Equity in Action: Defining Disability and the New Disability Equity Committee

Six blue equity symbols

OurEquity in Action blog series has presented scenarios related to our Six Steps to Make Your Legal Workplace more Equitable to guide you in making your legal workplace more equitable. 

Our sixth step specifically focuses on identifying opportunities to make our offices more accessible. Before diving into related scenarios, we’re discussing the definition of disability, types of disabilities, what it means to be accessible, and highlighting the Society’s new Disability Equity Committee (DEC). 

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Equity in Action: Treating Your Clients and Colleagues the Way They Want to be Treated

Do you ask your clients how they would like to be treated?

Our Equity in Action blog series is moving on to the fifth step in our Six Steps to Make Your Legal Workplace more Equitable – asking your clients and colleagues how they would like to be treated. The best way to assess your client or colleague’s needs is to ask directly, rather than making assumptions based on stereotypes.

Let’s review a scenario that you or your colleagues may find yourselves in:

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Equity in Action: Valuing Diverse Experiences in Hiring

Young Man Sitting At Interview In Office

Does your workplace value diverse experiences in hiring?

Our Equity in Action blog series is moving on to step four from our Six Steps to Make Your Legal Workplace more Equitable – valuing diverse experiences in hiring. Some of the most valued experiences in hiring are inaccessible to people, often for financial reasons.

Let’s review two scenarios that you or your colleagues may find yourselves in:

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Equity in Action: Expanding Definitions of CPD, Networking, and Mentorship

concentrated male coworkers working with papers and laptop in office

Are you ready to expand your definitions of CPD, networking, and mentorship in your workplace?

Our Equity in Action blog series is moving on to step three from our Six Steps to Make Your Legal Workplace more Equitable – expanding your definitions of CPD, networking, and mentorship.

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.

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Equity in Action: Reviewing Your Social Activities

business people interacting at a table at a seminar

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.  

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Equity in Action: Amending Your Dress Code

Businesswoman standing holding digital tablet.

Do dress codes do more harm than good?

To begin our Equity 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:

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