Diversity & Inclusion

SLD Diversity Plan

ABA Goal III

ABA Senior Lawyers Division Diversity Plan

(Approved by Council on August 9, 2014)

The Senior Lawyers Division (“Division”) strongly supports the policies of the American Bar Association to improve diversity in the profession and in the ranks of the members and leaders of all ABA entities. Diversity includes racial, ethnic, gender, disability, and LGBT diversity. One of the Division’s goals is increasing the participation of lawyers and law students of diversity in the membership, on the Committees, and in the leadership of the Division.

The Division recognizes that the goal of diversity can only be achieved with the unequivocal support and participation of the Division’s leadership and individual commitment of each active Division member. Division leadership and active members must be given guidance, encouragement and training to:

  • Actively recruit diverse lawyers and law students;
  • Foster an atmosphere of inclusion to assist in retaining diverse lawyers and law students;
  • Seek the participation of diverse lawyers and law students; and
  • Provide diverse lawyers and law students with opportunities and training to take on leadership roles within the Division.

Accordingly, the Division has adopted this Diversity Plan. This Plan is a road map to assist and to encourage the members and leaders of the Division to regularly measure progress toward meeting the goal of ensuring full and equal participation for diverse lawyers and law students.

The Division undertakes the following action items regarding all aspects of diversity encompassed within ABA Goal III.

LEADERSHIP COMMITMENT

WHO

WHEN

Evaluate and update the Division Diversity Plan.

Report recommended changes to the Plan and seek approval from the Council at Division Annual Meetings.

Diversity Committee, for approval by Council.

As needed.

Maintain a Diversity Committee as a Standing Committee of the Division.  Appoint a Diversity Committee Chair and Committee members to assess the Division’s progress in implementing the Diversity Plan. 

 

Chair-Elect.

During annual appointment process.

Strive to include diversity when selecting members of the Nominating Committee.

 

Chair-Elect.

During annual appointment process.

Strive to recruit diverse members and include diverse members for Council and Officer positions. 

 

Chair-Elect; Nominating Committee.

During annual nominations

process.

Review Goal III Report and assist staff to write narratives where needed. 

Staff compiles;

Diversity Committee reviews.

Annually, at Goal

III Report deadline.

Evaluate the appointments process annually, including comparison analysis by year and in three-year rolling cycles, to ensure that diversity goals are met in leadership appointments.

 

Diversity Committee; Staff.

Report to Council annually as part of and following Goal III review.

Regularly monitor ongoing diversity initiatives throughout the ABA.  Report to Diversity Committee.

Staff.

Ongoing, with formal reporting in odd number years.

Division Chair to stress importance of the Diversity Plan to each Committee Chair, including the importance of implementing the Plan.

 

Chair; Committee Chairs; Staff.

Annually.

 

Appoint liaisons to the Commission on Racial and Ethnic Diversity, the Commission on Women in the Profession, the Commission on Disability Rights, and the Commission on Sexual Orientation and Gender Identity.

Chair and Chair-Elect; Staff.

Ongoing.

 

ACCOUNTABILITY

WHO

WHEN

Committee Chairs shall consider diversity in planning their Committee activities. Committees’ plans should include their diversity efforts, including steps and impediments toward advancement of Division diversity goals. 

 

Committee Chairs.

Ongoing.

Committee Chairs to report periodically on their progress in meeting diversity goals.

 

Committee Chairs.

Reports annually to Council.

Assist Committee Chairs in the Division’s diversity efforts by recommending diverse members interested in joining substantive committees.

Diversity Committee; Staff.

After each periodic report.

Prepare calendar reflecting dates and tasks due under the Diversity Plan. 

 

Staff.

Continuing.

Encourage the inclusion of diverse lawyers as presenters in Division programming, and report efforts to Diversity Committee.

Assist substantive committees to locate diverse speakers for their programs and projects.

Diversity Committee works with Program Chairs.

Ongoing.

Seek to hold Division activities, including
meetings, programs, and social events in facilities that are not only ADA compliant but assessed to be “user-friendly” for the meeting space, social event space, and restroom facilities.

 

Meeting Chairs;

Staff.

Ongoing, to be

implemented before end of bar year 2015- 2016.

Work with the ABA Information Systems department to ensure that all Division websites are accessible and user-friendly to disabled lawyers and law students. 

 

Staff.

Ongoing.

Explore providing written materials for programming in electronic format.

Staff.

Ongoing.

Explore providing simultaneous “signing” or CART service at Division programming to promote not only full participation, but also questions and answers and to allow for speakers with hearing/speaking impairments. 

 

Staff.

Ongoing.

       

 

COMMUNICATIONS AND TRAINING

WHO

WHEN

Publish the Diversity Plan on the Division’s web pages, and in the Policies and Procedures Manual

 

Staff.

Ongoing/Annually.

Regularly update a diversity page of the Division website to include:

•    Issues of interest relating to diversity in the

Division;

•    Links to other websites of interest;

•    Report on efforts and achievements of

Division in diversity efforts;

•    Provide relevant data, such as ABA Goal III Reports, publications, and membership information. 

 

Staff; Diversity Committee.

Update periodically.

Evaluate addressing needs and interests of diverse lawyers through editorial board membership and content. 


Publications Editors; Editorial Board

Review annually.

Assist the Division Editorial Board by locating diverse authors to write articles and columns for the magazine and newsletter.

Diversity Committee

Review annually.

Provide diversity programming at least once each year. 

Diversity Committee.

Annually.

MEMBERSHIP

WHO

WHEN

Develop recruitment/retention materials with a focus on diverse lawyers.

Membership Committee; Staff; Diversity Committee.

Ongoing.

Prepare and update a Diversity Recruiting Plan for the Division articulating and coordinating efforts to diversify membership.

Membership Committee; Staff; Diversity Committee.

 Ongoing.