Toledo Law Equity Plan

approved at Faculty Meeting on September 12, 2022

I. Statement of Values
II. Description of Process
III. Interpretation
IV. Students
V. Faculty
VI. Staff
VII. Addressing DEI Problems
VIII. Assessing DEI Progress

i. Statement of Values

The College of Law (“COL”) is committed to increasing the representation, inclusion, and sense of belonging of people from historically subordinated and underrepresented groups in legal education and the legal profession, including but not limited to people of color, people with disabilities, women, members of the LGBTQIA+ community, immigrants, people living in poverty, and members of different religious groups; and to providing students with the foundation needed to engage in the work of dismantling structural inequality and advancing civil rights.

II. Description of Process

The Diversity Committee convened an Equity Planning Subcommittee, which included all members of the Diversity Committee as well as additional stakeholders. The Subcommittee was assisted in its work by two external diversity consultants. The Subcommittee met at regular intervals throughout the 2021-22 academic year, and divided into several teams, each of which focused on a particular aspect of the Plan. The Subcommittee’s work was informed by:
1. Reporting by Diversity Consultant Professor Russell McClain (Maryland Carey Law) on the results of focus groups he ran with students, faculty, and staff in spring 2021
2. Feedback on the content of the Plan solicited from faculty, staff, student leaders, and members of the Alumni Affiliate
3. Team meetings with members of the COL community who shared their experience and expertise
The Diversity Committee included:
1. Professor Jessica Knouse (Chair)
2. Associate Dean for Diversity and Inclusion, Professor Rob Salem
3. Assistant Dean for Student Affairs, Kelly Tomlinson
4. Director of Academic Success and Bar Preparation, Professor Lesa Byrnes
5. Professor Maara Fink
6. Professor Marilyn Preston
7. Professor Nicole Porter
8. Student Ameena Alauddin
9. Student Bobby Curry (fall semester)
10. Student Hussien Kazwini
11. Dean and Professor Ben Barros (ex officio)
The Equity Planning Subcommittee Committee included:
1. Assistant Dean for Career Services and Alumni Affairs, Heather Karns
2. Assistant Dean for Admissions, Amber Chuhy
3. Assistant Dean for the LaValley Law Library, Rick Goheen
4. Paralegal 1, Kimberly Blausey
5. Student Bar Association President, Aaron Hill
6. Alum Judge Myron Duhart
7. Alum Shawn Nelson
8. Alum Valerie Fatica
The Committee was assisted in its work by:
1. Diversity Consultant Ashley Futrell
2. Diversity Consultant Professor Russell McClain (Maryland Carey Law)

III. Interpretation

This Plan shall be interpreted consistent with the Collective Bargaining Agreement and consistent with its collective bargaining obligations.

IV. Students

The College of Law will work to (a) recruit, (b) retain, and (c) support students from historically subordinated and underrepresented groups and (d) create an inclusive academic experience.

Students – Recruitment:
1. Goal 1: The COL will create recruitment processes and practices that attract prospective students from diverse backgrounds and historically subordinated and underrepresented groups.
  1. Strategies: (1) Nurture and grow the Launch into Law Pipeline Program to accommodate up to 50 prospective students by the summer of 2024 and 75 prospective students by 2026. (2) Explore pipeline program opportunities with Toledo Public Schools and other local school districts. (3) Continue to grow partnership with the Law and Leadership Institute and develop a process to engage the participants throughout their secondary and college education. (4) Explore creating formal relationships with HBCUs to create programmatic partnerships and pipeline programs. (5) Create a staff position that is primarily dedicated to diversity, equity, and inclusion (“DEI”) issues, including student recruitment. (6) Cultivate financial support for minority scholarships and other minority-focused funds, such as the Kadens Scholarship Fund and the Vince and Beverly Nathan Fund. (7) In consultation with student leaders and the COL Diversity Committee, develop recruitment material that reflects the COL’s diversity. (8) Send the DEI newsletter and/or periodic email blasts described below in the section on Retention to not only current but also potential students (e.g., in pre-law programs), prospective students (e.g., applicants), and admitted students. These communications would cover COL, University, and regional DEI events, initiatives, and opportunities. (9) Periodically choose a prominent DEI-related event to highlight in our promotional materials and website. (11) In the admissions setting, explore how accepting LSAT versus GRE scores may impact DEI efforts. (12) Incorporate more DEI programming in all admissions events, including Preview Day, the Scholarship Dinner, and student orientation.
Students – Retention: The COL will work toward creating an equitable and inclusive environment for students by: (1) ongoing assessment of the DEI climate for students and implementation of improvements; (2) improved communication about DEI initiatives and opportunities; (3) regular DEI programming for students; and (4) coordination with and resources for student organizations in support of DEI initiatives.
1. Goal 1: The COL will pursue ongoing assessment of the DEI climate for students to ensure student concerns are heard and improvements are implemented on a regular basis.
  1. Strategies: (1) Collect, aggregate, and anonymize data regarding DEI issues submitted through anonymous reporting and individual reports to the Dean of Diversity and Inclusion. (2) Conduct a climate survey every two years (e.g., through LSSSE Diversity and Inclusiveness Module or with support of UToledo Office of Institutional Research). (3) Complete an annual review of the Equity Plan. This is further discussed in the section on Assessing DEI Progress. (4) Implement changes in processes and practices as indicated by needs identified in assessment to create a more supportive and inclusive environment.
2. Goal 2: The COL will improve communication with students about DEI initiatives, opportunities, and concerns.
  1. Strategies: (1) Develop a periodic DEI newsletter and/or periodic email blasts to students highlighting COL, University, and regional DEI events, initiatives, and opportunities. (2) Periodically choose a prominent event to highlight in our promotional materials and website. (3) Share periodic summaries regarding ongoing DEI initiatives with student body (e.g., summary of climate survey data after analysis or information about progress on major initiatives).
3. Goal 3: The COL will offer regular programming for students with a DEI focus and will incorporate DEI considerations into other programming.
  1. Offer regular DEI-focused programming for students.
    1. Strategies: (1) Continue to include DEI workshop or other programming as part of incoming student orientation. (2) Offer annual DEI-focused student programming or workshops (e.g., Professor McClain) for students. (3) Create annual speaker series (e.g., sessions related to university-recognized heritage and history month celebrations, civil rights, and current DEI-related legal issues).
  2. Consider DEI issues in all program planning.
    1. Strategies: (1) Consider and include how DEI issues are raised within all areas of programming, including but not limited to speaker series, student affairs, and professional development. (2) Consider representation of various groups in speaker selection for all programming, and work to develop resources to assist students and faculty in identifying diverse speakers. (3) Engage DEI committee as needed in assisting with evaluation of substantive DEI issues and speaker selection to seek a broader range of speakers, including consultation with alumni and outside professional affinity groups. (4) Develop and strongly recommend the use of an event and speaker planning best practices guide for use by faculty, staff, and student organizations for all events.
4. Goal 4: – The COL will provide support to and resources for student organizations that advance the values and goals of the Equity Plan.
  1. The COL will encourage coordination among organizations in support of the values and goals of the Equity Plan.
    1. Strategies: (1) Encourage coordination of faculty, staff, and student organizations in planning events, programs, and other initiatives that support the values and goals of the equity plan. (2) Encourage coordination of COL student organizations with each other and also with affinity student organizations in professional programs across campus. Nurture all of these collaborations with active faculty and staff advising. (3) Encourage coordination of COL student organizations with affinity groups outside of the university (e.g., in the Toledo community, regionally, and nationally).
  2. The COL will provide resources for student organizations to support programming related to our statement of values.
    1. Strategies: (1) As needed, the COL will help connect student organizations to faculty, alumni, outside organizations, or other connections for networking, to assist with finding speakers, and for event support. (2) The COL will provide a pool of annual funding to which student organizations may apply to support programs they are hosting which further the values and goals of the Equity Plan.
Students – Student Services: The COL is committed to supporting the well-being of students from historically subordinated and underrepresented groups through on-going conversation and transparency with and among students. To demonstrate this dedication, the COL will work toward the following goals:
1. Goal 1: The COL will strive to create an inclusive and welcoming environment for underrepresented students and actively facilitating conversations about DEI issues related to the student experience.
  1. Strategies: (1) When communicating internally or externally, begin with a realistic understanding and acknowledgement of where the COL is, be transparent about COL issues and efforts to improve; (2) Schedule periodic meetings with student services staff/faculty to discuss serving and supporting students from historically subordinated and underrepresented groups (can be included as part of newly initiated quarterly student-services meeting); (4) Prominently post in multiple places and share information regarding accommodations, name changes, and other supportive topics.
2. Goal 2: The COL will work toward providing and showcasing resources that address DEI topics.
  1. Strategies: (1) Establish a DEI library collection, determine how best to promote/highlight the resources; (2) For various student communications: discuss/consider highlighting DEI topics/programs/opportunities; (3) As the programming strategies described above in the section on Retention are implemented, actively promote COL community awareness of diverse speakers, panels, and events. This might involve including bios and photos where/when possible in locations throughout the College/communication channels.
3. Goal 3: The COL will support students from historically subordinated and underrepresented groups in their efforts to connect with experiential/employment opportunities and receive career guidance from professionals with diverse backgrounds and experiences.
  1. Strategies: (1) Establish cycle for surveying students/student orgs re: topic suggestions for programming throughout the year (OPD-related as well as other areas); (2) Collaborate with professors/student orgs/bar associations on pre-determined panels or networking events focused on DEI topics each year; (3) Post and promote job opportunities and job fairs seeking students from historically subordinated and underrepresented groups; (4) Provide direction to international students related to VISA employment concerns and questions.
Students – Academic Experience: The COL will work toward creating inclusive classrooms and course offerings, and providing academic support and bar mentoring for all students, including those from historically subordinated and underrepresented groups, who may not have preexisting external resources.
1. Goal 1: The COL will work to create an inclusive academic environment, in which student concerns are heard, faculty working to expand their DEI efforts in the classroom are supported, and efforts are made to increase the number of DEI-specific course offerings.
  1. Strategies: (1) Develop a classroom inclusivity policy with a reporting process so that issues can be addressed. This is further discussed in the sections on Faculty and Addressing DEI Problems. (2) Support and assist faculty as they work to integrate DEI topics into their courses. This is further discussed in the section on Faculty.9 (3) Work to ensure the availability of DEI-specific course offerings.
2. Goal 2: The COL will build on its current efforts to support the academic success of all students, including but not limited to those from historically subordinated and underrepresented groups, who may not have preexisting external resources, such as: first-generation students; international students; students with disabilities (visible and invisible, diagnosed and undiagnosed), learning differences, and mental health concerns); and students with caregiving responsibilities and/or economic/geographic constraints (that may, for example, require them to work long hours and/or have a long commute).
  1. Strategies: While the strategies for each group will vary and may go beyond what is listed below, the COL will work to: (1) Develop processes for identifying first-generation students / students with disabilities /students with caregiving responsibilities and/or economic/geographic constraints and offering them support in all aspects of law school and professional life. (2) Offer each group appropriate supports as early as possible – e.g., connecting them with mentors, resources, and/or accommodations.
3. Goal 3: The COL will continue to support the success of all its bar takers, including but not limited to those from historically subordinated and underrepresented groups, who may not have preexisting external resources.
  1. Strategy: Continue the practice of assigning faculty bar mentors to recent graduates, offering review sessions, and providing contact-points for study questions.

V. Faculty

Faculty – Recruitment: The COL will consider DEI in recruiting faculty and adjunct instructors.
1. Strategies: (1) Working with the Appointments Committee, think deliberately about how to recruit diverse faculty. (2) Working with the Associate Dean for Academic Affairs, think deliberately about how to recruit diverse adjunct instructors. This might include seeking recommendations from the practicing bar, TBA, and alumni, and encouraging applications.
Retention: The COL will work – consistent with its collective bargaining obligations – toward creating an equitable and inclusive work environment that supports faculty retention by (1) gathering and assessing climate data and implementing changes; (2) considering DEI issues in teaching, leadership, and service assignments; (3) supporting faculty as they engage in DEI efforts.
1. Goal 1: The COL will work to gather and assess data and implement changes with the goal of creating an equitable and inclusive work environment for faculty.
  1. Strategies: (1) collect, aggregate, and anonymize data regarding DEI issues submitted through anonymous reporting and individual reports to the Dean of Diversity and Inclusion. (2) Review and evaluate DEI data related to faculty climate collected by University surveys. (3) Involve faculty in an annual review of the equity plan. (4) Implement changes as indicated by needs identified in assessment.
2. Goal 2: The COL will include consideration of DEI issues in teaching, leadership, and service assignments.
  1. Strategies: (1) Consider DEI issues when determining what courses to offer. (2) Consider DEI issues in determining rotation of service committee assignments. (3) Consider who performs historically undervalued/invisible labor to ensure labor is equitably distributed.
3. Goal 3: The COL will – consistent with its collective bargaining obligations – work to support faculty as they engage in DEI efforts.
  1. Strategies: (1) Offer faculty annual DEI trainings through the University and/or COL; (2) Provide regular mentoring and community-building opportunities within law school faculty and, where appropriate, facilitate connections to mentoring outside of the COL.
Teaching: The COL will support and assist faculty as they work to create inclusive classrooms and integrate DEI topics into their courses.
1. Strategies: (1) Develop a survey of faculty practices or convene a discussion among faculty about their existing practices; (2) Offer faculty workshops and/or a faculty working group on the development of inclusive classrooms and the engagement of DEI issues.

VI. Staff

Recruitment: The COL will consider DEI in recruiting staff.
1. Strategy: Working with the administration, think deliberately about how to recruit diverse staff.
Retention: The COL will work toward creating an equitable and inclusive work environment that supports staff retention by: (1) gathering and assessing climate data and implement changes; (2) supporting staff as they engage in DEI efforts.
1. Goal 1: The COL will work to gather and assess data and implement changes with the goal of creating an equitable and inclusive work environment for staff.
  1. Strategies: (1) Collect, aggregate, and anonymize data regarding DEI issues submitted through anonymous reporting and individual reports to the Dean of Diversity and Inclusion. (2) Review and evaluate DEI data related to staff climate collected by University surveys. (3) Involve staff in an annual review of the equity plan. (4) Implement changes as indicated by needs identified in assessment.
2. Goal 2: The COL will work to support staff as they engage in DEI efforts.
  1. Strategies: (1) Offer staff annual DEI trainings through the University and/or COL focusing on serving student populations and inter-organizational DEI issues; (2) Provide regular mentoring and community-building opportunities within law school staff and, where appropriate, facilitate connections to mentoring outside of the COL.

VII. Addressing DEI Problems

The COL will develop written policies to promote inclusive classrooms, inclusive event planning, and an overall inclusive environment. It will develop a process for reporting issues and a mechanism for addressing them, potentially via the Dean of Diversity and Inclusion, a DEI ombudsperson, or an anonymous reporting line/email.
The COL will find ways to ensure that students who have experienced DEI-related issues are heard and supported. It will consider ways to connect students with DEI-related services, such as mental health counseling and/or weekly DEI office hours.

VIII. Assessing DEI Progress

The COL will annually charge the Diversity Committee with reviewing the Equity Plan. The Committee may include additional stakeholders in its review process, such as students, faculty, staff, and alumni.
The Diversity Committee will periodically report to students, faculty, and staff on the status of its DEI efforts.

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