Page 17 - CCCA 295084 Magazine_Summer 2019

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“ there must be an atmosphere where 65% For those who

people feel welcome, where they feel
included, which is one step further do, the cost is
than just being part of a team that less than
is diverse in appearance. some of employees
employers have diversity metrics do not require
and data, but it’s not just a numbers accommodation. $500
game. Inclusion has to be fostered. ”
Helen Liu, Associate Senior Counsel, Intact on average.

articling positions. For instance, AdvanceLaw, a collective made Quick resource guide for
up of over 200 U.S. General Counsel that shares performance
data to identify and retain star lawyers, recently launched a Creating a Diverse workplace
mentorship program to help diverse lawyers make connections
and advance. ● Rethinking DisAbility in the Private Sector: This 2013
Increasingly, in-house counsel are open to hire newly called report from the panel on Labour Market Opportunities for
lawyers. Helen Liu began working at Intact as an articling stu- persons with Disabilities includes examples from law frms on
dent in 2013 and now works as Associate Senior Counsel. To recruiting and retaining people with disabilities. https://www.
canada.ca/en/employment-social-development/programs/
promote diversity in the profession, she became Vice-Chair of
the CCCA Ontario Chapter. She also co-chaired a joint Federa- disability/consultations/rethinking-disabilities.html
tion of Asian Canadian Lawyers and Ontario Bar Association ● The Legal Leaders for Diversity: The organization provides
networking event in 2017 to help close the gap between law resources on how to promote diversity including a handy
frms and in-house counsel fnding diverse talent. guide on how to be an advocate in your organization.
“In-house counsel have an important role to play in pro- https://legalleadersfordiversity.com/
moting diversity and inclusion in the legal workforce,” says Liu. ● Diversity Lab: This incubator offers creative innovative
“Even more so than before, as in-house legal jobs become in- solutions for boosting diversity in the legal profession. The
creasingly more attractive to young lawyers.” Lab successfully created the Onramp Fellowship for women
At Intact, each department is required to go through HR train- re-entering practice and held diversity hackathons across the
ing that has respect in the workplace and diversity components. u.S. last year. https://www.diversitylab.com/
Employees also attend webinars and in-person training sessions,
and participate in Diversity Day, where different activities rang- ● The Institute for Inclusion in the Legal Profession: This
ing from potlucks to guest speakers are held to promote diversity. Chicago-based organization conducts surveys about diver-
The legal department decided to take it even further by holding a sity. Check out the comprehensive 2017 review of the legal
workshop about inclusive leadership last year. profession and the business case for diversity report. The
“There must be an atmosphere where people feel welcome, Institute will be completing a report on GCs and diversity in
where they feel included, which is one step further than just be- fall 2019. http://www.theiilp.com/
ing part of a team that is diverse in appearance,” says Liu. “Some
employers have diversity metrics and data, but it’s not just a
numbers game. Inclusion has to be fostered.”
In-house counsel have a great opportunity to gain the com-
petitive advantage of having diverse and inclusive lawyers on-
board. This work is not only for the greater good but also to
have the best talent working for your legal department.
“As general counsel, we have a unique and important leader-
ship role to play within our organizations and in the legal pro-
fession,” Fredeen says. “We understand equality, and we know
what equality and due process look like. I encourage people not
just to speak up, but stand up and take action.” ❚

Julie Sobowale is a writer and journalist based in Halifax.

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