The Society’s Equity in Action blog series explores ways to make your legal workplace more equitable. In addition to featuring educational equity-related blog posts, we present real-life scenarios that ask the question “what would you do?” and provide practical suggestions to improve equity in your workplace.
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).
Do you ask your clients how they would like to be treated?
OurEquity 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:
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.