spirited debates regarding controversial and complex issues struggle to talk openly about diversity and inclusion. I do not mean this as a slight, but as an acknowledgement of a reality. I realized what was missing in all of the previous panel discussions — no one had ever publicly acknowledged that talking about the subjects of diversity and inclusion are difficult. If we recognize and state that we are in an uneasy space, then more people might feel inclined to engage because they would feel that they are in a safe space where they can be vulnerable and transparent. Taking my seat on this recent panel, I knew that I did not want to have the same “conversation” that usually became a lecture. When it was my turn to speak, I thanked the audience, full of hiring partners and managers, and told them that I appreciated their commitment to diversity and inclusion. Clearly, the fact that they were in the room to discuss diversity and inclusion means they are invested. I also decided to address the fact that diversity and inclusion are uncomfortable topics. When we enter the conversation, we are asking people to stretch themselves in ways they are not used to being stretched. We have to acknowledge that we are pushing people outside of their comfort zones and that is okay. Recognizing the discomfort fosters a safer space for a more open and honest dialogue. At that moment, I felt like a weight lifted in the room. Just recognizing and acknowledging that we are operating in an uncomfortable space helped make the panel discussion a true dialogue. The moderator and panelists were not the only people who spoke. Audience members chimed in, asked questions and offered their own personal anecdotes. When the panel discussion ended, I felt that we went beyond the surface for the first time. I did not have the same feeling of frustration that I had after previous panel discussions. This was, by far, the best discussion because everyone left the room with new information and ideas to increase and retain diverse legal talent.
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The topics of diversity and inclusion are not easy topics to address, but we can decrease the difficulty by acknowledging and recognizing that leaving our comfort zones is okay. Recognizing and verbalizing that we are entering uncomfortable territory actually creates a safe space where everyone can speak openly and candidly, which leads to progress and solutions. Regardless of how daunting it may seem, we need to have the tough conversations about diversity and inclusion if we want to progress to a diverse and robust legal community in central Ohio.
Lindsay Ford Ellis, Esq.
Central Ohio Transit Authority (COTA) FordEllisLL@cota.com
13 | Columbus Bar L aw yers Quarterly Winter 2018