- Policy on Employment Equity for Crown Law Agents
Province of Nova Scotia, 2001
Law firms doing business with the Government of Nova Scotia are required to sign this commitment to employment equity and the government’s equity program. The policy also requires employers to prominently display the commitment and communicate it to employees.
- 2014 Diversity Best Practices Guide
National Association for Law Placement, 2014
Diversity best practices for legal workplaces, with case studies from American law firms. Topics covered: leadership; retention, culture and inclusion; professional development; and recruitment. The guide also features a useful list of books, articles, websites and other resources for firms building their own tailored diversity strategies.
- ALA guide to cross-functional mentoring
Association of Legal Administrators
Designed to be flexible for organizations of any size or type, this guide explains why mentoring is important and how it can promote diversity. It describes the basics of an effective mentoring program, with guidance on how to design, implement and evaluate such a program in a workplace.
- Developing HR Policies
HR Council for the Nonprofit Sector
A step-by-step guide to developing and drafting human resources policies in general, with guidance on reviews, implementation and communication. The website offers policy templates, an employee handbook and a statement of understanding.
- Equity and Diversity Guide and Resource Manual
Canadian Bar Association, August 2007
Best practices, strategies and tools to promote equity and diversity in law firms and other legal organizations. The CBA’s guide offers ways to communicate with leadership about equality and diversity strategies as core business practices, develop plans to enhance representation in all workplace activities, and measure growth and benchmark accomplishments.
- Guide to developing a policy regarding workplace equity in law firms
The Law Society of Upper Canada, 2003
Making the case for why legal workplaces need policies that address discrimination, this guide has LSUC statistics on diversity in the profession; model policies; professional responsibilities that prohibit discrimination; and tips on how to implement and promote a policy.
- Guidelines for Drafting and Implementing a Diversity and Equality Policy in Legal Workplaces & Sample Diversity and Equality Policy
Law Society of Alberta, February 2005
This guide explains the business case and rationale for implementing a diversity and equity policy in legal workplaces, along with the regulatory and broader systemic issues involved. It walks employers through development, implementation and monitoring of a diversity and equity policy.
- Model policy - Workplace equity
Law Society of British Columbia
TDesigned to ensure equal opportunities for each individual and to prevent discrimination in many aspects of workplace life: assignment of work, social functions, performance evaluation, office environment and more. The policy includes a provision for a special program for women, Aboriginal and racialized peoples, and persons with disabilities. May be subject to restrictions; requirements should be verified.
- A policy primer: Guide to developing human rights policies and procedures
Ontario Human Rights Commission, 2013
A general document intended to help firms avoid human rights infringements, plus advice on how to respond to infringements when they do occur. The guide outlines considerations employers must account for when developing human rights policies and procedures, with draft language that can be adapted. Use in conjunction with other specific OHRC policies.
- Workplace Equity Policy for Legal Agents
Department of Justice Canada, 2015
Law firms doing business with the federal Department of Justice are required to adopt this workplace equity policy, which also requires communicating their commitment to the policy to their employees. Upon request, firms must be able to report on the representation of designated groups within their firms; larger firms must be able to report on measures they have taken to achieve their workplace equity goals.