3 Trial Lawyer • Spring 2024 1. Integrate new mission statement and vision statement. • Create policy on OTLA purchasing/vendors/membership expectations consistent with OTLA’s new mission/vision statements. • Update policies, job descriptions and application processes for staff, board, committee and section chairs, and leadership academy to think about how other underrepresented groups are affected. Build DEI skills/efforts into the actual job description/responsibility of various positions. Create job descriptions for board membership that include DEI service. 2. Create a media campaign to promote the new mission/ vision statements to membership and make the strategic plan. 3. Create a glossary of terms as a resource for members. • Create a work group to discuss, research options with other bar organizations and then propose adopting them by the DEI Task Force and then OTLA. • Include glossary in handbook and in a “resources” tab on OTLA website for practitioners/members. 4. Update the website to add FAQ re DEI; how to get involved and then letting people know it is there. 5. Create budget line item for DEI. 6. Create a policy regarding pronouns and/or invite staff/ leadership to model pronoun usage and link to FAQ on website re: why this is important. Have pronoun labels available to be added to nametags. 7. Collect members’ stories that are 1-3 minutes long about their experience with the ABA challenge and/or other areas that can give a personal way for other members to expand their perspective and create more empathy. 8. Make the DEI Task Force a permanent committee instead of a task force. This elevates its status and makes it more visible on the website. Update mission statement for the committee in transition from task force. 9. Annual survey of members regarding what services/opportunities could be expanded to be more inclusive. 10. Create new member handbook of resources like what is available to board members. Have it in digital form when someone becomes a member and send to all members annually. 11. Ensure easy access to information website; create FAQ; handbook; how to get involved. 12. Mentorship opportunities within OTLA. • Suggested by consultant to be a pilot program specifically for underrepresented members. • Put together a subcommittee in the DEI Task Force to assess what we’ve tried but hasn’t worked, explore new approaches. • Another suggestion would be for a Board member to be paired with BIPOC or other underrepresented group to ensure this is targeted at greater equity and inclusivity in a formal program that expands a board member’s role/ duties as well as broadcasts to membership the dedication to creating a more equitable and inclusive community at OTLA. 13. Consider committing particular positions on the board for Minority and Women’s Caucuses and/or something that gives specific targeted funds/power to underserved groups; expanding definitions of diversity beyond gender, race. Currently, over 33% of the OTLA Board identify from an underrepresented community and more than 40% of the Board are women. We have had 13 Women Presidents of OTLA. There is always more work to be done but we are proud of the progress we have made. 14. Create certificates/more awards for people related to DEI efforts to encourage participation. E.g., Allyship award, awards for Minority Caucus members or awards highlighting the efforts of the individuals who are underrepresented. 15. Have leadership participate in formal training on how to have difficult conversations about race and DEI, including: • Trainings on power/privilege • Microaggressions • Disability/neurodivergence • Pronouns/gender 16. Conduct an annual CLE for membership, including: • Trainings on power/privilege • Microaggressions • Disability/neurodivergence • Pronouns/gender Initiatives from DEI Report (numbered for reference, not in order of importance)
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