We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion: We will create and maintain environments, platforms, and forums where our people feel comfortable reaching out to their colleagues to gain greater awareness of each other’s experiences and perspectives. By encouraging an ongoing dialogue and not tolerating any incongruence with these values of openness, we are building trust, encouraging compassion and open-mindedness, and reinforcing our commitment to a culture of inclusivity.
We will implement and expand unconscious bias education: Experts tell us that we all have unconscious biases — that is human nature. Unconscious bias education enables individuals to begin recognizing, acknowledging, and therefore minimizing any potential blind spots he or she might have, but wasn’t aware of previously. We will commit to rolling out and/or expanding unconscious bias education within our companies in the form that best fits our specific culture and business. By helping our employees recognize and minimize their blind spots, we aim to facilitate more open and honest conversations.
We will share best—and unsuccessful—practices: [Firm or Organization] has established programs and initiatives around diversity and inclusion. By sharing our efforts and initiatives with others, we will commit to helping Utah’s legal profession evolve and enhance its current diversity strategies.
We will create and share strategic inclusion and diversity plans with our board of directors. We will work with our board of directors (or equivalent governing bodies) through the development and evaluation of concrete, strategic action plans to prioritize and drive accountability around diversity and inclusion.
We will create a workplace environment that reflects a healthy disposition toward difference, by:
- Providing ongoing and relevant training to attorneys and client-facing staff on how to exhibit and encourage behavior that exemplifies our values of civility and respect;
- Establishing and promoting workplace culture expectations that all employees and visiting guests are made aware of and make commitments to follow; and
- Motivating and empowering employees to take responsibility for their actions and to help positively influence the behavior and civility of their fellow employees;
- Sharing and implementing methods on how to best create a culture of accountability and respect when it comes to issues of diversity and inclusivity.
 See Ballard Spahr for additional diversity and inclusion policies.
 Adapted from Larry H. Miller Sports and Entertainment Diversity, Inclusion, and Belonging Policy with the addition of reasonable accommodations
 Adapted from the CEO Action Pledge with no significant alterations
Our firm recognizes that its attorneys have responsibilities outside of the [firm or organization] that may affect their number of billable hours or collections and that the needs of individual attorneys may vary. Accordingly, the firm has gender-neutral flextime and parental leave policies. [Set forth off-the-shelf policy which is available upon request. Such policies should include proportionality, pro-rated bonuses, true-up mechanisms, ramp up/down, and practices to avoid hours creep.] The firm is also willing to negotiate with individual attorneys who have specialized needs. Upon request, our firm will work with any individual attorney to identify an annual billable hour or collection requirement that is less than the firm standard while also ensuring that such attorney is compensated proportionately for their time and contributions.
Attorneys who take advantage of the foregoing policies shall be treated with respect and as valuable and contributing members of the firm. They shall continue to have opportunities to participate in firm governance. To ensure the success of the attorney who participate in the foregoing programs, a coordinator shall be assigned to help coordinate assignments in a manner that ensures the attorney on flex-time is still being provided with meaningful opportunities to develop their skills and practice.
1. We collect pay data by race/ethnicity, gender, and other factors so as to actively prevent pay discrimination and/or inequity within our firm/organization.
2. We strive to create an environment that normalizes and destigmatizes open conversations regarding compensation, be it among employees or between employees and organizational management/ leadership.
3. We do not consider salary history when screening candidates for a position, nor do we use salary history to determine starting salary offers.
4. We make information about starting pay, promotions, bonuses, and other forms of monetary compensation publicly accessible and widely available to our employees.