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{PODCAST} In-Ear Insights: Bias, Discrimination, and Influencers
In this episode of In-Ear Insights, Katie and Chris tackle a key, undiscussed problem with influencer marketing. In three states in the United States (California, Washington, and Pennsylvania), companies are prohibited from discriminating against contractors with the same level of protections as employees. When companies choose influencers, how rigorously are they screening against bias and discriminatory practices? Listen to the full episode to learn some different perspectives on influencer selection.
Disclaimer: Neither Katie or Chris are lawyers and this podcast episode is not legal advice. Contact a qualified attorney for legal advice before making any decisions that may expose your company to risk.
Listen to the audio here:
http://traffic.libsyn.com/inearinsights/tipodcast-biasandinfluencers.mp3
Download the MP3 audio here.
Machine-Generated Transcript
What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode.
Christopher Penn
In today’s episode of In-Ear Insights, what you’re talking about bias and independent contractors now, to set the stage, one of the things that we do a lot in marketing is choose influencers, we go out and find an influencer, who is relevant to our product or services, and we want to try and engage them to get us to help build our brand. And we were discussing recently in one of our team meetings, and then in our slack group analytics for marketers.
Do we need to be thinking about in our in the software we build for it for identifying influencers? Do we need to be thinking about bias, do anything about gender bias, race, spies, etc, things like that? Because there is the very real possibility that will end up with a whole bunch of people who are so this homogenous cluster, we did some research and found that within the United States, at least three of the 50 states require companies to apply the same laws for non discrimination for contractors, as they do for employees, the other 47 states and at the federal level, do not. So Katie, from your perspective, as a business owner, who has to be compliant with the law, what are the best practices for influences? They don’t work for you? They are independen
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By Trust Insights
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In this episode of In-Ear Insights, Katie and Chris tackle a key, undiscussed problem with influencer marketing. In three states in the United States (California, Washington, and Pennsylvania), companies are prohibited from discriminating against contractors with the same level of protections as employees. When companies choose influencers, how rigorously are they screening against bias and discriminatory practices? Listen to the full episode to learn some different perspectives on influencer selection.
Disclaimer: Neither Katie or Chris are lawyers and this podcast episode is not legal advice. Contact a qualified attorney for legal advice before making any decisions that may expose your company to risk.
Listen to the audio here:
http://traffic.libsyn.com/inearinsights/tipodcast-biasandinfluencers.mp3
Download the MP3 audio here.
Machine-Generated Transcript
What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode.
Christopher Penn
In today’s episode of In-Ear Insights, what you’re talking about bias and independent contractors now, to set the stage, one of the things that we do a lot in marketing is choose influencers, we go out and find an influencer, who is relevant to our product or services, and we want to try and engage them to get us to help build our brand. And we were discussing recently in one of our team meetings, and then in our slack group analytics for marketers.
Do we need to be thinking about in our in the software we build for it for identifying influencers? Do we need to be thinking about bias, do anything about gender bias, race, spies, etc, things like that? Because there is the very real possibility that will end up with a whole bunch of people who are so this homogenous cluster, we did some research and found that within the United States, at least three of the 50 states require companies to apply the same laws for non discrimination for contractors, as they do for employees, the other 47 states and at the federal level, do not. So Katie, from your perspective, as a business owner, who has to be compliant with the law, what are the best practices for influences? They don’t work for you? They are independen
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