These recommendations were compiled from:
- The Bar Association of San Francisco's Manual of Model Policies and Programs to Achieve Equality of Opportunity in the Legal Profession, August 1994;
- Report of the District of Columbia Bar Task Force on Sexual Orientation and the Legal Workplace: Volume I, Findings and Recommendations, March 1999; and
- Interviews conducted for MCCA with 22 openly gay and lesbian attorneys across the United States.
RECRUITMENT & HIRING
- DO place information in all recruitment packets about the firm's anti-discrimination policy, domestic partnership benefits, and the numbers of openly lesbian or gay attorneys.
- DO recruit through lesbian and gay law student groups and bar associations. When involvement in such organizations is listed, ask applicants about their efforts and leadership experiences.
- DO include gay or lesbian attorneys on the hiring committee, if possible. Offer the names of lesbian and gay-sensitive contacts within the organization for those who want more information.
EMPLOYMENT POLICIES & PRACTICES
- DO include "sexual orientation" as prohibited grounds for employment discrimination in the firm's EEO policy or other anti-discrimination policy. Publicize this policy throughout the firm. Include sexual orientation in any diversity and anti-discrimination training.
- DO adopt complete domestic partnership benefits. In the firm's employment policies, wherever "spouse" is mentioned, "domestic partner" should apply as well. These benefits should include health and dental insurance policies, relocation assistance, caretaking and bereavement leave, access to employee assistance programs, and pension and survivor benefits.
- DO treat the children (biological, adopted, or step) of lesbian and gay couples just as the firm treats the biological children, adopted children, and stepchildren of married employees in health care coverage, child care, parental or family leave policies, and so on. If the firm is located in a state that does not allow two same-sex partners to be equal legal parents, the firm should nevertheless cover the employee's nonbiological child.
- DO explicitly invite partners whenever spouses are invited to a firm or client function—formal or informal. List such partners wherever spouses are listed.
- DO collect and publish statistics on the numbers of openly lesbian and gay attorneys.
- DO sponsor involvement in lesbian and gay professional associations and pro bono efforts if the organization sponsors other professional memberships or pro bono efforts.
- DO prohibit derogatory comments about lesbians and gay men. Quickly discipline those who make such comments.
From the September 2002 issue of Diversity & The Bar®