Traditional definitions of continuing professional development, networking, and mentorship often fail to value opportunities for employees to become more culturally competent, build a presence in diverse communities, or find mentors that are the best possible fit.
Have you reviewed your workplace social activities with an equity lens?
In this latest blog in our Equity in Action, we’ll discuss step two from our Six Steps to Make Your Legal Workplace More Equitable – reviewing your social activities. Many workplace social activities cannot be enjoyed by employees for various reasons including their race, gender, religious beliefs, family situation, and income.
To begin ourEquity in Action blog series, we’ll discuss step one from our Six Steps to Make Your Legal Workplace more Equitable – amending your dress code. Many dress codes aren’t inclusive of hairstyles, clothing, or makeup styles of different cultures or gender identities.
Let’s review two scenarios that you or your colleagues may find yourselves in:
Robyn Schleihauf, NSBS Staff Lawyer, Early Resolution
the public interest regulator of the legal profession, we receive concerns
about lawyers’ conduct. With the rise of social media, we have increasingly
received calls with concerns about what lawyers post online, whether it be on
Facebook, Twitter, Instagram or dating sites.