Background of IDGC
Q. How was IDGC created and how is it presently organized and operated?
The Initiative for Diversity Governing Council (“IDGC”) was established in 2004 to assist in diversifying the legal profession with respect to hiring, retention, promotion, and elevation of diverse lawyers into leadership positions. Minority bar association leaders, the Glass Ceiling Task Force, the King County Bar Foundation, and other groups independently worked towards the concept of improving diversity in the legal profession, and came together to collaborate as IDGC in 2004. Currently, representatives from Washington's minority, specialty, state and county bar associations; attorney interest groups; and public and private legal employers are working together in the IDGC.
Q. Have there been similar efforts in other states?
Similar efforts have been launched in the cities of San Francisco, Boston, Chicago, and New York and in various states as a statewide initiatve such as Colorado. Washington’s IDGC was modeled, in some respects, to the pledges, signatory commitments and measurement guidelines of those other locations. To view the Chicago Bar Association's Diversity Initiative, click here and view Diversity under the Services tab. To view the Bar Association of San Francisco's Diversity Commitment, click here. To view the Colorado Bar Association's Pledge to Diversity, click here.
Measurements
Q. How will IDGC measure whether an employer is doing well or not?
An employer’s progress will be measured against its individualized diversity plan, created in consultation with IDGC. If an employer meets all or most of the plans and commitments in the diversity plan, then IDGC will report and publicize the success. If an employer does not meet the plans and commitments in the diversity plan, then IDGC will note that there are still areas of improvement, and the areas of improvement as well as past progress will be publicized accordingly.
Q. Will large firms be measured differently than small firms?
An employer’s progress will be measured against its individualized diversity plan, which will be created and adjusted to reflect the size and needs of the employer.
Q. Will public employers be measured differently than private employers?
An employer’s progress will be measured against its individualized diversity plan, which will be created and adjusted to reflect the nature of the employer.
Q. Is this the same or different from the Minority Bar Association Law Firm Survey?
The Law Firm Survey was created by nine of the minority bar associations (Asian American Bar Association of Washington, Korean American Bar Association of Washington, Latina/o Bar Association of Washington, Loren Miller Bar Association, Northwest Indian Bar Association, QLaw: GLBT Bar Association of Washington, South Asian Bar Association of Washington, Vietnamese American Bar Association of Washington; and Washington Women Lawyers). The Minority Bar Association Law Firm Survey is collecting information from the top fifty private law firms (based on size) in Washington state. IDGC anticipates using the results of the Law Firm Survey with respect to the top fifty private law firms (based on size) in Washington state, and will adapt the Survey for other legal employers.
The Law Firm Survey was designed to take a “snapshot” of the top fifty private law firms, and to provide information based on that snapshot available to the public. IDGC’s mission is to assist legal employers in improving diversity from year to year. While IDGC may use the Survey results as a baseline, IDGC’s focus will be on assisting legal employers in creating their individualized diversity plans and accomplishing their plans and commitments.
Resources
Q. What resources will be made available to employers, and how?
The IDGC will make resources and tools available for those signatories who request assistance in developing or implementing a diversity plan, and will publicly acknowledge each signatory's achievements toward their plans and commitments. For example, the written resources and materials may include a “Best Practices” guidebook of tips and successful efforts. IDGC will also connect employers with consultants who present conferences or offer training. Further, the IDGC members are also available for consultation with signatories who request assistance.
Q. If an employer confers with an IDGC member, what confidentiality is preserved?
All discussions between an employer and an IDGC member will be kept in confidence. Written materials shared between the employer and an IDGC member will be kept confidential as well. However, an employer’s responses to the Initiative for Diversity Questionnaire are not kept confidential.
Disclosure
Q. What parts of an employer's diversity plans will be made public?
We encourage employers to make their diversity plans public. This type of disclosure will encourage other employers to join as signatories to IDGC and will provide information to law students and lateral attorneys as they are applying for jobs. However, the extent to which each employer chooses to make their diversity plan public is within each employer’s discretion.
Q. What type of statistical information do employers have to provide to IDGC?
An employer will be asked to provide statistical information in the Initiative for Diversity Questionnaire about its attorneys, which identifies the number of ethnic minority, GLBT, disabled and female attorneys in its workforce. Further, the Initiative for Diversity Questionnaire will also seek information, for example, about whether the employer has an existing diversity policy or statement; diversity, recruiting, and management committees (and the composition and leadership of such committees); parental leave policy; alternative work schedules; diversity training program; anti-bias and/or anti-harassment training and policies; participation in minority bar associations programs and events; diversity scholarship/internship/clerkship program; participation in minority job fairs; and mentorship program. An employer’s responses to the Initiative for Diversity Questionnaire are not kept confidential.
Contributions
Q. What about financial contributions, and will that be included in determining whether an employer meets their diversity plan?
Yes, all contributions, whether financial or in-kind, will be included.
Q. What amounts of financial contributions will be expected from employers?
The IDGC is in the process of establishing contribution and sponsorship levels. However, any contributions, whether financial or in-kind and in any amounts, will assist IDGC in its efforts to increase diversity, and will be acknowledged.
Q. Is the IDGC a 501(c)(3) organization?
IDGC is in the process of gaining its 501(c)(3) status.