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Everyone wants to be an ally in the wake of the cultural movement toward anti-racism sparked by the senseless killing of George Floyd. But is being an ally enough?

Join us on Thursday, February 4th for this interactive session where we discuss this question and more.

Discussion will include:

· What is an ally?

· How do I become an ally?

· Strategies for speaking up

· Is allyship enough?

Grab your afternoon cup of motivation, and join us online on Thursday, February 4th, at 12:00 PM!

This forum is intended to be conducted interactively in a safe space for learning and the exchange of ideas. Everyone is encouraged to join the video chat and ask the "tough" questions. Please register at the following link for what promises to be a thought provoking discussion!

Addressing Conflict Without Tanking your Diversity Program
Lori Middlehurst, APAC Law Lead, Salesforce
2 pages

Conflict, which is a positive by-product of diversity, must be expected and welcomed in today’s innovative, diverse workplace. Diversity of thought is increased in the more diverse workplace, and while most Australian companies look for ways to increase diversity, they may struggle if the inherent conflicts get out of hand.

This article appears in the Australian Corporate Lawyer, Volume 30, Issue 1 - Autumn 2020

Resource Details
Interest Area: Diversity and Inclusion, Career Development, Law Department Management
Region: Australia
Audience: Deputy GC, CLO / GC, Small Law Departments, Large Law Departments
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In collaboration with Ogletree Deakins, the ACC-SoCal Diversity Committee recently launched a series of web-based programs centered on racial justice and reform.

Please join us at 2:00 p.m.  on Tuesday, December 15, 2020, for the fourth module in this social justice webinar series –

Social Justice – Report Card: Evolution of Diversity, Inclusion & Equity in the Legal Profession”

 

This program discusses the benefits of, and business case for, diversity and inclusion.  It addresses all forms of diversity and gently encourages self-examination (in terms of the diversity of those in whom we place our trust) and greater self-awareness of potentially offensive words and deeds.  In addition, this program offers concrete suggestions to create a more diverse and inclusive work environment, thereby improving and strengthening the organization.

Guiding your Organisation in Supporting Social Justice Issues
Lori Middlehurst, APAC Employment Law Lead, Salesforce, Nick Willets, Board Director (Volunteer), John Mac Foundation, and Vered Keisar, VP and GC, ResMed
4 pages

In a time where social justice issues are attracting greater awareness, it is important to recognise how in-house counsel area uniquely positioned to guide their organisations in supporting these important issues.

Resource Details
Interest Area: Diversity and Inclusion, Career Development, Law Department Management
Region: Australia
Audience: Deputy GC, Mid-Career, New to In-House, CLO / GC
Download Save to My Resources
Not an ACC Member? Request a trial membership.

ACC Houston Diversity CLE Webinar
Implicit Bias in the Courts - with our featured speaker Judge Vanessa Gilmore
December 3, 2020  | 12 - 1 pm | 1.00 hours CLE (TX)
 

Judges must guard against implicit bias and should consciously reject stereotypes, attitudes, and preferences, to prevent implicit bias from affecting the application of the law. Learn more when you join ACC and Judge Gilmore for this candid conversation.

D&I: From ADR to "Sip in Place"
Join us for a 2-part virtual event featuring a CLE program exploring ways in which ADR can become more diverse and inclusive, followed by a wine tasting with award-winning, black-owned winery, Theopolis Vineyards.

Panelists:
Hon. Candace Cooper (Ret.), Neutral, JAMS
Shirish Gupta, Esq., Neutral, JAMS
Aileen Casanave, VP, Head of Legal, MemSQL
Mehrnaz Boroumand Smith, Partner, Kilpatrick Townsend 
4:00 – 5:00pm
1 Hr CA CLE
(Bias)
Diversity and Inclusion in Arbitrator and Mediator Selection Begins with You
Corporations are increasingly holding law firms accountable for diversity and inclusion within the teams that handle their litigation and corporate matters. How can we make diversity in ADR an increased priority for the users of ADR? What can in house counsel do to support diversity and inclusion in ADR? Is this another way that in house counsel can impact the pipeline of diverse candidates in the legal profession? Join us for an interactive panel discussion between transactional attorneys, litigators, in house counsel, ADR professionals, about ways legal teams can work together to increase diversity during the mediator selection process, as well as in arbitrator selection through drafting ADR clauses.
5:00 – 6:00pm
Theodora Lee,
Founder & Owner of Theopolis Vineyards
Wine Tasting & Conversation
Join fellow lawyer, Theodora Lee, aka Theo-patra, Queen of the Vineyards, as she shares her personal journey and guides you throughher award-winning wines. Her passion for wine began upon her arrival to San Francisco from Texas in 1987, primarily due to the influence of her law firm mentors, many of whom owned vineyards. This led Ms. Lee to take several viticulture classes at UC Davis, before deciding to develop her own small-lot vineyard and hand-craft winery, located in California’s prestigious Yorkville Highlands of the Anderson Valley. 

The wine order window is closed. Please feel free to join with your own beverage.

In the midst of the perfect storm – most notably, the coronavirus pandemic and the killing of George Floyd – racial disparities and injustices took center stage. While many organizations were focused on safely reopening after weeks of sheltering in place, our diversity practitioners were curiously examining the “storm” through a generational lens to explore the implications on race relations for businesses.

Our efforts culminated in the creation of UnMasked™, a comprehensive equity and engagement program. Grounded in empirical science and observation, UnMasked™ exposes the complex nexus of implicit bias, current crises, and generational shifts in mindsets on race and diversity. UnMasked™ also uncovers intra-generational differences in expression and belongingness of Black American Millennials contrasted to pre-Millennial generations of Blacks in the workplace and marketplace. Understanding these nuanced differences fosters diversity innovations, deepens belongingness and reduces conflict to identity differences.  

Learning Objectives:
•    Understand how recent events are affecting race relations in the workplace and marketplace.
•    Explore assumptions and stereotypes that inform biases underlying the racial disparities unmasked by the current “perfect storm.”
•    Examine generational differences in views on racial and ethnic diversity and the culture gap.
•    Explore identity insights through an intra-race, cross-generation perspective.
•    Explore concepts of belonging and social integration, and variations between pre-Millennial and Millennial Black Americans.
•    Identify equity-minded and inclusive leadership skills to foster a culture of belongingness for NextGen.

In the midst of the perfect storm – most notably, the coronavirus pandemic and the killing of George Floyd – racial disparities and injustices took center stage. While many organizations were focused on safely reopening after weeks of sheltering in place, our diversity practitioners were curiously examining the “storm” through a generational lens to explore the implications on race relations for businesses.

Our efforts culminated in the creation of UnMasked™, a comprehensive equity and engagement program. Grounded in empirical science and observation, UnMasked™ exposes the complex nexus of implicit bias, current crises, and generational shifts in mindsets on race and diversity. UnMasked™ also uncovers intra-generational differences in expression and belongingness of Black American Millennials contrasted to pre-Millennial generations of Blacks in the workplace and marketplace. Understanding these nuanced differences fosters diversity innovations, deepens belongingness and reduces conflict to identity differences.  

Learning Objectives:
•    Understand how recent events are affecting race relations in the workplace and marketplace.
•    Explore assumptions and stereotypes that inform biases underlying the racial disparities unmasked by the current “perfect storm.”
•    Examine generational differences in views on racial and ethnic diversity and the culture gap.
•    Explore identity insights through an intra-race, cross-generation perspective.
•    Explore concepts of belonging and social integration, and variations between pre-Millennial and Millennial Black Americans.
•    Identify equity-minded and inclusive leadership skills to foster a culture of belongingness for NextGen.

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