see the video: Riley Cooper To Receive Sensitivity Training, CBS Philly/Channel 3, August 1, 2013.

For more information about our sensitivity and anti-harassment training and SMARTMOVES, please take a look at our website or contact me at (215) 636-0616.

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).
Nov 07, 2011

Be Wise, Be Fair, Be Sure, Be There: New Book Argues Successful Organizations and Making a Better World are Joined at the Hip


In their new book, Good Company: Business Success in a Worthiness Era, economist Lauri Bassi with her co-authors Ed Frauenheim, Larry Costello and Dan McMurrer, rates companies on what they call a Good Company Index.  According to the authors, to be successful, companies have to be places that create value for customers, owners and other stakeholders. Only those organizations are capable of a long-term commitment to their employees and providing job security and opportunities for development and advancement.  Make this commitment and they say you can create “a virtuous cycle.”  Read all about it at

For more information, contact Deborah Weinstein, Esquire, The Weinstein Firm, (215-636-0616).

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