1325 4th Avenue | Suite 600 | Seattle, WA 98101-2539

206-733-5941 | www.wsba.org

DIVERSITY COMMITTEE MEETING AND ORIENTATION AGENDA

NOTICE IS HEREBY GIVEN by the Washington State Bar Association, pursuant to RCW 42.30.080, that the Diversity Committee meeting will be held on:

December 11, 2020 – 1:00 PM to 4:00 PM

Link to access the Zoom meeting: https://wsba.zoom.us/j/97680432754?pwd=Y2FzUmk3SGF1dDdZRjRqbE5nK3NVdz09

Zoom Conference Call Lines: LOCAL OPTION: (253) 215-8782 || TOLL-FREE OPTION: (888) 788-0099 Meeting ID: 976 8043 2754 || Passcode: 511418

The Washington State Bar Association’s Diversity Committee is dedicated to implementing WSBA’s Diversity and Inclusion Plan. The work of the committee promotes historically underrepresented groups to enter and stay in the profession of law. The Diversity Committee does this through collaborative relationships and community building

activities, which highlight the numerous societal benefits of a diverse law profession.

The purpose of the meeting is for the Committee to discuss, deliberate, and take potential final action regarding the following agenda items:

1:00 – 1:13 Welcome and Overview for the Meeting Sunitha Anjilvel and Andrea Jarmon, Co-Chairs

1:13 – 1:15 Minutes Sunitha Anjilvel and Andrea Jarmon, Co-Chairs

1:15 – 2:00 Introductions – Where I’m From All

2:00 – 2:30 Background and History of Diversity Committee and WSBA DEI Programming

Committee History and Work

WSBA Diversity and InclusionPlan

Race and Equity JusticeInitiative

WSBA Equity and Justice Teamand DEI Programming

Minority Bar Associations

Diana Singleton, WSBA Equity and Justice Manager

Action

Discussion pg. 3

Presentation Volunteer Toolbox

2:30 – 2:40 Break

2:40 – 2:45 WSBA Volunteer Toolbox: OPMA, and

Public Records Lisa Amatangel, WSBA Associate Director, Office of General Counsel

Presentation

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pgs. 4-10

pgs. 11-13

pgs. 14-16

1325 4th Avenue | Suite 600 | Seattle, WA 98101-2539

800-945-WSBA | 206-443-WSBA | questions@wsba.org | www.wsba.org

2:45 – 3:40 Committee Visioning and Strategic Planning

Pipeline (e.g., undergrad andlaw student support, Youth andLaw Forums)

DEI CLEs

Communications (e.g., Bar News“What Lawyers Look Like,” NWSidebar)

Updated WSBA Diversity andInclusion Plan

New Ideas

All Discussion pgs. 17-20

3:40 – 4:00 At Large Governor Elections: Proposed

Changes for Bylaws

Paris Eriksen, WSBA Volunteer Engagement Advisor

Action

Reasonable accommodations for people with disabilities will be provided upon request. Please email Tyler Washington at TylerW@wsba.org.

Next meeting is January 12, 2021 from 12:00 to 1:30 p.m.

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Prewriting for “Where I’m From” Poem

Before prewriting, please listen to the poem “Where I’m From” by George Ella Lyonhttp://www.georgeellalyon.com/audio/where.mp3

Read some of the student poems based on this poem. Where I’m From Poems Project Hope

Use the table below to think about the details of where you are from. You can work alone or with a partner.

Names of people who were (and are) important to you

Special foods or meals

Games or activities you used to play

Phrases that were often repeated in your family

Ordinary household items or things in the yard outside

Family Traditions or stories

Smells, tastes Song titles or lines

from songs

After you have finished, circle the details you would like to put in a poem. Then follow the structure below to start to write your poem.

I am from _______________________________________________________

I am from ______________________________________________________

And from____________________________________________________

I am from_______________________________________________________

From ___________________________________________________

Continue as long as you wish. Managing Stress to Improve Learning nelrc.org/managingstress

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TO:

FROM:

RE:

DATE:

WSBA W.SBA Board of Governors

Roger Leishman, Chair, BOG Diversity Committee Bob Taylor, Co~chair, WSBA Committee for Diversity

Proposal for WSBA Committee for Diversity Structure

February 24, 2012

PURPOSE: Develop a charter and manifest for adoption by the Board of Governors ("BOG") for the WSBA Committee for Diversity ("WSBA CFD"), a new committee formed by the merge of the BOG Diversity Committee ("BOG DC") and current Committee for Diversity ("CFD"). The new WSBA CFD's first term will begin on October 1, 2012.

I. History:

A. WSBA Committees:

The WSBA has two diversity-focused committees to address specific diversity issues. They are:

1. The Board of Governors Diversity Committee focuses on diversity policy established by the WSBA Board of Governors. The BOG DC serves to further the guiding principle to advance and promote diversity, equality and cultural understanding throughout the legal community and to reflect the changing face of our profession.

2. The WSBA Committee for Diversity is the principal programming entity for diversity for the Bar. The stated primary goals of the WSBA CFD are to increase diversity within the membership and leadership of the WSBA; to promote opportunities for appointment or election of diverse members to the bench; to support and encourage opportunities for minority attorneys; to aggressively pursue employment opportunities for minorities; and to raise awareness of the benefits of diversity.

B. Consolidation of Diversity Programming and Committees:

In 2008-2009, WSBA conducted an organization wide program review. The diversity program review examined diversity funding, programming, relationships and projects. A recommendation

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to identify a specific direction(s) based on the WSBA's Guiding Principles and then develop a strategic plan for diversity moving forward was formulated.

On January 21,2010, the BOG adopted an ExternalFocus for WSBA Diversity Efforts. The foci are working to understand the lay of the land of our legal community and providing tools to members and employers in order to enhance the retention of minority lawyers in our community.

In February of2010, then BOG members Anthony Gipe and Brenda Williams drafted a Proposal to Reform Diversity Efforts at the WSBA, considering the outcome of the WSBA's program review and external foci. Changes'to the current committees were recommended, including:

1. CFD: • Work with YLD CFD to avoid overlap; • Focus on diversity projects and programming; • Provide an annual report to the BOG, and • Coordinate two yearly diversity stakeholder meetings*

2. BOGDC: • Educate the BOG on diversity issues; • Support the CFD, and • Make diversity policy recommendations to the BOG*

*not an exhaustive list*

In 2006, the Washington Young Lawyers Division Board of Trustees formed the WYLD CFD ("YLD CFD"), with initial goals to develop a diversity training for the WYLD BOT and forge a connection between the WYLD and MBAs. In August, 2010 members of the CFD, YLD CFD and WSBA staff reviewed CFD and YLD CFD programming and prepared a report evaluating the effectiveness of activities based on established criterion. Recommendations were then developed as to whether activities should be sunset or continued, either as they existed at the time or in different iterations. The YLD CFD was disbanded, and the CFD became the sole programming committee. At the time, the CFD had significant representation of young lawyers.

During 2012-2013, CFD programming will continue (ARC Reception, Bar News Articles) with an eye towards maintaining an external presence in the legal community, while identifying other possible entities who might be better positioned to carry out the programming in the future.

In June, 2011, the WSBA formed the Committee on Committees, charged with reviewing the annual reports ofWSBA's committees and task forces in order to insure, "[t]hat the ongoing work of WSBA's committees, task forces, councils, and boards is consistent with the WSBA's mission and guiding principles, as well as the focuses for those principles that the BOG has developed and adopted."1 The Committee on Committees recommended that," The Committee for Diversity and the BOG Diversity Committee should merge into a single committee. The structure of the new committee will be determined in consultation with the members of both

1 Report from the Committee on Committees, July 1, 2012.

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current committees, but it is recommended that the new committee be named the WSBA Committee for Diversity, and that it have two co-chairs, one of whom will be a BOG member who will also report on the committee's activity at every BOG meeting."2

In October, 2011, a Task Force was formed of BOG DC and CFD members to develop a charter for the new CFD, to commence in October, 2012.

MOVING FORWARD

II. Mission Statement for WSBA Committee for Diversity:

The Committee for Diversity is charged with ensuring that diversity and inclusion is integrated within the workings of the WSBA and throughout the legal profession. The Committee will suggest policies to the Board of Governors, provide programming, serve as a champion of inclusion, provide resources for our membership and be a leader in inclusion within the law for our membership and the public.

III. Goals:

A. First Year (2012-2013):

The CFD will begin its inaugural term by identifying three primary areas of strategic focus. Some areas to be considered include outreach, education and the judiciary. Once three areas are chosen, one topic under each will be formulated, with a strategic goal identified and a working plan drafted, with a goal of completion within a 3 year period.

For example: Under the Judiciary, the CFD will commit to providing programming and other resources for diverse attorneys interested in joining the bench. Support will be provided to the Judicial Institute, with a commitment to continuing and expanding the program. Twice yearly meetings will be held, where input from the interested minority attorneys will be heard and addressed. By 2015, 10 minority attorneys will have applied to join the bench, as a direct result of this support, with 5 others working towards the application process in the following year.

This Judiciary Pipeline will be lead by a subcommittee of the CFD, whose members are tasked with only further development, support and growth of this one entity. The JP will have a working plan on how to achieve its goals.

The CFD will have a standing line item on BOG meeting agendas for reports and feedback.

B. 2013 and Beyond:

Once the inaugural year is completed, the effectiveness and initial success of the three areas of specific focus will be assessed. Areas for improvement, external and internal feedback and anticipation of completed goals will be identified and examined. A report will be created by the CFD Co-chairs, with input from the full committee, to be submitted to the BOG at the July BOG

2 Ibid.

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meeting. Assuming the tri-focus approach is deemed effective and sustainable, the programming will continue. External programming will also be assessed at this time as well, with possible new driving entities charged with continuing the projects. A separate CFD subcommittee may need to be formed to maintain this programming, and some events may be removed from the CFD's portfolio.

When the initial three year period is completed, the three areas of focus will be reassessed based on success and internal and external feedback. Based on the level of completion of the projects, new projects will be developed, while current ones are either continued, refocused or sunset. The CFD will hold a retreat at the beginning of each fiscal year where projects are determined and subcommittees are formed.

IV. Structure:

The CFD will consist of 14 members, culled from the BOG, Young Lawyers and the WSBA's general membership. All members will be appointed by the BOG.

Position Membership Co-chair (2) BOG and· General Membership Member(3) BOG Member ( 13) General Membership

Project oriented volunteers may be recruited to supplement the work of the CFD Membership on a project-by-project basis.

Current bylaws pertaining to committees, specifically with relation to attendance, will apply.

V. Budget:

The budget for the 2011-2012 Committee for Diversity is $3,000.00. We will roll this amount over to the new CFD's inaugural year, and reassess at the end of2013, based on spending and new events and programming developed in 2012-2013.

VI. Supporting Documentation:

• Criteria for Defining Our Focus • Diversity Definition • Internal WSBA Diversity Programs and Activities • Proposal to Reform Diversity Efforts in the WSBA • Proposed External Focus for WSBA Diversity Efforts • Report from the Committee on Committees • WSBA Mission Statement, Guiding Principles and Strategic Goals

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WSBA Diversity Committee Roles, Responsibilities and Expectations

The Washington State Bar Association’s Diversity Committee is dedicated to implementing WSBA’s Diversity and Inclusion Plan. The committee's work promotes historically underrepresented groups to enter and stay in the profession of law. The committee does this through collaborative relationships and community building activities that highlight numerous societal benefits of a diverse law profession.

The Diversity Committee’s membership includes WSBA Board of Governors and members of the Bar. All members are responsible for meaningful engagement in the committee including: regular attendance at meetings, doing work on various subcommittees, deepening their own understanding of DEI and acting as ambassadors to members and stakeholders for the committee.

Committee members are also expected to act as ambassadors at diversity, inclusion and equity (DEI) events representing the committee and the WSBA. Members are expected to use their networks to raise the visibility of the Committee and its activities.

Role of the Committee Co-Chairs The function of the Committee Co-Chairs is to guide the committee in its work consistent with WSBA policies and strategic plan. The Co-Chairs must be sufficiently informed to interact knowledgeably with other committee members, WSBA staff, the Board of Governors and other stakeholders.

Role of the Staff Liaison Effective staff liaisons are essential to the Committee and WSBA’s overall success. A staff liaison is a key resource to the assigned committee, not simply a recording secretary. The liaison facilitates committee operations by acting as the information conduit between the Board of Governors and the WSBA organization and also assists the Co-Chairs with administrative responsibilities and strategic planning and implementation.

Role of the BOG Liaison Unlike most of the other WSBA committees and boards, the WSBA Diversity Committee does not have a BOG Liaison. In 2013 The BOG Diversity Committee was merged with the WSBA Committee for Diversity. The committee has one BOG Committee Co-Chair, and three additional BOG members. The BOG members have the same role and responsibilities as any committee member, with the additional role of using their perspective to inform their participation and their positionality to help build bridges to the BOG.

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Diversity Committee – Examples of Past and Ongoing Work

WSBA Community Networking Events / Equity and Justice Mixers These outreach events focus on bringing WSBA presence and MBA information to outlying areas

and inviting the participation of local members. A representative of the WSBA Diversity

Committee, and WSBA staff are on hand to present information and answer member questions.

MBA and Specialty/Local Bar associations have the option of sending a representative to share

information about their work, and/or to help promote the event to their respective members.

Legal Lunchbox Webinar Series The Legal Lunchbox series CLEs is a free webcast offered on the last Tuesday of each month as a

benefit to WSBA members. The Diversity Committee has worked in partnership with the

Diversity and Inclusion staff to plan three DEI focused Legal Lunchboxes.

Beyond the Dialogue Town Hall Beyond the Dialogue was a (non-CLE credit-bearing) series addressing intersectional identities

and the impact of larger societal issues within the legal profession. Speakers share professionaland personal stories of challenge and triumph with the goal of reducing bias, connectingbroader social issues to the work of legal professionals, increasing interpersonal skills, andsupporting professional development.

1L Diversity Fellowships The Diversity Committee has collaborated with the three Washington law schools to support the

onboarding of law students – particularly underrepresented students – into the profession. TheCommittee has worked closely with students and career services staff to review and provideinput on 1L diversity fellowship applications and mock interviews.

ARC/ Summer Inclusion Reception The Committee has annually hosted welcome receptions for students in Seattle University

School of Law’s Access Admission Program, which provides access to a legal education to law

students from underrepresented communities.

Pipeline Programming In an effort to support the pipeline of students from underrepresented communities coming to

law school and the legal profession, the Committee partnered with UW Tacoma Legal Pathways

Program. Through the partnership, Legal Pathways Program students attended a community

networking event in Tacoma, attended a panel presentation hosted by the Committee.

Relationship Building with MBAs In an effort to build a closer relationships between the Diversity Committee and the Minority

Bar Associations (MBAs), the Committee has engaged in the following: Attend MBA annual events. Two committee members and staff have attended MBA

annual events. Washington Attorneys with Disabilities Annual Event. Committee members and staff

work with WADA to plan their annual CLE and reception.

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Standing Agenda Item. The Diversity Committee meetings have had a standing agendaitem for any member with a connection to an MBA to report back on relevant events ofinformation.

MBA board meeting presentations. The Committee has reached out to MBA leaders toget feedback about their work.

Reception with the BOG. The Diversity Committee submitted the idea to the BOG tohost a dinner event with the MBAs and the Committee.

MCLE Rule Change Proposal. The Committee collaborated with representatives fromWWL and QLAW to create a proposal for a Diversity MCLE requirement. A proposal wascreated and sponsored by several other MBAs. The proposal was brought in front of theMCLE Board in October 2018 who eventually submitted a proposal make the requiredethics credit include education about implicit bias, cyber security and mental health tothe Board of Governors in 2019. The proposal was not supported by the BOG but theMCLE Board brought a new proposal limited to implicit bias in the summer 2020 and theBOG ended up approving it.

Summit with Oregon State Bar The idea has been raised in conversation with the Director of Diversity for the OSB for having a

summit of Washington and Oregon Diversity Committees and Minority and Specialty BarAssociations on the topic of inclusion and equity.

Judge Pro Tem Scholarship Applications In FY18 the Committee was asked to create criteria, review, and choose awardees for the WSBA

Judge Pro Tem CLE scholarship. This scholarship was created to recruit and support attorneys ofcolor and other groups underrepresented on the judicial bench. Plans were underway for FY 20but the event was cancelled due to the pandemic.

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Diversity & Inclusion Plan – Page 1

Washington State Bar Association Diversity & Inclusion Plan

Mission Statement The Washington State Bar Association’s mission is to serve the public and the members of the Bar,

ensure the integrity of the legal profession, and to champion justice.

Commitment to Diversity The Washington State Bar Association is committed to advancing diversity and inclusion within the

legal profession. Toward that end, WSBA is committed to understanding and responding to the

professional environment which exists for all lawyers in Washington. Inclusion is best understood

as an environment which encourages and incorporates different perspectives, ideas and experiences. The profession is changing. The business interests of attorneys, employers and clients call for more

diverse legal representation across the state. WSBA recognizes the need to enhance opportunity in

the legal profession and the public’s experience with lawyers by demonstrating to its members and

the public at large a genuine commitment to supporting and advancing diversity and inclusion.

This plan reflects the unique roles for which WSBA is positioned, as a unified bar, to create and

help nurture the conditions that will encourage diverse lawyers to enter, remain, thrive and ultimately

lead the profession and inspire others to follow in their footsteps. The plan rests on a fundamental

assumption that WSBA’s commitment to its own culture of inclusion and cultural competence

provides the best foundation for meaningful progress. We refer to this as “Inside – Out” diversity.

It is our hope that stakeholders and partners will answer the call to involvement as we work from

the inside out to distinguish the Washington State legal profession as an inclusive community.

Background In 2003 the Washington State Bar Association formally established diversity as one of its nine

strategic goals. In 2006 the Board of Governors formed its own Diversity Committee to help

improve diversity within the elected leadership. In 2007 WSBA adopted five guiding principles,

once of which is advancing and promoting “Diversity, equality, and cultural understanding

throughout the legal community.” Consistent with this guiding principle, WSBA next adopted two

focus areas: working to understand the lay of the land of the legal community and providing tools to

members and employers in order to enhance the retention of minority lawyers in the community.

The guiding principle of promoting diversity, equality, and cultural understanding throughout

the legal community was supported by the 2011- 2013 Strategic Goal: Conduct a detailed study

of the composition of the legal profession and retention rates within the profession in the

state of Washington. In 2011 WSBA launched this groundbreaking study. The purpose was to

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Diversity & Inclusion Plan – Page 2

create a statistically reliable study of the membership’s demographics and trends. Study results were

released in March 2012 and presented at the April 2012 Board of Governors meeting.

Purpose of the Plan With the baseline study completed, the Diversity & Inclusion Plan is intended to outline WSBA’s next

steps and long term priorities.

Staff, member and leadership participation are particularly important to the effective coordination and

delivery of systems, services and programs. The Plan’s objectives all work towards the goals of

retaining diverse attorneys, increasing their participation within the profession and creating

opportunities for leadership within the Association.

Plan Objectives

1. MEMBERSHIP DEMOGRAPHICS

a. Improve diverse representation across WSBA entities, especially with respect

to faculty and leadership

i. Provide tools, systems, and evaluation for intentional recruitment of diverse

faculty and leadership in collaboration with Minority Bar Associations

(MBAs)

b. Measure demographics/ diversity indicators longitudinally

i. Conduct bi-annual follow-up surveys and full study every 10 years

ii. Administer more frequent surveys and evaluations to gather timely

information on trends and opportunities

c. Be the resource for others who care about the demographic trends of

Washington’s legal community

i. Publish, present and share demographic news, trends and information

ii. Host events, discussions and online chats about the data and its implications

iii. Help develop a more complete picture of the future of the profession by

partnering with the Initiative for Diversity, the ABA, and law schools to

measure complementary data and methods to address inequities

2. EDUCATION AND TRAINING

a. Ensure everyone who represents WSBA is knowledgeable about membership

demographics and trends

i. Present updated information and resources to leadership, staff and entities

regularly

ii. Conduct annual review and analysis of board, staff and leadership

demographics

iii. Articulate case to members about the business case for diversity and

improve overall understanding of why this effort matters

iv. Develop tools and shared language for WSBA representatives to educate

members why diversity matters to everyone

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Diversity & Inclusion Plan – Page 3

v. Deliver consistent, ongoing training on cultural competence and inclusion

vi. Develop and adopt a shared dictionary of terms and meanings

b. Leverage and target WSBA programming to remove barriers/ improve

conditions identified in the study

i. Target outreach, educational tracks and special offerings within existing

WSBA programs (including Continuing Legal Education, New Lawyer

Education, Law Office Management Assistance Program, Lawyer

Assistance, Public Service, and the Law Clerk Program) to members in all

diversity groups focusing on:

a. Strengthening mentorship opportunities

b. Accelerating outreach to members statewide

c. Expanding support for new and solo practitioners

3. COLLABORATION AND PARTNERSHIP

a. Provide the forum for dialogue, focusing on the conditions for lawyers to

enter, stay, thrive and lead the profession

i. Accelerate communications and education to address inequities relating to

diverse populations, specifically via:

a. Town Hall Series with law schools and employers

b. Online chats to stimulate dialogue

c. Guest posts and articles that raise new voices

b. Provide WSBA representation and information in support of community

projects, task forces and initiatives that intersect with WSBA’s commitment

to diversity

i. Awards and spotlights on innovation and success – using WSBA’s reach for

maximum exposure for good ideas

ii. Increase outreach and facilitation, specifically via:

a. Networking events to open access to bar leaders

b. Receptions and events to connect with stakeholders

c. Clarified support for MBAs

d. Facilitating and hosting a peer network of mentor programs

Accountability & Reporting

A report describing the progress of advancing WSBA’s diversity and inclusion efforts will be presented

at each Board of Governors meeting. The Diversity Chair and staff will present highlights of activities

and ongoing advancement toward these objectives. WSBA will host an annual diversity convocation

whereby each section and entity will report on the status of its efforts towards objectives 1 – 3 and to

talk about what’s working and what support is needed. Finally, staff will present an annual report at

each September BOG meeting on the overall status of the Diversity & Inclusion Plan. The annual

report will be published and distributed widely.

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1 www.waraceequityandjustice.wordpress.com

INVITATION TO JOIN

We are people, communities and organizations working together for racial fairness and justice in the law, legal profession, and justice systems.

The Race Equity & Justice Initiative (REJI) is a call for action to all who understand that we need to work together to challenge the racial bias that has been built into our societal fabric. Tensions and fears from tragedies in Ferguson, Baltimore, Charleston, Flint, Pasco, and so many other places continue to increase due to recent contentious national events. As a result, many vulnerable communities, especially communities of color, are targeted and treated as less worthy. We ask those who are dedicated to equity and justice to join us by signing on to the following principles and commitments.

VISION

A fair and just society respects basic human rights and allows all people to thrive and reach their potential. We share a vision of a community free from bias, systemic unfairness and oppression, where everyone is treated with dignity and respect. Everyone deserves access to affordable, safe, and stable housing, quality education and health care, a legal system that delivers justice to all, a sustainable source of income, fair treatment by financial institutions, ample and nutritious food, clean water, and freedom from environmental hazards.

FRAMEWORK

There are many ways to think about and understand racial justice, but by sharing common language, we can gain greater strength and understanding. REJI uses Professor john a. powell’s powerful tools for talking about race equity work, aiming for a society where everyone belongs within the Circle of Human Concern as full members of society, without exception. But, we recognize that our social, economic, legal, civic, and political structures reflect, produce and maintain racialized outcomes, meaning that the structures and systems we have created systematically bar certain racial groups from fully participating in society, target them for discrimination, and take away power and resources. Our work is about ending these historic patterns.

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REJI ACKNOWLEDGMENTS

1. Policies, structures, and systems that deny people and communities of color what isnecessary for a full and fair life exist in the United States and in our local communities.These structurally racialized systems have been built and are maintained by consciousand unconscious racial bias that pervades society, to the benefit of white people and tothe disadvantage of people of color.

2. These racialized systems work to keep communities of color outside the Circle ofHuman Concern and perpetuate harm. Examples of how laws, rules, and normsoperate today include disproportionately pulling members of communities of color intothe civil, juvenile and criminal justice systems; zoning and forcing communities intosubstandard and unaffordable housing; denying adequate health care, education, andjobs; seizing familial and community land and wealth; threatening personal andphysical safety; and, isolating communities of color from social, economic and politicalpower.

3. Bias and structural oppression based on factors such as gender or gender identity,immigration status or nationality, age, disability, religion, poverty and social class,sexual orientation, membership in an indigenous (native) group or ethnicity are equallyharmful to individuals, communities, and the notion of a just society. Further, thedamaging effects of oppression are multiplied when race intersects with these otheridentity factors.

4. The effects of bias and structural racialization are especially damaging to the socialfabric of our democracy when they are woven into the law, legal profession and justicesystem, where they can weaken the ability of these systems to safeguard equity andjustice under the rule of law.

5. True justice cannot be achieved until the legal and justice systems and all who work inthese systems are conscious of and able to counter the impact of racialized systems,racialized structures and bias. Doing so requires acknowledging that different groupsare situated differently, and that targeted, intentional approaches may be needed toreach just and equitable outcomes.

6. Progress toward equity and justice has largely come from the wisdom and courage ofpeople from communities most harmed by bias and systemic oppression. Thus, raceequity work must be pursued in direct solidarity with, and guidance from, communitiesof color and community-based movements.

7. Structurally racialized systems take their most direct and immediate toll on communitiesof color. They are also damaging to white people, as white privilege is understood,whether consciously or not, to be unearned and gained through the stolen humanity ofothers. This means that white people and people of color have very different as well ascommon work to do to expose and dismantle racialized systems.

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REJI COMMITMENTS

As signers and supporters of the Washington Race Equity & Justice Initiative, we commit to:

1. Work together with, take guidance from, be part of, and hold ourselves accountable tocommunity-based movements in communities most affected by structural racializationand structurally racialized systems.

2. Change structures, policies, processes, and practices in the law, legal profession, andjustice system that allow harm and disparate outcomes for communities of color tocontinue unabated.

3. Promote and support legal and policy reforms to advance race equity and racial justice,recognizing that differently situated groups may require different strategies to achievemore equitable outcomes.

4. Continuously examine whether we and the organizations we work with operate in waysthat align with the race equity and justice values and goals we support. Thiscommitment includes ensuring that race equity is reflected in policies and practices forrecruitment and hiring, work acceptance, priority-setting, governance, organizationalculture, and community partnerships and accountability, particularly with low-incomecommunities of color.

5. Continually explore how race and poverty intersect to make worse the effects of racialdiscrimination.

6. Expand and strengthen the REJI alliance to include diverse partnerships and thesharing of our resources with anyone who is committed to dismantling structurallyracialized systems.

7. Ensure our organizations invest in active, ongoing learning that will teach us to see,reveal, and transform structures that create racialized outcomes and push communitiesof color outside the Circle of Human Concern. This commitment requires that we helpmembers of our organizations and communities to actively and expressly challenge theuse of racist language and behaviors, openly listen when we ourselves are challenged,and learn techniques and tools for reducing and eliminating implicit and explicit bias.

Additional details, definitions, and examples can be found at the Race Equity & Justice Initiative’s website, http://waraceequityandjustice.wordpress.com. To request additional information or sign onto the REJI Acknowledgments and

Commitments, please contact jenniferw@justleadwa.org.

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2019-2020

WSBA COMMITTEE/BOARD ANNUAL REPORT FY 2020: October 1, 2019 – September 30, 2020

The mission of the Washington State Bar Association is to serve the public and the members of the Bar, to ensure integrity of the legal profession, and to champion justice.

Name of Committee or Board: Diversity Committee

Chair: Laura Wulf and Governor Jean Kang

Staff Liaison: Dana Barnett

Board of Governors Liaison: n/a

Size of Committee: 14 (+4 BOG Members)

Direct Expenses: $21,250

Indirect Expenses: $52,047

Number of Applicants for FY21 (October 1, 2020 – September 30, 2021)

15

Purpose:

The Washington State Bar Association’s Diversity Committee (Committee) is dedicated to implementing WSBA’s Diversity and Inclusion Plan. The work of the Committee promotes historically underrepresented groups to enter and stay in the profession of law.

Strategy to Fulfill Purpose:

The Diversity Committee fulfills its purpose through collaborative relationships and community building activities, which highlight the numerous societal benefits of a diverse law profession.

2019-2020 Accomplishments and Work in Progress:

1. Hosted programs with students at UW Law School to assist them with their DiversityFellowship applications, and to provide mentorship for students fromunderrepresented groups about entering the practice of law.

2. Advocated to ensure that Diversity, Equity and Inclusion and Access to Justiceprogramming are part of the mandatory Bar to the Bar Structure Workgroup.

3. Increased the opportunities for interaction and collaboration between the WSBADiversity Committee and MBAs by attending MBA annual events.

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2019-2020

4. Continued to follow and support the passing of MCLE rule change proposal incollaboration with the MBAs and the MCLE Board.

5. Published pieces in NWLawyer that relate to Diversity, Equity, and Inclusion.6. Continued to work with school programs and community partners to explore new

avenues to support students and new and young lawyers from underrepresentedgroups.

7. Worked with the Board of Governors to amend the bylaw related to the electionprocess for At-Large Governors.

8. Submitted a letter to the Board of Governors to provide recommendations in supportof the WSBA taking an “inside out” approach to equity and inclusion.

9. Approved a proposal to redistribute funds unused by the Diversity budget, due toCOVID-19, to create a grant for MBA scholarships.

10. Developed topics and presented CLEs in three diversity, equity and inclusion areas.

Please note: The Diversity Committee had several in-person programs scheduled with law schools, undergraduate programs and community organizations for the year, most of which were canceled due to COVID-19.

2020-2021 Goals:

1. Work with Law Schools and other educational partners to re-imagine partnershipsand support for underrepresented students within the virtual sphere.

2. Review and make decisions on scholarships for the Judge Pro Tem CLE.3. Work collaboratively with the WYLC and the Board of Governors to develop a

process for At-Large Governors elections.4. Revisit the bylaw definition of “diversity” and the roles and responsibilities of the

At-Large diversity positions.5. Support the MCLE rule change proposal regarding one mandatory ethics credit in

elimination of bias.6. Continue to support the WSBA in reaching its stated goals and commitments

around diversity, equity and inclusion.7. Work to increase participation and leadership of historically marginalized groups

in WSBA volunteers, committees, and boards.

Please report how this committee/board is addressing diversity, equity and inclusion: How have you elicited input from a variety of perspectives in your decision-making? What have you done to promote a culture of inclusion within the board or committee? What has your committee/board done to promote equitable conditions for members from historically underrepresented backgrounds to enter, stay, thrive, and eventually lead the profession? Other?

1) The committee is staffed by the Equity and Justice Program Manager, and the Equity andJustice Lead, both of whom have educational experience and expertise in diversity topics,both lead regular workshops and training with committee members throughout the year. Thisyear we also conducted an equity assessment of our committee dynamics.

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2) We have integrated more group discussion and collaboration in decision making, as well assupported committee members with resources, tools and training to be confidentambassadors about the work of diversity and inclusion at WSBA.

3) Training, education and awareness building activities on diversity and inclusion are allconsistent elements integrated in and throughout our meetings, events and programming.

4) All our programming and work is focused on these goals, the committee has also acted tosupport the Board of Governors in pursuing equity and inclusion goals.

Please report how this committee/board is addressing professionalism: Does the committee/board’s work promote respect and civility within the legal community? Does it seek to improve relationships between and among lawyers, judges, staff and clients? Does it raise awareness about the causes and/or consequences of unprofessional behavior? Other?

1) The Committee integrates and connects a focus on professionalism throughout its programming.The substantive content of workshops, seminars, etc. provide interpersonal and organizationalskills necessary to support the professional development of attorneys.

2) The Committee seeks to educate the legal community on diversity issues through legallunchboxes and town halls.

3) The Committee raises awareness of the consequences of unprofessional behavior that arerooted in personal bias and systemic inequity.

4) Committee members mentor new attorneys and students, advising on issues of professionalism.

Please report how this committee/board is incorporating new and young lawyers and/or their perspectives into its work: How have you brought new and young lawyers into your decision making process? Has the committee/board supported new and young lawyers by (for example) helping to find and prepare them for employment, assisting with debt management, building community, and providing leadership opportunities? Other?

1) We have new and young lawyers on our committee.

2) We offer WYLC members the opportunity to partner on our community networking events andto speak publicly to represent the committee.

3) This year we had members attend WYLC meetings and invited representatives to our meeting todiscuss court dress code policy.

Please report how this committee/board is addressing the needs of the public: How is the public impacted by your work? Has the committee/board sought input from the public, and/or communicated its work to the public? Other?

The Diversity Committee invites community organizations and members of the public to attend our Community Networking Events. The committee sees acknowledges that the public are stakeholders in the work of equity in the legal profession and creates this opportunity for partnership, education, and dialogue with the public and the committee. This year we were unable to hold these events due to COVID-19.

FY20 Demographics: To Be Completed by WSBA Staff

Gender: Female (11) Male (3) No Response (1) Transgender Two-spirit Multi

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Non-Binary Not Listed

Ethnicity: American Indian/Native American/Alaskan Native (1)

Black/African-American/African Descent (3)

Asian (3) Hispanic/Latinx (3) Middle-Eastern Descent Pacific Islander/Native Hawaiian White/European Descent (4) Multi-Racial/Biracial (1) Not Listed (1) No Response

Sexual Orientation: Asexual Gay, Lesbian, Bisexual, Pansexual or Queer (3) Two-Spirit Heterosexual (9) Multiple Orientations Not Listed No Response (4)

Disability: Yes (1) No (10)

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