Sharon Epperson’s Post

What a novel idea. This court ruling promotes genuine diversity, equity, and inclusion by challenging the presumption of disadvantage based on race. It advocates for a system where access to resources and opportunities is not determined by one's ethnicity. By dismantling the practice of catering services to specific racial groups, it fosters a more inclusive approach that truly treats individuals equally. This decision aligns with the principle that true diversity encompasses a range of perspectives, backgrounds, and experiences, without perpetuating stereotypes or presumptions. It encourages a more merit-based and fair distribution of resources, fostering a society where everyone has an equal chance to thrive regardless of their racial background.

Breaking Down Systemic (Dis)Advantage: Let's Talk Systems! When we talk about systemic advantage or disadvantage, the word 'system' often gets lost in translation so let's break it down. When I talk to leaders about systems, I often start with those big societal systems that we live in- the legal system, the education system, the healthcare system. Each of these mini universes have their own set of rules, customs, and norms. Think about all the rules, laws, and processes associated with the legal system. It's so complex that you often need a lawyer to help you navigate it all. We see the legal system for what it is today- the police, judges, lawyers, laws, prisons, etc. and think 'ah yes, it's all working how it supposed to!' And that can be the problem! Folks rarely understand how and why each of these pieces were created. If we start to untangle each piece of the system, we begin to understand that it was created in a way that purposefully creates advantages and disadvantages. These systemic (dis)advantages don't just go away because of time, they continue to evolve to uphold the system (go on a deep dive of the 13th Amendment and the 'punishment for crime' loophole!). The rules, laws, processes, and norms become more efficient and effective over time. Now, think about your organization. What are the systems, processes, and norms within your organization? The hiring and promotion system. The system for creating and delivering products and services. The marketing and communications system. There's a system for doing everything. Within each of these systems are rules, processes, and norms. This is why it's so hard to get folks to understand their 'privilege' because they believe they are doing things according to the system without realizing how flawed the system may be. That's why we need to reframe the conversation! We have to start with the system so folks can understand how we got here, then focus on action. It's the long way to the end goal, but it's the more effective strategy! Join me for a deeper dive into this reframe and shift! Register for my upcoming training: https://lnkd.in/gf4kDwyt

What is collegiality? Does collegiality matter--to a court or to an organization--and, if so, why? This weekend I had the opportunity to moderate a panel at the 20th annual National Foundation for Judicial Excellence Judicial Symposium featuring state appellate judges from Nebraska and 40+ other states. My panel was focused on the topic of judicial collegiality and was led by Rachel Hinkle from the University of Buffalo and Morgan Hazelton from St. Louis University discussing their book "The Elevator Effect: Contact and Collegiality in the American Judiciary". Did you know that the amount of interaction judges have with each other affects their decisions and the tone of their disagreements? Did you know that collegiality diminishes the role that ideology plays in decision-making? Takeaway: collegiality and relationships matter and lead to increased civility, greater consensus and increased job satisfaction. Our courts need to find ways to foster greater collegiality to improve civility, decision-making and job satisfaction. That can include such minor things as the physical layout of an office to opportunities to gather outside of the office with families (or tequila as one judge suggested). The same applies to law firms and every other organization. This is especially true in an election year when personal ideological opinions run hot. We need to pursue opportunities that increase collegiality and foster an environment where we treat our colleagues and coworkers with respect as we pursue shared missions/goals. Many thanks to Tillman Breckenridge and Todd Presnell for making another successful symposium happen. #collegiality

https://lnkd.in/eJVAPt7j Dozens of firms change what and how they report on their diversity initiatives as DEI programs come under legal and political threat.

Join the CEO/Founder of Big Little Insights for a presentation for the Alameda County Bar Association on Bias, Inclusion, and Accessibility in ADR. California attorneys, get implicit bias credit with this MCLE. The last day to register online is June 3.  For more information, visit https://lnkd.in/gEYYAT_P #ADR #mediation #arbitration #MCLE #implicitbias #inclusion #bias #accessibility

Relegating DEI leaders to PR stunts blocks meaningful reform. Grant decision-making power, independence, and C-suite access. Expert guidance can't be implemented if ignored. Equity requires empowering those dedicated to progress. #lawyer #justice #inclusion

The rule of law is the cornerstone of justice and fairness. It promises that no one—rich or poor, powerful or ordinary—is above the law. But when the wealthy and influential evade accountability, this promise crumbles. How do we live in a society where the rule of law doesn’t apply equally? First, we must recognize the cost. When justice bends for some, it breaks for others, eroding trust and sowing division. Cynicism replaces hope, and the very fabric of society begins to unravel. The rule of law isn’t just about laws—it’s about the values we choose to uphold. If we want a society rooted in justice, we must demand fairness for all, not just the privileged few. Let’s stand together for accountability, equality, and the promise of justice.

“Law schools are pipelines to elite leadership roles in government and private industry,” the study reads. “Lawyers make up a tenth of CEOs, a third of state governors, more than a third of U.S. House members, more than half of U.S. senators, and almost all judges and prosecutors. A decline in racial diversity in law schools, particularly elite law schools, may lead to a decline in racial diversity in these key leadership roles. Check out the full article here: https://lnkd.in/e_H5kvH3 #LawSchool #LawTrends #Leadership #Diversity #Inclusion #RacialDiversity

We would like to think that we would not be surprised by an all- black legal team in a major case, but the statistics show that this is sadly still the exception rather than the rule. - In 2022, 90 of 13000 partners at large law firms were black - Mid-ranking black lawyers are four times as likely to leave as their white colleagues - In 2023 57% of lawyers are from professional families (37% in general population). - Pay gap between Black and Ethnic Minority staff and white colleagues in the same role has reduced from 12.7% in 2022 to 7.6% in 2023 versus a 2.3% UK-wide average. To challenge this, at The Stephen James Partnership, we believe in taking direct action and are always looking for new partners to work with to achieve equity in the legal profession. https://thesjp.co.uk/ / clients@thesjp.co.uk / 0207 407 7116 #UKlegal #legalservices

Justice ≠ Fairness Fairness gives everyone the same, but justice gives everyone what they need. One treats us equally, and the other sees us as individuals. In life and in the workplace, we often confuse the two. Fairness feels right, but justice truly elevates. The path to growth lies not in equal treatment, but in recognizing the unique circumstances each person faces. Pursuing fairness alone often falls short of the deeper need for justice. Do you agree? How do you balance fairness and justice in your environment? #Justice #Fairness #Career