Equal Opportunities Law Section fosters diversity in the profession.

The mission of the Equal Opportunities Law Section is simple--make the profession and the judiciary accessible to minorities, women, and the physically challenged in Florida. Accomplishing that mission is harder and will take the participation and assistance of the wider Bar community.

"We've been very pleased that Bar leadership has been receptive to us, and has given us the time and support to keep the section going during its early years," EOLS Chair Harley Herman said of the section that was created in 2000.

Through increased diversity, Herman said, the legal profession can more effectively address societal and individual needs by increasing the variety of perspectives, experiences, and understanding in the administration of justice.

Herman said increased diversity means more minority attorneys are willing to apply for bar leadership positions and be involved in many areas that were traditionally all-white or majority-male participation in the past.

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The section's Web site promises admission to all who are dedicated to achieving a diverse legal profession within Florida through discussion, networking, education, and improving the administration of rules and regulations within the profession.

"The Bar has been extremely supportive on issues of diversity and I'm confident that they will continue to be so," said Matt Dietz, the section's chair-elect. "I feel very comfortable."

Herman said the Bar's Member Outreach Committee collaborates frequently with the Equal Opportunities Law Section, since their missions are similar.

"We've been working on a number of joint projects together and that's made things more successful," Herman said.

Both the EOLS and the MOC are committed to building upon suggestions from the Diversity in the Legal Profession Final Report and Recommendations. They will prioritize, plan, and ultimately make program recommendations to the Board of Governors.

Herman said he has "seen an increased interest by the leadership of the Bar in terms of recruiting people and letting them know that there's an interest in increased diversity."

Herman said he wants to take diversity a step further and begin working toward bringing in the leaders of larger law firms to look at the efforts of diversity within the profession and within the firms themselves.

"As we accomplish more and people become more involved in the projects that we do, the need to be a part of the section increases," Herman said. "It's more a matter of proving the value and proving the value retains the membership, as opposed to simply recruiting people for recruitment's sake.

"We're working on a leadership conference for the Midyear Meeting in Miami, which is kind of an outgrowth of some of the diversity summits we've had in the last couple of years," Herman said.

Inclusion and full participation of all elements of society in law firms, government, and corporate law departments, courts and law schools will better serve the ends of equal justice to which the legal profession is dedicated.

Section members share the following objectives:

* To further the knowledge and practice of lawyers involved in equal opportunity law, and develop standards for ethical and competent practice of diversity matters in the state.

* Provide a networking forum for minorities in corporations and law firms to increase the opportunities for minorities in the profession, and to develop the health, welfare, and financial security of minorities, women, and the physically and mentally challenged.

* Influence changes in the legislature and community relevant to fostering the growth and retention of minority participation in the profession.

* Educate and serve the Florida legal community with regard to the importance and state of diversity in the workplace, by assisting The Florida Bar in identifying and meeting the public and professional needs of minorities in the profession.

* To enhance the professional growth of young minority lawyers and law students through education, support, and networking opportunities.

Dietz said the committee also is working to to amend administrative Rule 2.540 in order to improve court access for those with disabilities, particularly members of the Bar.

Dietz has said Florida's existing Rule 2.540 (Notices to Persons with Disabilities) is inadequate and should be changed to closely model California's Rule of Court 989.3 (See April 1 Bar News). Dietz listed the following shortcomings of Florida's rule: no standard statewide procedures, accommodations are limited to persons compelled to attend court, and accommodations for disabled lawyers must be paid by their employers.

Dietz said diversity also means including those facing mental as well as physical challenges. An example of a mental disability would be depression, he said.

"I would say a lot of lawyers suffer from depression. And depression is absolutely a disability," Dietz said. "But people with depression--for the most part--do not disclose the existence of their disability."

During his term, Dietz said he wants the section to focus on ways to increase visibility and awareness of the need for diversity and to include disability into the definition of diversity.

For more informtion about becoming a member of the Equal Opportunities Law Section contact Yvonne Sherron at ysherron@ abar.org

By Theresa E. Davis

Assistant Editor