q What if our firm is small and does not have written non-discrimination or EEO policies? Then, it is time to draft these policies and publish them. 97% of the law firms participating in the 2011 Equality Illinois Law Firm Survey have a non-discrimination or EEO policy that expressly includes sexual orientation; 92% of participating firms also include gender identity and/or gender expression.
q Evaluating the firm’s dress code policy. From suits to business casual attire, dress code policy may vary from firm to firm and reflects the different workplace attitudes of law firms. A law firm’s dress code policy may be a sensitive issue for transgender and gender-transitioning employees. If your law firm has a gender-specific dress code policy, then your firm will want to respect the transgender employee’s gender identity in enforcing that policy, or consider implementing a more gender-neutral dress code policy for everyone.
q Evaluating the firm’s language. In the workplace, what we say matters as much as how we say it. If the goal is an inclusive workplace, then law firms must use inclusive language. For example, if your firm plans a social event, consider including the term “partner” along with the term “spouse” on invitations and related materials. This simple gesture goes a long way in communicating to lesbian and gay colleagues that their loved ones are also included. Remember, the use of inappropriate personal pronouns to a transgender person is never right. If you are not sure which pronoun is appropriate, then it is perfectly acceptable to ask.
q Evaluating the firm’s marketing materials. Does your law firm have any materials that are designed for LGBT law student recruitment or for soliciting LGBT clients? There are many different ways to reach out to LGBT law students, lawyers, and the community through marketing. Some of the most successful marketing techniques include publicizing the firm’s LGBT lawyers, identifying services provided to the LGBT community, highlighting sensitivity to LGBT legal issues and pro bono work, and highlighting diversity initiatives that are LGBT inclusive.
q Evaluating the firm’s diversity training. Undoubtedly, one of the best ways to create an inclusive and sensitive workplace is through diversity training. Does your firm include LGBT issues in diversity training? Are diversity training sessions mandatory? There are numerous LGBT organizations in Illinois that can offer diversity training sessions on LGBT issues geared towards your firm.
q Evaluating criteria for funding local organizations and for accepting pro-bono work. Does your firm consider donating to LGBT organizations when it makes annual donations to local organizations? Does your firm work on LGBT legal issues on a pro bono basis? If so, is your firm highlighting these initiatives through its marketing materials? If your firm’s pro bono coordinator solicits pro bono assignments from local organizations, then he or she may want to include legal service organizations such as Lambda Legal or the AIDS Legal Council of Chicago. If your firm has a policy of not contributing to 501(c)(4) organizations, then consider the fact that a majority of LGBT 501(c)(4) organizations have 501(c)(3) educational affiliates that could use your firm’s contributions. For example, the Equality Illinois Education Project, a 501(c)(3) organization, educates the citizens of Illinois about a wide array of LGBT issues in a non-political, non-partisan way. Getting involved in both legal and community LGBT organizations is the best way to reach out to LGBT law students, lawyers, and the community.
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A GUIDE TO LGBT-INCLUSIVE LAW PRACTICES