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19
3. How success is determined?
a. Knowing what success is
4. Recruiting, Developing, and Engaging Diverse
Members
a. From positions where people do not normally consider
joining or becoming active with ILTA
b. Finding good mentors to work with less experienced
members to develop them professionally
c. Active recruitment and outreach for diverse members
and volunteers
d. Offering scholarships
i. To students from diverse backgrounds
ii. To students at HBCU law schools
iii. To lower level, less experienced, non-management
members
e. Encouraging new voices
f. Effort needed to encourage a diverse group of
employees at firms, corporations, and organizations
g. Engaging members who are not engaged
i. Non-leadership from law firms
ii. Newcomers
iii. The disengaged
h. Ensuring equal opportunities for all members
i. Creating a safe space for all people to express their ideas
i. Removing the fear of being mocked for expressing views
ii. Some members do not feel welcomed
j. Establishing the infrastructure to engage diverse
individuals
k. Developing diverse presenters
5. DEI Issues come from a long history (personal and
industry)
a. History of Exclusiveness in Law Firms and Technology
b. Traditionally white male dominated
c. The effort or challenge involved with addressing
systemic issues and ingrained beliefs/behaviors
d. Changing hiring practices – so people don't continue
to hire people like themselves and value diversity
e. Changing culture takes a lot of time and effort
Qualitative Analysis
