When people talk about “Diversity and Inclusion Best Practices in the legal profession” we hear a lot of the same things over and over again.Well, I have come across a first, a truly innovative Diversity, Equity, and Inclusion leading best practice.You heard it from me first, right here, right now.
Harrity is the nation’s leading patent preparation and prosecution firm specializing in the electrical and mechanical technology areas, and is considered a Go-To firm for the Patent 300. Harrity recently launched its first Minority Firm Incubator program to help train, develop, and launch minority-owned patent law firms. This paid program is an integral part of the firm’s ongoing diversity initiative to recruit, retain, and advance attorneys who will contribute to the increasing diversity of the patent field.
His name is Stan Maclin. He lives in Harrisonburg, Virginia, having moved there 20 years ago. He is the founder and curator of the Harriet Tubman Cultural Center in that city.
It should come as no surprise then that Maclin’s Center has garnered national attention and many phone calls ignited by the recently released movie “Harriett,” the story of Harriett Tubman who single handedly made many forays deep into the south to free slaves.
When asked why he started the Center, in words that undoubtedly flowed from his mouth hundreds of times over the years, Maclin said that he wanted to open a place where African Americans can learn about their history, identity, and culture. He wanted to be able the educate future generations so that history does not repeat itself.
This is the seventh in a series of columns based on my research as a former fellow of the University of California National Center for Free Speech and Civic Engagement. In these columns I have discussed what I call the diversity movement — the composite of the myriad individual, group, and organizational efforts to reduce societal inequities that penalize people because of their actual or perceived membership in certain social groups. In particular I have focused on the various issues raisedconcerning language and the exercise of speech.
In the past two columns I compared two threads of that diversity movement: intercultural diversity and equity-and-inclusion diversity. For the most part interculturalists emphasize voluntary speech restraint through the development of intergroup understanding.In contrast, while they often draw upon interculturalist principles, some inclusionists are more willing to pursue direct speech restraints, such as through regulations.When it comes to the third strand of the diversity movement, critical theory, its advocates tend to take an even stronger position in support ofthe direct restraint of speech, including through laws and codes.
In one of his legendary “folks, let’s not air our dirty laundry” features, Pulitzer Prize winning columnist Leonard Pitts began a recent column, “Blacks, too, judge each other by the color of their skin. How sick is that?” with this loaded old folk saying:
“If you’re white, you’re all right. If you’re brown, stick around. If you’re black, get back.”
Now the funny – well, no, maybe not always so funny – thing is that every now and then someone will put something out that makes you reflect on your own experience relative to that issue. And that old saying from my past is one.
It was the hug felt and seen around the world. Depending upon their outlook on the situation at hand, different individuals responded differently to the gesture. I am referring to the hug that was delivered to murderer Amber Guyger by Brandt Jean, the brother of slain victim, Botham Jean. As most people who closely followed the case were aware of, Guyger, a Dallas police officer was found guilty by a multi-racial jury and sentenced to a decade in prison.
The fact that she even found guilt sent shock waves throughout much of the Black community and likely the larger society as well, if we are being honest about it. Generally speaking, police, in particular White police officers who shoot and murder Black people, even those Black men and women that are unarmed and pose no direct threat to the officer in question , are often given the benefit of the doubt and exonerated by many juries and the legal system at large. Thus, surprisingly and justifiably, there was a kernel of justice in the verdict that was rendered. The reason I state that some small degree of fairness occurred is due to the fact that in spite of being convicted Guyger’s sentence was considerably lenient given the crime. Moreover, she will be eligible for parole in 2024. A minute modicum of justice indeed.
I periodically become a target of all-around questioning just because originally—25 years ago—I came to the US from Ukraine as a Fulbright Scholar. Of course, this gives me the leverage to deeper understand what’s going on there, and why. But I do not hold a magic ball that predicts what the future holds in a largely unpredictable country – and even more unpredictable America under the current government. So, let me just answer some of these questions and clarify my positioning.Continue reading Ukraine Makes the Headlines, Again – by Dr. Fiona Citkin→
This is the sixth in a series of columns based on my research as a former fellow of the University of California National Center for Free Speech and Civic Engagement. In earlier columns I argued that our nation’s system of expression is far too complex to be encompassed by the simple, misleading couplet, “free speech.” In fact, over more than two centuries, our nation has developed a complex constitutionally-based system that combines robust legally-protected speech with selective legal limitations on speech.
Therefore, diversity advocates should not be drawn into the position of opposing free speech.They don’t need to, because it does not actually exist. Instead they should defend the basic societal value ofrobust speech, while also reframing the discussion by clarifying the tensions that inevitably arise when the valuable imperatives of diversity and speech intersect. Simultaneously they should function within the American historical tradition by proposing carefully focused additions to the current list of legal limitations.
When innovative thinking is at the helm, you can be sure that at its core is inspirational leaders. Real leaders have our back, and stand up for doing the right thing because it is the right thing to do. At a time when we are surrounded by the forces of darkness and authoritarian strong men, we owe to ourselves, our communities, our countries and the world to stand shoulder to shoulder in the fight to preserve the freedoms many of us have come to take for granted. Make your voices heard. Democracy dies in silence.
Innovative leaders shape positive behavior, communitarianism as well as business practices. Under this form of stewardship, optimism and gratitude prevail.
When an anniversary falls on Yom Kippur, the most solemn holy day of the Jewish calendar, thoughts of living and dying take on cosmic proportions. Fortunately, it’s rare for the two milestones to collide given the differences between the secular and Jewish calendars. Both are celebrations, but Yom Kippur which ends the New Year’s ten Days of Awe, is a sacred time when the celebration of life is combined with contemplation its finite nature. This year, I have a double dose of introspection and my mind sought the path separating living from dying and wandered from wonder and gratitude to mourning and humility.
When the Jewish New Year arrived, I got many questions about faith and calendars from Human Resource departments. They wanted to know why the holiday occurs on a different day each year according to our secular calendar. And they asked about food associated with the holiday. Offering the traditional apples and honey for a sweet New Year was the easy part. Explaining the timing was the real challenge.
What should I write about religion and religious calendars in these contentious times? I know that many organizations and companies would prefer that the issue of religious diversity would disappear. But every year, thousands of religion-based lawsuits claiming a “hostile or offensive work environment” are registered with the EEOC (Equal Employment Opportunity Commission).