Diversity

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					Tab 8 

      ABA Section of Real Property, Trust and Estate Law

                Diversity Committee Agenda 

                       Fall Leadership 

                      October 19, 2007 

                      Minneapolis, MN 





1.   Approval of last 07/11/07 meeting minutes              Tab A

2.   Diversity Plan Review and Update                       Tab B
                ABA Section of Real Property, Probate & Trust Law

                               Diversity Committee 

                                  July 11, 2007 


Attending:
       Jo Ann Engelhardt
       Terrence M. Franklin
       Emanuel B. Halper
       Philip J. Hayes
       Elizabeth A. Lindsay-Ochoa
       Orlando Lucero
       Eric M. Mathis
       Ira Meislik
       Kalimah Z. White
       Amy Cianci (staff)


1.     Vancouver Program. Kalimah White reported that she and Julie Kwon were
planning the Diversity Committee Luncheon with the Tax Section for the Joint-Fall
Meeting. The speakers and topic are all set; however they are still working on the
substantive content. Luncheon will be taped and is being held in Vancouver on Saturday,
September 29th.

2.      Chicago Outreach program Law Students. Jo Ann Engelhardt reported that this
event will take place in Chicago at the ABA headquarters on October 26, 2007. There
will be two RP and two PT speakers speaking on relevant field opportunities; a
networking reception will conclude the event. RP speakers: Berry Nekritz and Marjorie
Bardwell. PT speakers: Julie Kwon and Hugh Drake. Linda Whitton had arranged for
her law school to provide buses to Chicago to transport students. Jo Ann asked that a
$500 budget be requested from the Executive Committee for this event. Marking efforts
were being lead by Linda Whitton and all law students in the Chicago land area are going
to be targeted.

3.       Fall program in DC for Law Students. Orlando Lucero reported that it was going
to be a repeat of last years program with Tax. Manny Helper then spoke of his program
with Hofstra University in New York. It will be a one day program (to be decided if held
in fall or spring) that reaches out to law students as well as high school students. The
sessions will be regular law classes taught as a sample to the students.

4.     YLD Diversity Summit. The ABA Young Lawyers Division is planning a
Diversity Summit in Washington D.C. two weeks before our 2008 Spring Meeting. The
Diversity Committee was asked if they were interested in teaming up with YLD to host
this Summit. Orlando Lucero was going to follow up with YLD for more information
and will report back to the committee on his findings.
5.      Update on Revisions to Section Diversity Plan. Roseleen Rick was still working
on revisions.

6.     Spirit of Excellence Award. The Diversity Committee is brainstorming members
to nominate, suggested members: Paul Nguyen or leaders of Property Preservation Take
Force (David Dietrich/Julius Zschau).
           AMERICAN BAR ASSOCIATION 




SECTION OF REAL PROPERTY PROBATE AND 

              TRUST LAW 





             Diversity Plan

                    2005 





                       1

1.    Maintain Diversity in Section Officers and Council Members and Increase Diversity
in Committee Leadership

a.     Obtain unequivocal support and participation of the Section officers and Council members
in implementing the Diversity Plan

       *	     Provide a copy of the Diversity Plan to each existing and incoming Section officer
              and Council member, together with a letter from the Chair of the Section stressing
              the importance of the Plan.

       *	     Delegate to the Diversity Committee the responsibility to follow up with those
              Committee Chairs who are not participating in the Section’s diversity efforts and,
              where necessary and with the input of the Diversity Committee, establish written
              expectations (but not quotas) for Committees who are not fulfilling the Section’s
              Diversity Plan

b. 	   Provide guidance to the Committee Chairs with respect to diversity issues

       *	     Include diversity materials in the Committee Chairs’ Orientation Manual/Handbook,
              including, among other things, the Section’s policies and guidelines relating to
              diversity, a copy of the Section’s report card (see below), a list of resources
              providing technical assistance and information for diversity on panels and
              publications.

       *      	
              Periodically update diversity resource materials

c.     Provide diversity training for current and future Section leaders and Committee Chairs at
both the Spring and Fall Meetings

       *	     Seek guidance regarding diversity in organizational (rather than workplace)
              environments

       *	     Videotape training sessions so that they can be used in the future

       *	     Establish (after initial training) periodic follow-up training

d.	    Raise consciousness regarding diversity through use of the Committee Status Report

       *	     Add diversity as a category on the Committee Status Report

       *	     Circulate Committee Status Reports and gather results following Annual Meeting on
              an annual basis

       *	     Report findings as a Council Meeting agenda item; target the Fall Meeting for this
              verbal report, where possible

       *	     Establish a Dean’s List for exceptional effort to diversify at the Committee level

       *	     Delegate to the Diversity Committee the responsibility to follow up with those
              Committee Chairs who are not taking steps to promote diversity in their
              Committee’s activities

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       *	      Provide all incoming Committee Chairs with the results from the last Committee
               Status Report for their Committee so that they can follow up

e.      Ensure that Nominating Committee members reflect the diversity the Section is attempting
to achieve

f.      Formalize the Nominating Committee’s efforts to (1) take into consideration the current
diversity of the Section leadership and (2) attempt to maintain diversity in the leadership of the
Section by including these goals in the Section’s by-laws

g. 	   Have the Section’s Diversity Plan evaluated annually:

       *	      Assess which initiatives are working and which are not and determine why they are
               not working; incorporate new ideas; and respond to then existing circumstances

       *	      Circulate the Diversity Plan to the ABA Commission on Women in the Profession
               and the ABA Commission on Racial and Ethnic Diversity in the Profession for their
               additional input and guidance

       *	      Periodically assess the diversity plans of other entities who are associated with the
               American Bar Association by establishing liaison relationships to obtain new ideas

*      Report recommended changes to the Diversity Plan to, and seek approval from, Council
each year at the Fall Meeting




                                                  3

2.     Increase Diversity in Membership

a.     Obtain unequivocal support and participation of the Section’s Committees in implementing
the Diversity Plan

       *	      Provide a copy of the Diversity Plan to each existing and incoming Committee
               Chair, together with a letter from the Chair stressing the importance of the Plan and
               the active participation of each Committee in implementing the Plan

b. 	   Foster the spirit of inclusiveness in all of the Section’s activities

       *	      Include “Non-members Welcome” on signs identifying Committee meetings outside
               meeting rooms at the Spring and Annual Meetings

       *	      Ask Committee Chairs to invite any non-members to become members at the
               conclusion of each of their meetings.

       *	      Advertise in all materials for the Spring and Annual Meetings that non-Committee
               members are welcome to attend Committee meetings

c.      Strongly encourage diverse panels in all CLE and Committee programming and diverse
participation in all Section publications

d.    Establish and sponsor first timers reception and committee round-up at each Spring and
Annual Meeting

e.	    Promote and encourage first time meeting attendees to meet new and existing members

       *	      Encourage new attendees to take advantage of a Dutch treat dinner following the
               welcome reception for first time attendees to get to know each other and network

       *	      Institute an informal evening for young lawyers, young-at-heart lawyers, and law
               students to have fun together and to develop other initiatives to facilitate the ability
               of first-time attendees to meet new and existing members

f. 	   Establish Section Mentoring Program for new Section members

       *	      Increase the visibility of Section Mentoring Program by prominently displaying and
               staffing an informational table showcasing the Diversity Committee at the entrance
               to the Committee Round-up

       *	      Establish, in connection with the Membership Committee, a Member Satisfaction
               Survey and include a mentoring section.

       *	      Ask new Section members in a Member Satisfaction Survey (to be sent to new
               members twice year) if they want to participate in the Mentoring Program

       *	      Provide as an option for a new Section member who wants to participate in the
               Mentoring Program to request a woman lawyer, a male lawyer, a lawyer of color, or
               no preference

       *	      Encourage the mentors to get the mentees active in various Committee activities,
                                                   4

               publications, and programs

g. 	   Ensure that first-time meeting registrants feel welcome even prior to the meeting:

       *	      Consider mailing in advance of Spring and Annual Meetings to all first-time
               registrants a “How To Get The Most From Your ABA Meeting” booklet

       *	      Prior to each Spring and Annual Meeting, send Committee Chairs a list of the
               members of their committees who will be attending the meeting for the first time
               and encourage Committee Chairs to send to those committee members a welcoming
               letter with an invitation to attend committee activities and social functions taking
               place at the meeting

h.       Follow-up all Spring and Annual Meetings with a letter from the Chair of the Section to all
first-time registrants thanking them for attending, asking them to share their opinions about the
meeting, and inquiring as to what the Section can do for them to enhance their experience at the
next meeting:

       *	      Prepare a report summarizing the responses received from the Chair’s letter and
               circulating each report to the Section leadership, including Committee Chairs

i.    Develop recruitment/retention materials with a focus on lawyers of color, women lawyers,
younger lawyers, lawyers with disabilities, and lawyers of diverse ethnic backgrounds

j.	    Fund academic scholarships and Section scholarships for attendance at the Spring Meeting
       for minority law students in the geographic location of the Spring Meeting

       *       	
               Advertise the scholarships at each law school in the geographic location of the
               Spring Meeting and send personal letters from the Chair informing each school of
               the scholarship opportunities

       *	      Provide anyone who receives a scholarship with a mentor from the Section and
               encourage active participation by the scholarship recipients in activities of the
               Section after graduating from law school

k.   Continue to sponsor the Women’s Networking Breakfast to provide an opportunity for
women to network with each other and meet the Section leadership in a relaxed, informal setting

l.    Sponsor a Breakfast for Lawyers of Color to provide an opportunity for lawyers of color to
network with each other and meet the Section leadership in a relaxed, informal setting

       *	      Encourage Section leaders to follow-up with one-on-one conversations with new
               lawyers of color to personally make them feel welcomed and help them get active

       *	      Use the Breakfast as an opportunity to provide information to lawyers of color on
               the opportunities for involvement in committee activities and publication
               opportunities

m. 	   Fund Section representatives to attend important minority bar meetings and events

       *	      Encourage Sections leaders to attend these meetings and events (note:
               representatives do not need to be someone of the same racial/ethnic background -
                                                  5

               diversity of representatives should also be a goal)

n.     Appoint liaisons (formal or informal) to each of the national minority bar associations (e.g.,
National Bar Association, Hispanic National Bar Association, National Asian Pacific American
Bar Association), establish expectations or responsibilities for these liaisons, and fund their
attendance at these meetings

o.     Involve in Section activities lawyers of color who are already involved in local and national
minority bar associations (an emphasis should be placed on involvement with local minority bar
associations because the Section is not usually viewed as a competitor of these associations)

       *	      Encourage joint programming with national and local minority bar associations

       *	      Communicate first time registration discounts to lawyers of color

       *	      Solicit speakers from minority lawyer bar associations located in the host city and
               notify the Division’s CLE Chairs early in the process the mechanism for them to
               recruit local minority talent

       *	      Encourage joint sponsorships with minority lawyer and bar associations for Spring
               meetings.

       *	      Advertise the Section’s programs in periodicals/newsletters directed to minority
               lawyer bar associations

       *	      Send information on Section membership and benefits to meetings of national
               minority bar associations

       *	      Continue to obtain lists of minority bar associations from the Commission on Racial
               and Ethnic Diversity in the Profession and send to the persons on those lists Spring
               and Annual Meeting brochures

       *	      Personally invite members and leaders of minority lawyer bar associations in the
               host city to programs and social events, waive any registration fees for the leaders of
               such associations, and appoint Section members to serve as hosts to such attendees

       *	      Replicate in other geographic areas the minority attorney real estate programs
               established in New York and expand the programs to include probate and trust law.

p.      Coordinate efforts with and use the resources of the Commission on Women in the
Profession (CWP) and the Commission on Racial and Ethnic Diversity in the Profession to assist in
the recruitment efforts of the Section

       *	      Establish Section Liaisons to the Commission for Women in the Profession and
               Committee on Racial and Ethnic Diversity in the Profession.

       *	      Sponsor joint promotions and membership drives with the Commission for Women
               in the Profession and the Commission on Racial and Ethnic Diversity in the
               Profession

q.     Strengthen and increase flow of information between the Section and the Young Lawyers
Division and Law Students Division
                                                  6

       *	     Provide membership materials to law students focusing on benefits to law students
              and young lawyers emphasizing the opportunities in the Section for law students
              and young lawyers

       *	     Sponsor pre-meeting receptions (prior to the Spring and Annual Meetings) funded
              by the Section, hosted by members of the Section who are professors at host city
              law schools; consider pre-meeting receptions geared to law students of color and
              hosted by professors of color

       *	     Advertise to law students and business lawyers in the Young Lawyers Division the
              “basic” programs available at the Spring and Annual Meetings

r.      Develop a series of “basic” programs on videotape and make it available to all members
free of charge

       *      Advertise these videotapes to younger lawyers as a benefit of membership

s.      Expand the responsibilities of the Young Lawyers Division and Law Student Division
liaisons to act as formal conduits for young lawyers and law students

       *	     Obtain appointments for young lawyers and law students within the Section

       *	     Obtain young lawyers or law students (where appropriate) as speakers or as writers
              for Committee panels and publications

t. 	   Consider funding a Young Lawyers Fellowship Program on an annual basis

       *	     Consider initiating the Program in 2001 to provide Section scholarships for
              attendance at the Spring and Annual Meetings for 5 to 6 younger lawyers premised
              on active involvement in substantive Committee work with the goal of grooming
              these scholarship recipients to become future leaders of the Committees and the
              Section

       *      	
              Advertise the availability of the Program scholarships among the Young Lawyers
              Division and in the New Member Benefits materials

       *	     Provide that one of the duties of the scholarship recipient is the active recruitment of
              other young lawyers

       *	     Provide Section mentors to each lawyer in the Program

       *	     Consider giving one of the scholarships to the equivalent of the Real Property
              Probate and Trust Law Chair of the Young Lawyers Division

u.      Co-sponsor with the Young Lawyers Division a program to foster “Climbing to the Top -
Let the Section of Real Property Probate and Trust Law Be Your Pathway to Success”

       *	     Hold the Program at the host hotel for the Young Lawyers Division

       *	     Offer the Program at every third Annual Meeting

                                                 7

       *       Utilize the program materials from “Pathways to Leadership” developed by the
               Commission on Women in the Profession

       *	      Develop specialized programming having special appeal to lawyers of color

       *	      Have our Section members in academia speak to students regarding the benefits of
               membership in the Section of Real Property Probate and Trust Law Section

       *	      Encourage each Committee to have an informal liaison from the Young Lawyers
               Division

*     Get these liaisons active in programs and as vice chairs or “assistant vice chairs” of
subcommittees




                                                 8

3. 	   Raise Awareness That Diversity Is Valued and Why it Is Valued by the Section

a.   Provide diversity training for current and future Section leaders at the Spring Meeting or at
a Committee Chair orientation meeting

b.     Publish results of Committee Status Reports on the Section web site and in Probate &
Property emphasizing the progress the Section is making regarding diversity

c.	    Invigorate the Diversity Committee’s liaison activities with Young Lawyers Division,
       Commission for Women in the Profession and Commission on Racial and Ethnic Diversity
       in the Profession

       *	     Regularly circulate the list of liaison duties, which includes reporting back to each
              Diversity Committee initiatives

       *	     Ensure each Committee has appointed a liaison that participates in Diversity
              Committee meetings and activities

       *	     Communicate regularly with liaisons prior to meetings

d.     Encourage a policy that the Section will co-sponsor programs with other Sections or
Divisions only if there is a diverse panel

e. 	   Amend the Section Mission Statement to include a commitment to diversity

f.   Require Section Liaisons to the Commission on Women in the Profession and the
Commission on Racial and Ethnic Diversity in the Profession to:

       *	     report at the Spring and Annual Meetings of the Diversity Committee regarding: (1)
              current developments and initiatives undertaken by those organizations and (2) steps
              taken by the other ABA sections to increase diversity

       *	     attend the Women’s Caucus Meeting sponsored by the Commission on Women in
              the Profession at the ABA Midyear and Annual Meetings

g.     Design and regularly update web site for Diversity Committee and attempt to have other
relevant web sites (e.g. Commission on Women in the Profession, Commission on Racial and
Ethnic Diversity in the Profession, National Bar Association, Hispanic National Bar Association,
National Asian Pacific American Bar Association, etc.) link to the Diversity Committee site

       h.      Encourage and recognize contributions by lawyers of color and women in the
Section’s publications

       *	     Include photos of contributing authors where appropriate and within publishing
              guidelines

       *	     Include photos acknowledging diversity of membership in membership materials

       *	     Include regular reports on achievements in the diversity area in Probate & Property

        i.     Continue funding activities of the Goal IX – Diversity Committee to increase
diversity and publicize the Section’s efforts at increasing diversity
                                                 9

      j.      Communicate the Section’s commitment to diversity to as well as our desire to
improve the Section’s image with minority bar associations and younger lawyers

       *	      Encourage joint programming with the Commission on Women in the Profession,
               the Commission on Racial and Ethnic Diversity in the Profession, and national and
               local minority bar associations

       *	      Encourage joint programming with the Young Lawyers Division and state minority
               bar affiliate groups

       *	      Encourage on-campus programming at law schools, particularly satellite seminars

       *	      Co-sponsor programs and activities with law schools in host cities that have a
               significant minority student body

       *	      Communicate first time registration discounts to younger lawyers and lawyers of
               color

       *	      Solicit minority and younger lawyer speakers from bar associations located in the
               host city

       *	      Advertise programs in periodicals/newsletters for minority bar associations and the
               Young Lawyer Division

       *	      Personally invite members and leaders of minority and younger lawyer bar
               associations in the host city to programs and social events, waive any registration
               fees for the leaders of such associations, and appoint Section members to serve as
               hosts to such attendees

        l.      Whenever possible, publicize in local and national media the efforts of the Section
on its diversity initiative




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