The following points are intended to facilitate a discussion to develop a deeper consciousness about diversity and inclusion and personal actions to support diversity and inclusion.
Diversity means difference. Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, notional origin, and political beliefs.
Inclusion is the capacity to include difference. Inclusion involves promoting and sustaining a sense of belonging, valuing and empowering differences, respecting the talents, beliefs, backgrounds, ways of living and working. Inclusion requires deliberate action. It does not matter what your intentions, feelings, beliefs, or aspirations are as an individual or as a group if there is no action to support them.
What does diversity and inclusion mean to you?
What does diversity and inclusion mean to you within the context of your role as a lawyer?
Do you see diversity and inclusion as sources of value for your professional life? Provide examples of how diversity and inclusion have added value?
Discuss personal actions to support diversity and inclusion. In addition to system and organizational initiatives, diversity and inclusion comes about through individual acts of inclusion. There are daily opportunities to make a difference in your own and someone else's life. Every human interaction is an opportunity for an act of inclusion. The list below provides a few ideas for personal actions.
Witness own diversity sensitivity and impact on others
Make a conscious effort to learn about others who are different than self
Engage in a range of experiences with others who are different than self
Listen actively for other frames of reference and do not prejudice
Seeks to understand and adapt to different styles when working with others
Become flexible to change the way you do things to meet the needs of others
Embrace diversity as a resource to benefit business and co-workers
Encourage and capitalize on the diverse contributions and strengths of team members
Practice inclusive behaviors in groups and intervenes sensitively when exclusionary behaviors occur
Get involve in organizations that promote diversity and inclusion
Challenge prejudice and injustice
Increase awareness of personal attitudes and beliefs about members of own and others' social identity group
Increase awareness of personal attitudes and beliefs about members of own and others social identity group
Learn about different styles of conflict resolution and monitor own preferred conflict management style and its impact on others
Manage conflict over difference when it arises rather than avoiding it
Advocate to treat people fairly and accommodating difference in all spheres of life i.e. personal, social, professional and the wider community
ABA Center for Racial and Ethnic Diversity http://new.abanet.org/centers/diversity/Pages/default.aspx
Institute for Inclusion in the Legal Profession http://www.theiilp.com/
Pless, N. & T. Maak (2004). "Building an Inclusive Diversity Culture: Principles, Processes and Practice." Journal of Business Ethics 54, 129-147.