Veterans bring discipline, leadership, adaptability, and a deep sense of purpose to their work. Yet, many face barriers when transitioning to civilian careers—barriers that organizations can help remove through intentional inclusion, understanding, and opportunity.

Creating a workplace that values military experience is not only the right thing to do—it’s also a powerful way to strengthen teams, expand perspectives, and drive innovation. As law firms navigate a changing employment landscape, honoring veterans and building equitable hiring pipelines has never been more important.

Who Are Our Veterans?

Veterans represent a diverse group of individuals with a wide range of experiences and skill sets. From logistics and technology to healthcare and leadership, veterans bring practical expertise developed through teamwork, problem-solving, and resilience under pressure. Recognizing these transferable skills allows organizations to better match talent with business needs.

Why Inclusion Matters

Inclusion is more than a gesture of gratitude—it’s a commitment to equity and belonging. When workplaces intentionally create space for veterans, they not only honor service but also benefit from new perspectives that enhance collaboration and innovation. An inclusive culture values all experiences and helps bridge the gap between military and civilian life.

How to Build Sustainable Hiring Pipelines

Building veteran-inclusive hiring practices begins with awareness and action. This includes:

• Administrators that can translate military skills into civilian job qualifications
• Partnering with veteran organizations and transition programs that can help law firms implement successful veteran hiring practices
• Training legal administrators to recognize and appreciate military experience
• Providing legal administrators with the tools to establish in-house mentorship and sponsorship opportunities to support long-term success

Sustainable pipelines are not built overnight—they grow through consistent effort, accountability, and genuine engagement. 

When we honor veterans, we do more than say “thank you.” We invest in leadership, loyalty, and resilience—the qualities every successful organization needs.

Additional Resources

For those interested in learning more about supporting veterans in the workplace, we invite you to explore the following resources:

Hiring Our Heroes – Information on hiring events between the military community and civilian companies.  www.hiringourheroes.org

Military.com – free veteran jobs board and employer listing service. https://www.military.com/hiring-veterans

Four Block - become a Career Readiness Instructor to help build professional relationships with local veterans and help them achieve their goal of transitioning to a civilian career.  https://fourblock.org/

IRS Work Opportunity Tax Credit – here you will find information regarding the WOTC federal tax credit, which includes hiring former servicemember. https://www.irs.gov/businesses/small-businesses-self-employed/work-opportunity-tax-credit

ChicagoVets.org – find out about how our city is helping the veteran community and obtain information on how you can become a partner. https://chicagovets.org/partnership/

Yet supporting underrepresented groups remains important.  Mentorship and sponsorship offer effective, flexible ways to do so, even without formal programs.

What Is Mentorship?

Mentorship is when a more experienced professional provides guidance, advice, and support to a colleague with less experience.  This might include sharing insights about firm culture, helping develop skills, or discussing career planning.

What Is Sponsorship?

Sponsorship involves active advocacy.  A sponsor uses their influence to promote someone’s career by recommending them for key projects, introducing them to influential contacts, or supporting their advancement within the firm.

Why Does This Matter Now?

As some formal DEI programs face challenges, mentorship and sponsorship remain vital tools to help underrepresented professionals access opportunities and build long-term careers.

Mentorship and sponsorship are simple yet powerful ways legal administrators can support inclusion and help create a stronger, more diverse legal community.

Further Resources

For those interested in learning more, here are some helpful links:

• A Guide to Mentors, Sponsors, and Coaches
• A mentor to grow — A sponsor to go - SmartBrief
• Got a mentor? Good. Now find a sponsor. | Fortune
• The Power of Sponsorship for Women
• You’ve Got a Friend in High Places: The Power of Sponsorship for Women | Womble Bond Dickinson
• https://idaabbott.com/wp-content/uploads/High-quality-mentoringdiversity.pdf
• Don’t Just Mentor Women and People of Color. Sponsor Them.
• The Power Of Mentorship And Building The Next Generation Of Leaders

What to do this month (simple, practical steps)

1. Send a short firmwide note.

Purpose: set the tone, explain how to request help, and point to resources. Use plain, respectful language and make your request channel obvious.

Copy/paste example email

Subject: October is NDEAM – Celebrating Value and Talent

As part of National Disability Employment Awareness Month, we’re recognizing the value and talent that disabled professionals bring to our firm and the legal community. If you need a workplace accommodation (for example: schedule adjustments, assistive technology, quiet space, captions), you can ask in plain language—you don’t need special legal terms.

How to request: Email HR@Firm.com, and our HR team will review and respond to start a confidential, collaborative conversation about what you need to do your job.

We’re also reviewing our digital tools and event practices to improve accessibility for everyone.

Questions? Contact HR@Firm.com.

— Admin/HR Team

2. Refresh your "interactive process" (the way people ask for and receive accommodations).

Think of this as a simple, repeatable workflow:

• One front door: a single email address or form everyone can find (intranet + handbook).
• Quick response: acknowledge within 3 business days and schedule a conversation.
• Talk it through: discuss essential job functions, the person’s limitations, and options to try (many are low to no cost).
• Try and check: pilot an accommodation for 30–60 days, then review and adjust together.
• Keep it private: share only with those who need to know to implement.
• Write it down: keep a simple log of dates, requests, decisions, and follow‑ups.

Need plain-English guidance? Point managers and HR to the Job Accommodation Network (JAN), a free, national service that explains the process with examples and templates.

3. Do a quick digital-access check (web, intranet, PDFs, portals).

Ask IT/Marketing to verify a few high-impact basics from Web Content Accessibility Guidelines (WCAG) 2.2:

• Keyboard access: can you use every feature without a mouse?
• Focus indicators: is the tab focus visible as you move through links and forms?
• Clear links: do links make sense out of context (avoid only “click here”)?
• Captions and alt text: do videos have captions and meaningful images have alt text?
• Readable contrast: is text/background contrast sufficient for easy reading?

4. Book a 60-minute “ADA 101 for Managers” this month.

Managers often just need to know how to respond and who to loop in. A short, practical training (virtual or onsite) builds confidence and consistency.

Chicago-area resources (easy to plug into your program)

• Great Lakes ADA Center (UIC) - Free technical assistance, webinars, and custom trainings for employers; Region 5 resource. Phone 800‑949‑4232 (V/TTY).
• Access Living – Disability Inclusion Institute - Customized consulting and trainings on hiring, retention, and accessibility for Chicago employers.
• Equip for Equality – Illinois ADA Project - Provides employer trainings and practical ADA resources; Illinois’ protection & advocacy organization.
• City of Chicago – Mayor’s Office for People with Disabilities (MOPD) - Employer partnerships and a Career Center that connects job seekers with disabilities and supports inclusive hiring. Email MOPDCareerCenter@cityofchicago.org.
• Disability:IN Chicagoland - Business network focused on disability inclusion with programming and peer learning for HR/DEI leaders.

Barriers—and practices that work

1) Recruiting & Hiring

• Use structured interviews, diverse panels, standardized scoring; pilot resume de-identification where feasible.
• Build pipelines with Latinx student orgs and bar associations.

2) Mentorship & Sponsorship

• Launch formal mentorship and sponsorship with clear goals and check-ins (local: Hispanic Lawyers Association of Illinois JD Mentors).

3) Networks & Business Development

• Cover dues and encourage participation in HLAI; host cross-firm networking with Latinx bars. HLAI

4) Evaluation & Advancement

• Publish role-specific criteria and shared rubrics; calibrate reviews across groups to ensure comparable standards.
• Regularly review ratings, promotion slates, compensation and opportunity flow (high-value work, client exposure); fix gaps (adjust scores, reopen slates, rebalance pay).
• Tie leader incentives to inclusive staffing/retention/promotion; document decisions with brief memos and calibration notes.

5) Financial Barriers

• Offer paid internships/externships and bar-prep stipends; contribute to Hispanic Lawyers Scholarship Fund of Illinois (applications typically open annually).

30–60 Day Action Plan (expanded quick wins)

• Launch mentorship/sponsorship & match pairs
• Setup (Week 1): Post a 3-minute sign-up (interests, goals, practice area, availability). Identify 1 program owner and 2 practice-group liaisons.
• Matching (Week 2): Pair for both mentorship (career guidance) and sponsorship (advocacy + opportunities). Prioritize cross-practice matches where useful.
• Expectations: 30–45 min monthly touchpoints; one Q4 stretch assignment or intro per protégé.
• Metrics: number of matches, monthly touchpoint rate, retention/assignment data, promotions considered.
• Publish a structured interview guide for hiring teams
• Define (Week 1): Role-specific competencies (technical + behavioral); create 6–8 standardized questions with anchored rubrics (1–5).
• Enable (Week 2): 30-minute calibration huddle for interviewers; require scorecards for every interview; use diverse panels where feasible.
• Materials: Interview question bank, scoring rubric, debrief worksheet, “what good looks like” examples.
• Metrics: Scorecard completion rate, time-to-decision, pass-through parity by stage.
• Cover membership dues for one Latinx bar association per interested employee
• Policy (Week 1): Budget cap (e.g., up to $X/year), eligible orgs (e.g., HLAI, HNBA), simple request form, and expectation of engagement (e.g., attend 2 events or share a short recap).
• Rollout (Week 2): Announce policy; highlight 2 upcoming events; identify an internal point person.
• Metrics: number of sponsored memberships, event participation, networking leads surfaced, speaking/leadership roles gained.
• Announce a bar-prep stipend program
• Design (Week 1): Eligibility (e.g., summer associates/new grads/clerks), stipend range (e.g., $500–$1,500), reimbursable items (course fees, MBE materials, prep exams), simple submission & receipt process.
• Safeguards: Neutral eligibility (open to all who qualify), rolling deadlines, and confidential processing.
• Rollout (Week 2): Publish FAQs + application form; add a point of contact.
• Metrics: Utilization rate, bar passage outcomes (aggregate), time-to-onboarding.

Access the template outlines!

For legal professionals, engaging meaningfully during organized service events means going beyond one-off appearances. It involves listening, learning, and collaborating with local communities to find solutions to local issues. Inclusive volunteerism encourages firm-wide participation across all levels and celebrates diverse perspectives, creating a ripple effect of empathy and equity both within and outside the firm. Whether through legal education workshops, mentorship programs, or neighborhood revitalization efforts, these touchpoints build trust, enhance cultural competency, and solidify a firm’s commitment to justice—not just in courtrooms, but in communities.

Please join us on July 23rd to discuss what your firm is doing to give back to the community. The ALA will provide a volunteer opportunity in the near future to meaningfully connect with your ALA peers while giving back to our community. 

• That freedom delayed is not freedom denied
• That history lives in our traditions and our choices
• That the work of justice is still ours to carry forward

Juneteenth is not the end of the story. It is the charge to keep going.

In addition to celebrations with my family, I equally enjoy planning my team’s holiday party, purchasing cute little gifts for work colleagues just so they know I am thinking of them. My holiday excitement at work, at one point, had not been shared by all my colleagues. My co-worker Bill, whom I lovingly called “the Scrooge” behind his back, refused to take part in ANYTHING. He wouldn’t attend our parties, with amazing scavenger hunts, White Elephant gift exchanges, wine and treats. He wouldn’t sign a card for an absentee co-worker, wishing them a happy holiday season. He was always the “Scrooge” to me. It was deeply frustrating. Here I was, trying my best to ensure everyone on my team enjoyed the holidays and had a nice time with their team, and Mr. Scrooge wouldn’t even pop his head out of his office to put on a fun Santa hat and sing a Christmas jingle.

I’d had enough of my friend Bill. He wasn’t a team player. He overlooked all the care and time I put into making these events fun. He wasn’t being a good co-worker. So I walked into his office one day, plopped myself down in a chair in front of him, and asked what his problem was. I’m certain I asked it in a nice way, but my intention was clear. I remember saying to him, “I know you don’t celebrate Christmas, but you could certainly celebrate Santa Claus! Who hates Santa Claus?” Bill’s answer changed the way I handled the holiday season from that day forward. I was the chair of my company’s Diversity and Inclusion committee, and I will tell you I felt like the biggest phony on that day.

Bill explained to me that as a child he grew up going to public schools. Every year, he told me, he would be “forced” to learn the Christmas songs, “forced” to dress up and perform at the Christmas concert. Year after year he was “forced” to participate in a religious holiday that his family did not observe. As a young Jewish boy, he never had a choice as to whether or not he was going to participate in Christmas festivities. He was told he had to. He was graded on whether or not he did. And that stuck with him his entire life. And so, he explained to me, once he grew old enough to be able to choose, he chose not to. It wasn’t that he didn’t want us to have a good time. It wasn’t that he was not a team player. Rather, he has very terrible memories from that period in his childhood that he has not gotten over, and to this day, he chooses to sit the holidays out.

I must admit, I was (and remain to this day) very sad for my friend Bill. We all know what it is like to be forced into doing something we don’t want to do, and I didn’t want to be the kind of person who overlooked someone else’s beliefs or customs. I never again asked Bill to participate in the holiday festivities. The following year, he walked into my office with a beautifully wrapped gift and wished me a Merry Christmas. He had appreciated that I backed off and respected his beliefs.

As I pop M&Ms in my mouth from the candy dish Bill gifted me, that sits on my desk to this day, I remember fondly the lesson he taught me. I will continue to observe and enjoy my holidays. I continue to plan my team’s holiday parties, but I am extra careful to be inclusive and not forceful with participation. If you find yourself in a similar situation, I would encourage you to take the opportunity to ask about the other person’s traditions, or how/if they celebrate the season. Whatever you believe, I hope you will remember my friend Bill this holiday season. Enjoy yourself, celebrating whatever holiday you wish to celebrate. Don’t ever lose sight, though, that your holidays may not be celebrated by those around you. It doesn’t make them a “Scrooge”, it just makes them different than you. That in itself is something to celebrate!

Fostering an Inclusive Holiday Environment

This story serves as a reminder that our celebrations should respect and include all individuals’ preferences. Here are some ways to ensure our workplace holiday traditions reflect our commitment to diversity, equity, and inclusion:

1. Invite Input: Encourage team members to share their thoughts on how they’d like to celebrate the season or if they’d prefer alternative ways to connect.
2. Offer Options: Create activities that accommodate different preferences, ensuring participation is always optional and not tied to expectations or performance.
3. Celebrate Diversity: Take the opportunity to learn about and acknowledge other holidays, such as Hanukkah, Kwanzaa, Diwali, or Winter Solstice, celebrated during this time of year.
4. Be Thoughtful: Avoid assumptions about what the season means to someone else. A simple question, like “How do you celebrate this time of year?” can open up meaningful conversations.

As you enjoy this festive time, let’s make it a season that reflects the best of what we stand for as a legal community: respect for one another, an appreciation for our differences, and a commitment to fostering an environment where everyone feels valued and included.

From all of us at ALA Chicago, we wish you a joyful, respectful, and inclusive holiday season. Let’s celebrate not just our traditions, but the diversity that enriches our lives and our workplace.

The Latinx Community - Barriers Faced and How You Can Help to Dismantle Them

1. Underrepresentation and Lack of Mentorship

Barrier: Latinx individuals are significantly underrepresented in the legal field compared to other ethnic groups. This underrepresentation is compounded by a lack of mentors and role models who can provide guidance, support, and career advancement opportunities.

Measures to Take: Develop programs and strategies specifically aimed at recruiting and supporting Latinx talent. Additionally, firm’s can establish or cement mentorship and sponsorship initiatives that connect Latinx law students and early-career professionals with experienced mentors who can offer guidance and support. Consider looking into the Hispanic National Bar Association National Law Student Mentorship Program!

2. Financial Constraints

Barrier: The path to a legal career often involves considerable financial investment. Many Latinx individuals face economic challenges that can make it difficult to afford law school and the associated costs, which can deter potential candidates from pursuing this career path.

Measures to Take: Create or contribute towards scholarships, grants, or financial aid programs to help alleviate the financial burden for Latinx students pursuing a legal education. Partner with organizations that focus on supporting Latinx individuals in their academic and professional journeys. Consider looking into the Hispanic Lawyers Scholarship Fund!

3. Limited Access to Networking Opportunities

Barrier: Effective networking is crucial in the legal profession, but Latinx professionals often have limited access to influential networks and connections that can open doors to job opportunities and career advancement.

Measures to Take: Create or support affinity groups and networks within your firm that focus on Latinx employees. These groups can provide a sense of community, professional development opportunities, and a platform to voice concerns and propose solutions. Consider promoting covering membership dues to organizations like the Hispanic National Bar Association and the Hispanic Lawyers of Illinois!

4. Cultural and Systemic Bias

Barrier: Latinx professionals may encounter cultural biases and systemic barriers that hinder their progress. These biases can manifest in various ways, including biased hiring practices, unequal advancement opportunities, and a lack of cultural competence among colleagues.

Measures to Take: Organize events and initiatives that celebrate Latinx culture and achievements within the legal profession. Highlight the contributions of Latinx professionals through firm communications, awards, and recognition programs. Additionally, administrators can promote an inclusive culture within your firms by implementing diversity training programs that address cultural competency and unconscious bias. Ensure that all employees understand the value of diversity and are equipped to contribute to an inclusive environment. Consider implementing blind resumes in during the hiring process!

The Importance of Embracing the Latinx Community

Embracing the Latinx community is not only a matter of fairness and equity but also a strategic advantage. Diverse teams bring a wealth of perspectives that enhance problem-solving, creativity, and client service. By valuing and integrating the unique experiences and viewpoints of Latinx professionals, law firms can better serve their diverse clientele and drive innovation within the industry.

---

By taking these steps, we can collectively work towards breaking down the barriers faced by the Latinx community and create a more equitable and inclusive legal profession. Let us commit to celebrating diversity, supporting one another, and driving positive change within our industry.

Thank you for your dedication to advancing DEI in our legal community.

The Impact of Mentorship on DEI:

Mentorship programs have proven to be instrumental in supporting the career development and advancement of attorneys and staff, particularly those from underrepresented groups. By offering structured mentorship opportunities, we can actively contribute to leveling the playing field and ensuring equitable access to career growth within our firms.

Aligning Mentorship Programs with DEI Goals:

To effectively enhance DEI efforts, it is crucial to align our mentorship programs with our respective firm's DEI goals. This includes:

• Recruitment and Retention: Attracting diverse talent and increasing retention rates by providing mentorship opportunities that support professional growth and job satisfaction.
• Leadership Development: Cultivating a diverse pipeline of future leaders through mentorship that empowers individuals to reach their full potential.
• Creating Inclusive Cultures: Fostering inclusive cultures where mentorship promotes a sense of belonging and encourages diverse perspectives.

Actions for Law Firm Administrators:

As administrators, we play a pivotal role in championing and implementing effective mentorship programs that enhance DEI efforts:

• Evaluate Current Programs: Assess existing mentorship initiatives to ensure they are inclusive and accessible to all attorneys and staff.
• Enhance Program Structures: Develop formal mentorship frameworks that include training for mentors and mentees on DEI principles and best practices.
• Promote Participation: Actively encourage diverse participation in mentorship programs and provide resources to facilitate meaningful mentorship relationships.
• Measure Impact: Establish metrics to track the effectiveness of mentorship programs in advancing DEI goals and adjust strategies accordingly.

Moving Forward Together:

By prioritizing mentorship as a strategic tool for advancing DEI, we not only strengthen our firms' talent pipelines but also cultivate inclusive cultures where every individual can thrive. Let us continue to collaborate and innovate, leveraging mentorship programs to drive positive change within our firms and the legal profession as a whole.

Read More Here:

How a Mentorship Program Can Drive Your Diversity, Equity, and Inclusion Strategy

Mentorship Is a Must to Keep DEI Afloat in 2024

Attrition to Retention: Enhancing Law Firm Culture with Inclusive Leadership

As we approach Juneteenth, a day of profound significance in American history, we invite the legal community to join us in commemorating this momentous occasion and reflecting on its importance in our journey toward a more just and equitable society.

Juneteenth, also known as Freedom Day, marks the emancipation of enslaved African Americans in the United States. It serves as a powerful reminder of the ongoing struggle for freedom, equality, and justice for all individuals, regardless of race or background.

In recognition of Juneteenth, we encourage legal professionals to engage in meaningful ways to honor this day and promote diversity, equity, and inclusion within our firms and the broader community. Here are some suggestions for how you can celebrate Juneteenth:

1. Educational Workshops and Discussions: Host informative sessions or discussions exploring the significance of Juneteenth, its historical context, and its relevance in contemporary society. Encourage dialogue and reflection on issues of race, equality, and social justice.
2. Community Service and Volunteerism: Participate in volunteer activities or community service projects that support organizations working to address racial disparities, promote civil rights, and empower marginalized communities. Consider organizing a volunteer day or charitable event in honor of Juneteenth.
3. Cultural Celebrations and Festivities: Organize cultural events, performances, or celebrations that highlight the rich heritage and contributions of African Americans to our society. Explore opportunities to showcase art, music, literature, and other forms of cultural expression.
4. Support Black-Owned Businesses: Show your support for Black-owned businesses by patronizing local establishments, restaurants, shops, and vendors. Consider organizing a group outing or team-building activity to explore and support Black-owned businesses.
5. Reflection and Remembrance: Take a moment to reflect on the significance of Juneteenth and its impact on the lives of millions of people throughout history. Honor the resilience, courage, and spirit of those who fought for freedom and equality, and reaffirm your commitment to advancing social justice.

As we come together to celebrate Juneteenth, let us renew our commitment to creating a workplace and a world where diversity, equity, and inclusion are valued and embraced. Let us honor the past, celebrate the present, and continue to strive for a future where all individuals are treated with dignity, respect, and equality under the law.

Relevant Links

Some Reflections on The Importance of Today, Juneteenth

How Law Firms Are Commemorating Juneteenth

Law Firms Embrace Juneteenth Holiday as Small Step on Race

The new board year began on April 1, and we are currently recruiting volunteers for the Diversity & Inclusion Committee. If you are interested in joining or are simply interested in a micro-volunteer opportunity, please reach out to staff@alachicago.org for more information.

Note these opportunities are open to ALA Chicago members and business partners. Whether you are an expert in this area or simply want to learn while making an impact on your association, we would love to have you!

Microaggressions - What are they and how to handle them in the workplace

"When I look at you, I don't see color."

"Do you have a wife/husband?"

"Man up."

"Your English is so good. Where are your parents from?"

Although you may not realize it, all of the above statements are examples of microaggressions but can be common questions you hear in the workplace. 

Microaggressions, most often aimed at traditionally marginalized groups, are subtle, can be unintentional, but continue to build up over time and are proven to take a toll on employees physical and mental health. They can manifest in various forms, including comments, jokes, or actions that marginalize or belittle individuals based on their race, gender, ethnicity, sexual orientation or other personal characteristics. While one or two comments, behavioral slights, or questions can be brushed off, these sort of offenses can leave a massive wound.

Microaggressions can include:

• Microinsults: Subtle verbal or non-verbal behaviors that convey rudeness or insensitivity. Examples include:
• Commenting on how someone is not like others of their ethnicity
• Commenting on how articulate or well-spoken someone is given their race
• Excluding capable people from worthwhile career growth opportunities
• Assuming that an individual is in a junior role
• Not attempting to say someone's name because it's unfamiliar

• Microinvalidations: Communications that negate or dismiss the experiences and feelings of an individual. Examples include:
• Invalidating someone's feelings by saying that the one(s) causing the offense didn't meant it like that
• Inappropriately telling someone that you have friends of their race
• Staying silent when something should be addressed or corrected

• Microassaults: Intentional and explicit discriminatory remarks or behaviors. Examples include:
• Indirect put-downs
• Belittling or bullying behavior
• Racial epithets
• Mocking a group's dress or cultural norms

Now that we have a better understanding, let's look at how to tackle these in the workplace.

1. Start by raising awareness. Educate your employees on microaggressions and their impact.
2. Promote inclusive language and be mindful of language choices in the workplace.
3. Facilitate difficult conversations and provide resources for those who may need assistance navigating challenging conversations.
4. Hold leadership accountable to commit to inclusivity and diversity and to address and prevent microaggressions within their team.
5. Be aware of how your words and actions can affect others and if you are the offender, learn from your mistake. Mistakes help us grow. Listen to the person on the receiving end with empathy. Abandon your defensiveness. Apologize for your comments, express gratitude for their time and input. This is a learning lesson!
6. Continue to dedicate yourself to learning, growing, and acknowledging the reality of those around you.

Additional Resources/Articles

Examples of Workplace Microaggressions and How to Reduce Them

10 Microinsults And 5 Microinvalidations Women Of Color Are Tired Of, Are You Guilty?

Recognizing and Responding to Microaggressions at Work

When and How to Respond to Microaggressions

How a Supreme Court ruling on affirmative action could impact workplaces

4 Ways The Supreme Court’s Affirmative Action Decision Could Impact Workplace DEI



Where now for workplace diversity after court’s affirmative action ruling?

Affirmative Action Ruling May Upend Hiring Policies, Too

In addition to celebrations with my family, I equally enjoy planning my team’s holiday party, purchasing cute little gifts for work colleagues just so they know I am thinking of them. My holiday excitement at work, at one point, had not been shared by all my colleagues. My co-worker Bill, whom I lovingly called “the Scrooge” behind his back, refused to take part in ANYTHING. He wouldn’t attend our parties, with amazing scavenger hunts, White Elephant gift exchanges, wine and treats. He wouldn’t sign a card for an absentee co-worker, wishing them a happy holiday season. He was always the “Scrooge” to me. It was deeply frustrating. Here I was, trying my best to ensure everyone on my team enjoyed the holidays and had a nice time with their team, and Mr. Scrooge wouldn’t even pop his head out of his office to put on a fun Santa hat and sing a Christmas jingle.

I’d had enough of my friend Bill. He wasn’t a team player. He overlooked all the care and time I put into making these events fun. He wasn’t being a good co-worker. So I walked into his office one day, plopped myself down in a chair in front of him, and asked what his problem was. I’m certain I asked it in a nice way, but my intention was clear. I remember saying to him, “I know you don’t celebrate Christmas, but you could certainly celebrate Santa Claus! Who hates Santa Claus?” Bill’s answer changed the way I handled the holiday season from that day forward. I was the chair of my company’s Diversity and Inclusion committee, and I will tell you I felt like the biggest phony on that day.

Bill explained to me that as a child he grew up going to public schools. Every year, he told me, he would be “forced” to learn the Christmas songs, “forced” to dress up and perform at the Christmas concert. Year after year he was “forced” to participate in a religious holiday that his family did not observe. As a young Jewish boy, he never had a choice as to whether or not he was going to participate in Christmas festivities. He was told he had to. He was graded on whether or not he did. And that stuck with him his entire life. And so, he explained to me, once he grew old enough to be able to choose, he chose not to. It wasn’t that he didn’t want us to have a good time. It wasn’t that he was not a team player. Rather, he has very terrible memories from that period in his childhood that he has not gotten over, and to this day, he chooses to sit the holidays out.

I must admit, I was (and remain to this day) very sad for my friend Bill. We all know what it is like to be forced into doing something we don’t want to do, and I didn’t want to be the kind of person who overlooked someone else’s beliefs or customs. I never again asked Bill to participate in the holiday festivities. The following year, he walked into my office with a beautifully wrapped gift and wished me a Merry Christmas. He had appreciated that I backed off and respected his beliefs.

As I pop M&Ms in my mouth from the candy dish Bill gifted me, that sits on my desk to this day, I remember fondly the lesson he taught me. I will continue to observe and enjoy my holidays. I continue to plan my team’s holiday parties, but I am extra careful to be inclusive and not forceful with participation. If you find yourself in a similar situation, I would encourage you to take the opportunity to ask about the other person’s traditions, or how/if they celebrate the season. Whatever you believe, I hope you will remember my friend Bill this holiday season. Enjoy yourself, celebrating whatever holiday you wish to celebrate. Don’t ever lose sight, though, that your holidays may not be celebrated by those around you. It doesn’t make them a “Scrooge”, it just makes them different than you. That in itself is something to celebrate!

Please join the chapter’s virtual D&I Drop In on Wednesday, November 30 at 12:00pm.  Register here to continue this conversation!

What can you do to help?

ALA National is partnering once again with the National Council for Mental Wellbeing to offer the Mental Health First Aid (MHFA) course, a public education program that introduces participants to risk factors and warning signs of mental health challenges, builds understanding of their impact and provides an overview of appropriate supports. It teaches how to identify, understand and respond to signs of mental illness and substance use disorders. Committing to Mental Health First Aid will result in a happier, more empathetic and more compassionate workplace. Click here for full details on the program including registration.

Regularly remind employees of your firm’s Employee Assistance Program (EAP). Post the information around your suite, make it easily accessible electronically, and be sure to discuss when reviewing onboarding documents with new employees. Decreasing the stigma of asking for help is a key way to ensure those who need support receive it. 

How can you help yourself?

As legal management professionals we are often focused on the success and wellness of those around us, but are you taking care of yourself?  ALA has created a Mental Health & Wellness community group (in the Online Community) with resources available to you to help manage prioritizing your health and wellness. The Chicago chapter’s website also has a dedicated Mental Health Resources page.

The 988 Suicide & Crisis Lifeline is a United States-based suicide prevention network of over 160 crisis centers that provides 24/7 service via a toll-free hotline with the number 9-8-8. It is available to anyone in suicidal crisis or emotional distress.

Be sure to care for yourself and address any mental health issues you may be facing.  Whether it’s using a meditation app such as Calm, working with a therapist, checking in with someone regularly, or setting time for intentional vacations and breaks from work stress – do not forget that self-care is critical not only for you, but in being able to provide support to others. Remember that if you don’t make time to prioritize wellness, you will be forced to find time to address illness – this includes mental health!  

Utilize the name field as a tool – clarify nicknames and preferred names – and don’t make assumptions.  For example, if Christine prefers to go by Chris, changing their name as it appears in the meeting will help people know without any awkward guessing (“Is it Chris?  Christy?  Chrissy?”).  Likewise, if James has their name as such, don’t assume they would prefer to go by Jim.  If your video conference program doesn’t allow participants to change their name, ask people to put their preferred name into the chat at the beginning of the meeting.

The name field is also a great place for people to place their preferred pronouns.  One frequently-seen format is “Jack Doe (he/him)” – we now know John Doe prefers the nickname Jack, and his preferred pronouns. 

When starting a meeting, especially with people who may not know one another, giving people the option to identify preferred names and pronouns is a great start.  To take it one step further, ask everyone to include a pronunciation or phonetic spelling of their name (or preferred name) in the chat.  While Bob may elicit a laugh with “B-ahb”, Saoirse may appreciate the opportunity to prevent their name from being butchered (Hint: it’s “SEAR-sha.”)   People should take ownership of being able to pronounce their colleagues’ names correctly – creating inclusion.  

While you can’t begin virtual meetings with a handshake, following the tips above may lead to virtual high-fives.

Like most commemorative months, Asian/Pacific American Heritage Month originated with Congress. In 1977 Reps. Frank Horton of New York introduced House Joint Resolution 540 to proclaim the first ten days in May as Pacific/Asian American Heritage Week. In the same year, Senator Daniel Inouye introduced a similar resolution, Senate Joint Resolution 72. Neither of these resolutions passed, so in June 1978, Rep. Horton introduced House Joint Resolution 1007. This resolution proposed that the President should “proclaim a week, which is to include the seventh and tenth of the month, during the first ten days in May of 1979 as ‘Asian/Pacific American Heritage Week.’” This joint resolution was passed by the House and then the Senate and was signed by President Jimmy Carter on October 5, 1978 to become Public Law 95-419 (PDF, 158kb). This law amended the original language of the bill and directed the President to issue a proclamation for the “7 day period beginning on May 4, 1979 as ‘Asian/Pacific American Heritage Week.’” During the next decade, presidents passed annual proclamations for Asian/Pacific American Heritage Week until 1990 when Congress passed Public Law 101-283 (PDF, 166kb) which expanded the observance to a month for 1990. Then in 1992, Congress passed Public Law 102-450 (PDF, 285kb) which annually designated May as Asian/Pacific American Heritage Month.

The month of May was chosen to commemorate the immigration of the first Japanese to the United States on May 7, 1843, and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869. The majority of the workers who laid the tracks were Chinese immigrants.  Interested in learning more?  Here is a list of 22 books to read during AAPI Heritage Month.  ALA Chicago celebrates and supports its AAPI members!

In January, during our monthly D&I Drop-In, we focused on a look back and look forward, discussing what we were able to accomplish in 2021 and what we intend to accomplish in 2022. There were two very common themes among the group: we are all exhausted, and we wish we could have pushed the needle more. If we were to facilitate a conversation on a look back to the birth of our country until now, I suppose we would still be exhausted, but would feel tremendous pride at how far we’ve pushed the needle in this time.

The ALA Chicago D&I team started this year with lofty goals, and we did achieve so much. We didn’t change the face of the legal industry as we know it, but we did start! This year we participated in Race Judicata, supporting the pro bono work of Chicago Volunteer Legal Services Foundation as a part of our membership engagement and community outreach goals. We provided an educational session on supplier diversity; what it is, how to start a program, and how our chapter members can enter into mutually beneficial relationships with diverse local vendors and suppliers. This session highlighted a few of our minority and women owned business partners.  We launched our monthly D&I Drop-In, a facilitated, informal discussion of all topics D&I. The Drop-Ins are available over the lunch hour for any ALA Chicago member to “drop-in” whenever they are able, to discuss challenges, successes, or learn from their peers in all areas of diversity and inclusion. While our group has been small, our conversations have been amazing, and I personally appreciate the insight that my ALA colleagues bring to the conversation.

We also launched Lived Experiences, our interview-style podcast designed to build a more empathetic community through story telling. Our first conversation was with Packed with Purpose Founder, (and Chicago chapter busines partner) Leeatt Rothschild, who discussed the how and why of her decision to work with a purpose! Our second podcast interviewed a paralegal who has overcome so much in her life, yet still chooses to live each day with a brave outlook, unobstructed by thoughts of racism or feeling “lesser than.”

Finally, we have completed the initial draft of the ALA Chicago Diversity & Inclusion toolkit, which will be available to all ALA Chicago members this spring. The toolkit will provide examples and guidance relating to establishing or maturing your firm’s D&I program.

We are ending this year on a high note, looking forward to all that we will continue to accomplish in 2022-2023, with our new D&I Director, Michelle Howe, at the helm! Michelle is a long-time ALA Chicago member who is committed to seeing diversity and inclusion as a staple in all of Chicago’s law firms. We are hoping to build a pipeline, boost recruiting efforts with a focus on inclusion, and enhance our membership engagement.

As outgoing D&I Director, I would like to thank our D&I team for all their efforts this past year. We could not have done all of this without you: Maria Black CLM, Gaby Garcia-Martinez, Viktor Kaufmann CLM, Linda Hsu, Sheri Stone, Suszie McKinney, Kristina Becvar, and newcomers Shuhana Khan and Patricia Lopez.

Women in Law: Achieving Gender Equality

Women of Color in the Legal Profession: Realism, Resilience, and Well-being

Returning to HQ: Data and Best Practices Addressing the Disproportionate Impact on Lawyers of Color, Women and Other Groups

Source: National Women’s History Alliance

The month of March has been recognized in the United States as Women’s History Month (WHM) since 1987 – and March 8, 2022, is globally recognized as International Women’s Day.  The 2022 National Women’s History Month theme, “Providing Healing, Promoting Hope,” is both a tribute to the ceaseless work of caregivers, frontline workers, and women who juggled multiple duties throughout the pandemic, and also a recognition of the thousands of ways that women of all cultures have provided both healing and hope throughout history. 

Women as healers harken back to ancient times. Healing is the personal experience of transcending suffering and transforming it to wholeness. The gift of hope spreads light to the lives of others and reflects a belief in the unlimited possibilities of this and future generations. Together, healing and hope are essential fuels for our dreams and our recovery.

This year, in particular, we are reminded of the importance of healers and caregivers who are helping to promote and sustain hope for the future.  Women have also historically led the way in mending divisions, healing wounds, and finding peaceful solutions – at home and in the workplace.  We encourage you to take a moment to honor the women in your life who bring and have brought these priceless gifts to their families, workplaces, and neighborhoods, sometimes at great sacrifice.

During Women’s History Month, and throughout the year, ALA Chicago supports and recognizes its women members, and thanks them for their leadership within their firms and organizations!

During a conversation between Josefina and Isabella, Josefina seemed very surprised, even skeptical when Isabella disclosed she was born in and adopted from Colombia.  While very proud of her heritage, Isabella has dark skin and this reaction is common, but hurtful, and directly related to the lack of recognition and acknowledgment of the Afro Latino(a) communities within several Central and South American countries and surrounding islands.   

The United States Census uses the term Hispanic or Latino to refer to "a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race." The term Afro-Latino(a) was adopted as a response to the invisibility of Latin American and Caribbean blacks while discussing issues of ethnicity.  It refers to the millions of people who are both descendants of Latin America and the African continent: Black Latinos, in other words.  In a modern society that clings to categorizing and placing people in boxes, many people are unaware that yes, there are black people in Colombia, Brazil, Panama, Cuba, Puerto Rico, etc.

Although the Hispanic and Latino community prides itself on its diversity and the multiple, rich mix of cultures, Afro-Latinos are often overlooked in terms of recognition, inclusion and contributions to this history. The multiple dimensions of Latino and Hispanic identity reflect the long colonial history of Latin America, a period when indigenous native Americans, Europeans, Africans and Asians intermixed.  Many more African slaves were sent to Spanish and Portuguese colonies – particularly the Caribbean – than to the United States.  According to the Slave Voyages Project, during the colonial period, about 15 times as many slaves were taken to Latin America than the United States.

History leaves no doubt that the intersection between black and Latino identity runs deep, and yet the Afro-Latino experience remains largely invisible in mainstream portrayals of Hispanic and Latino culture.  In the U.S., most people strictly think African American when they hear of someone who is black, however, not all blacks identify as African American, particularly those with Hispanic heritage.  “I still feel there's a lot of African Americans that don't even know that there's other parts in the world where there's people (who look like us) who don't speak English,” Amara La Negra, a Dominican singer tells ABC News. “We're not all African Americans. We are diverse in every single possible way you can imagine.”

As we continue to observe National Hispanic Heritage month, we highlight the career and life of Roberto Clemente. We recognize and celebrate the diversity within the Hispanic community!

Written by Dr. Rachel-Yvonne Talton (She/Her)

BIENVENIDOS to Hispanic Heritage Month!

Each year, Americans observe National Hispanic Heritage Month from September 15 to October 15, by celebrating the histories, cultures and contributions of American citizens whose ancestors came from Spain, Mexico, the Caribbean and Central and South America.

The observation started in 1968 as Hispanic Heritage Week under President Lyndon Johnson and was expanded by President Ronald Reagan in 1988 to cover a 30-day period starting on September 15 and ending on October 15. It was enacted into law on August 17, 1988, on the approval of Public Law 100-402.

The day of September 15 is significant because it is the anniversary of independence for Latin American countries Costa Rica, El Salvador, Guatemala, Honduras and Nicaragua. In addition, Mexico and Chile celebrate their independence days on September 16 and September18, respectively. Also, Columbus Day or Día de la Raza, which is October 12, falls within this 30 day period.