CPD & Monthly Member Meeting

  • September 29, 2018
  • 9:00 am - 1:30 pm
  • Guest Speaker: Omar Ha-Redeye, AAS, BHA (Hons.), PGCert, JD, LLM, CNMT, RT(N)(ARRT)
  • Professionalism Hours: 2.45

Ha-Redeye, Omar, “My Friends Muddy the Waters: How a Statement of Principles Became a Public Fiasco” (December 15, 2017). Ethics Primer at King Law Chambers, 2017. Available at SSRN: https://ssrn.com/abstract=3091758 Ha-Redeye, Omar, “What the statement of principles controversy is really about,” Precedent Magazine, March 6, 2018. Available at: http://lawandstyle.ca/law/opinion-what-the-statement-of-principles-controversy-is-really-about/


9:30 – 9: 45


* Explain the value of diversity and inclusion, and the purpose of promoting both

* Overview of the Final Report of the Challenges Faced by Racialized Licensees

9:45 - 10:15


* Discussion over the controversy around the Statement of Principles

o Definition of compelled expression under constitutional law

o Analysis of compelled expression in light of the regulatory obligations



* Review of Legal Obligations o Additional Resource: Ha-Redeye, Omar, “Equality, Diversity, and Inclusion Are Components of Competence,” Slaw, October 15, 2017. Available at: http://www.slaw.ca/2017/10/15/equality-diversity-and-inclusion-are-components-of-competence/

o Rules 5.6-1, 6.3 and 6.3.1 of the Lawyers Rules of Professional Conduct, ss. 2.03, 6.3 and 6.3.1, of the Paralegal Rules of Professional Conduct

* Practical solutions for preventing and addressing discrimination and harassment for small and solo firms

o Internal controls and mechanisms, including monitoring and reporting obligations under employment law

o Need for continuing education in light of evolving definitions of human rights and understanding of discrimination

o Strategies for acting proactively instead of reactively, and how this can provide a financial benefit




12:00 - 12:30

Strategies for promoting diversity and inclusion for small and solo firms

* Recruitment, hiring, retention and advancement of licensees from equity-seeking groups (e.g., competency-based hiring, bias-free interview procedures, clear career paths)

o Review of studies on blind resumes and implicit bias

o Overview of illegal questions in human rights/employment law

o Description of behavioural interviews, and their benefits to employers

* Creating support systems within and outside the legal workplace (e.g., mentoring, advising, networking, coaching, sponsorship, and opportunities for open discussions about the challenges in addressing barriers faced by equity-seeking groups)

o Identifying existing mentorship programs, and some of their limitations

o Discuss alternative sponsorship strategies, such as chambers, associations, and incubators

o Provide an overview of the uneven regulatory burden on equity-seeking groups, and the impact on law society dues and insurance premiums

* Strategies to support the professional development and advancement of equity-seeking groups, including leadership skills, coaching, mentorship, sponsorship, business development, career opportunities or set-backs

o Highlight opportunities for developing skills outside the profession which would promote diversity and inclusion

o Review identified or reported challenges for those who have left the profession or taken a leave, and post-practice careers that have been pursued

o Suggest future areas of development and support currently not available in the profession

12:30 – 1:00