The Goal Isn’t Diversity, It’s Inclusion

Description

Presented: September 29, 2018 Location: York Civic Centre, 2700 Eglinton Ave. W., York, ON M6M 1V1 Guest Speaker


Omar Ha-Redeye AAS, BHA (Hons.), PGCert, JD, LLM, CNMT, RT(N)(ARRT)


Overview The art of the trial is an essential CPD for anyone who does litigation in any capacity.


You must ENROLL to gain access to all reference material under the ‘Resources’ section below. This program is eligible for up to 2 hours and 45 minutes of EDI Professionalism content.  

What Will I Learn?

  • This program is eligible for up to 2 hours and 45 minutes of EDI Professionalism content
  • Explain the value of diversity and inclusion, and the purpose of promoting both
  • Overview of the Final Report of the Challenges Faced by Racialized Licensees
  • Discussion over the controversy around the Statement of Principles
  • Definition of compelled expression under constitutional law
  • Analysis of compelled expression in light of the regulatory obligations
  • Components of Competence,” Slaw, October 15, 2017. Available at: hp://www.slaw.ca/2017/10/15/equalitydiversity-and-inclusion-are-components-of-competence/
  • Rules 5.6-1, 6.3 and 6.3.1 of the Lawyers Rules of Professional Conduct, ss. 2.03, 6.3 and 6.3.1, of the Paralegal Rules of Professional Conduct
  • Practical solutions for preventing and addressing discrimination and harassment for small and solo firms
  • Internal controls and mechanisms, including monitoring and reporting obligations under employment law
  • Need for continuing education in light of evolving definitions of human rights and understanding of discrimination
  • Strategies for acting proactively instead of reactively, and how this can provide a financial benefit
  • Strategies for promoting diversity and inclusion for small and solo firms
  • Recruitment, hiring, retention, and advancement of licensees from equity-seeking groups (e.g., competency-based hiring, bias-free interview procedures, clear career paths)
  • Review of studies on blind resumes and implicit bias
  • Overview of illegal questions in human rights/employment law
  • Description of behavioral interviews, and their benefits to employers
  • Creating support systems within and outside the legal workplace (e.g., mentoring, advising, networking, coaching, sponsorship, and opportunities for open discussions about the challenges in addressing barriers faced by equity-seeking groups)
  • Identifying existing mentorship programs, and some of their limitations
  • Discuss alternative sponsorship strategies, such as chambers, associations, and incubators
  • Provide an overview of the uneven regulatory burden on equity-seeking groups, and the impact on law society dues and insurance premiums
  • Strategies to support the professional development and advancement of equity-seeking groups, including leadership skills, coaching, mentorship, sponsorship, business development, career opportunities or set-backs
  • Highlight opportunities for developing skills outside the profession which would promote diversity and inclusion
  • Review identified or reported challenges for those who have left the profession or taken leave, and post-practice careers that have been pursued
  • Suggest future areas of development and support currently not available in the profession

Topics for this course

1 Lessons2h 45m

The Goal Isn’t Diversity, It’s Inclusion CPD video

The Goal Isn’t Diversity, It’s Inclusion – September 29, 20183:01:07
Free

Material Includes

  • Ha-Redeye, Omar, “My Friends Muddy the Waters: How a Statement of Principles Became a Public Fiasco” (December 15, 2017). Ethics Primer at King Law Chambers, 2017. Available at SSRN: hps://ssrn.com/abstract=3091758 Ha-Redeye, Omar, “What the statement of principles controversy is really about,” Precedent Magazine, March 6, 2018. Available at: hp://lawandstyle.ca/law/opinion-what-the-statement-ofprinciples-controversy-is-really-about/