Digital White Papers

I L T A ' S 2 0 2 0 D I V E R S I T Y, E Q U I T Y, A N D I N C L U S I O N C L I M A T E S U R V E Y R E S U L T S 9 The second theme, "Training/programming needs and suggestions," offers the task force great recommendations for improving future programming opportunities for the membership: • Offer DEI training programs about topics such as white privilege, unconscious bias, and understanding DEI • Create a toolkit for member organizations to use to promote DEI in the workplace • Create professional development programs, a mentorship program, and scholarships to help diverse members, less experienced members, and students from diverse backgrounds, grow in their careers • Create more programming and support for small firms Megan Smith, Former CTO of the United States, said, "Talent is everywhere. Not all talent has access." Through the creation of scholarships, mentorship, and professional development programs, we have the ability to increase access for less privileged members. All of the programming and training suggestions received will inform the task force as we work toward setting goals for the next few years. And while we can say that most of these items were already noted in the preliminary plan, hearing these items mentioned by members through the survey reaffirm the direction we intend to follow. We expect though that there will be bumps in the road ahead, which is also mentioned in some of the survey responses. The third theme, "The biggest challenges to DEI initiatives at ILTA," provides insight into the understanding many of our members have about the challenges for not only DEI at ILTA, but in the legal technology industry as a whole. Some of the challenges mentioned are not significantly different to the challenges experienced when implementing any change. Comments about these more basic problems include competing priorities, creating new standards, establishing clear goals, and knowing what success is. However, other areas specifically related to DEI where we expect focus may be needed include: • Addressing the needs of people who have invisible identities • Addressing unconscious biases or biases that some people may not be ready to acknowledge • Truly understanding others' perspectives, beliefs, issues, and needs Executive Summary

• Cover