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EED Milestones

1991: LSA establishes a special committee called “Women in the Legal Profession”, conducts a survey of both inactive and active members and develops its first policy called “Gender Inclusive Communications Policy”.

1992: LSA develops a standing committee called “Gender and Inequity in the Legal Profession”. First survey of the profession on equality and diversity conducted.

1993-1995: Committee undertakes several initiatives including developing:
  • model workplace policies,
  • paper on the duty to accommodate,
  • facilitator’s manual and manual for training facilitators in sexual harass-ment complaints,
  • amendments to Chapter 1, Rules 8 & 9 of the Code of Professional Conduct, and
  • a safe counsel program.
1996: Committee renamed “Gender and Equality Committee”

1997-1998: Starting and hiring for the Office of the Equity Ombudsperson. Developing guidelines for discrimination and harassment complaints.

1999: Committee renamed “Gender, Equal-ity and Equity”

2001: As part of strategic planning exer-cise, committee identifies key priorities

2003: Name changed to Equality, Equity and Diversity Committee to reflect broader mandate of the committee. Committee recommends Queen’s Counsel criteria to encourage diversity in appointments. Second survey of the profession on equality and diversity held.
Continued on page 7

Equality, Equity and Diversity Committee Evolving

by Stephen Raby, QC, Chair, Equality, Equity and Diversity Committee



Stephen RabyEnvisioning equality of opportunity for lawyers in an increasingly diverse legal profession, the work of the Equality, Equity and Diversity Committee has been a progression of ideas, policies and programs.

In 2006, we are halfway through the time horizon forseen by Mr. Ste-phen Hillier, QC (as he then was) when he addressed the Benchers’ Convocation in June 1996 by saying: “The objective of the Benchers has been to give guidance and help steer the profession in a direction towards equality, all the while knowing it would take a considerable amount of time (estimated at 20 years) and energy to sustain the focus for such a long period of time, continuous recruitment for fresh ideas and a significant amount of resources.”
  • Its accomplishments are many as per the following:
    Development of model equity policies for law firms including the guidelines for:
    • Parental and Maternity Leave
    • Alternate Work Schedule Policy
    • Gender Inclusive Communication
    • Implementation of a Harassment Policy
    • Implementation of a Violence Policy
    • Development of Equality & Diversity Policy
    • Equality in Employment Interviews
    • Implementation of Bereavement, Compas-sionate and Family Responsibility Leave Policies
    • Model policies available at www.lawsocietyaberta.com
  • Diversity in governance - law society commit-tee appointments
  • Development of Queen’s Counsel selection criteria
  • Aboriginal Law Student Summer Student Em-ployment Program - Summer 2006
  • Meeting of diversity and equality counsel from other law societies (2005)
As well, the committee has reviewed and updated its mandate several times to reflect the evolution of the work of the Committee: 1991, 1993, 1996, 1999, 2003 and 2006. Surveys of the profession on equality and diversity have been held in 1992 and 2003. In addition, the committee has conducted exit interviews of members moving to inactive or retired status. These were held in 2003 and on-line in 2004 and 2005.

The Law Society recognizes and values the work of the many committee chairs and volunteers over the past 15 years.


    Mandate Includes Addressing Challenges of a Diverse Profession

    To educate, promote and respond to equality, equity and diversity issues in the legal profession. This mandate includes researching, developing, promoting and implementing policies and programs that:

    1. Address all forms of discrimination or harass-ment whether based on race, language, culture, colour, national or ethnic origin, gender, religion, marital or family status, sexual orientation, age, mental disability or physical    		 disability or on the basis of any similar personal attribute;

    2. Address the opportunities and challenges of an increasingly diverse legal profession; and

    3. Assist the LSA where appropriate in its goal of being a model regulator, to meet or exceed current equality and diversity standards and when appropri-ate to take a leadership position.
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