The Goal Isn’t Diversity, It’s Inclusion


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

Omar Ha-Redeye is a Toronto and Durham Region lawyer and legal academic. He holds a JD from Western Law, and an LLM from Osgoode Hall, and teaches part-time at Ryerson University.

Omar is actively involved in the legal profession, and has held various leadership positions in several different advocacy and professional organizations. He is frequently interviewed by the media on legal issues.

He was named in 2011 one of the top 12 social media influencers practicing law in Canada. In 2012, he was awarded the Queen Elizabeth II Diamond Jubilee Medal for promoting access to justice and advocacy on behalf of marginalized and discriminated populations. In 2015, he was awarded the OBA Foundation Award for exceptional contributions to improving the justice system and public legal education. In 2017, Omar received the Ted Rogers School of Management Teaching Award for Contract Lecturers at Ryerson University. In 2018, Omar was recognized by the Canadian Law Blog Awards (the Clawbies) for the Best Blogger in a Group Blog or Platform. The Young Advocates Standing Committee of the Advocates’ Society awarded him a Civility Award, as selected by his peers, in 2020.

Omar is a regular blogger with legal websites such as Slaw, and is frequently contacted by the media. He has several publications in various areas of law, and is repeatedly invited to judge legal competitions for law students across North America.

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

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very well articulated