Justicia Think Tank and Weilers:
Promoting Equity and Diversity in the Ontario Legal Profession
In response to the rate at which women were leaving private practice, the Law Society of Upper Canada created in 2005 the Retention of Women in Private Practice Working Group. For more information on the Working Group and its findings, please go to the Law Society of Upper Canada web site.
One of the recommendations of the Working Group was the implementation of a three-year pilot project (the “Justicia Think Tank”). Participating firms commit to adopting programs for the retention and advancement of women in the legal profession. Participating law firms will also commit to developing and/or maintaining programs, based on the needs of their lawyers and the expectations of the firm, in maternity/parental leaves and flexible work arrangements, networking and business development and mentoring and women in leadership roles.
Participants in the Think Tank recognize that challenges face the legal profession in general and law firms in the retention and advancement of women. Women in private practice are diverse by virtue of, but not limited to, ethnicity, ancestry, place of origin, colour, citizenship, race, religion or creed, disability, sexual orientation, marital status, age and/or family status. This diversity will be taken in to account when implementing the project.
We are pleased to announce Weiler, Maloney, Nelson is participating in the Justicia Think Tank.
Participation requires a 3 year commitment by Weilers. We are required to develop and implement programs and policies in several areas. This includes tracking demographics, parental leave programs and flexible work arrangements, networking and business development and mentoring and leadership development skills for women.
Over the course of 3 years, all participating law firms will:
- collect best practices in parental leave programs and flexible work arrangements
- will review its existing written policies relating to maternity, parental and adoption leave, flexible work arrangements and accommodations
- consider developing our written policies with respect to maternity, parental and adoption leave, flexible work arrangements and accommodations
- develop a strategic business development plan
- consider allocating appropriate resources to implement effective business development and networking opportunities focused on women lawyers’ needs and women clients
- share information about business development and networking opportunities and programs specifically tailored for women lawyers and women clients
- develop models of mentoring and leadership skills development programs
- identify through consultation what women in the firm need and want regarding mentoring and leadership development opportunities and allocate the resources to support those programs
- consider whether women lawyers are well represented throughout the firm, as group leaders, committee members and other positions of leadership, and identify gaps and develop strategies to enhance women’s participation in the leadership of the firm
- implement mentoring programs
