In 2001, the Multnomah Bar Association, the Oregon State Bar, and Oregon Women Lawyers partnered to bring together Oregon’s first Convocation on Equality. Among other notable outcomes, the Diversity Section of the Oregon State Bar was created. Ten years later, in 2011, the second Convocation on Equality took place to revisit the diversity and inclusion efforts in Oregon and celebrate the accomplishments that were made. We invite you to learn more about Oregon’s history of the Convocation on Equality.
2019 OREGON LEGAL COMMUNITY CLIMATE ASSESSMENT SUMMARY REPORT »
Findings from Quantitative and Qualitative Climate Research Through a Diversity, Equity and Inclusion Lens
OREGON STATE BAR DIVERSITY ACTION PLAN 2021-2023 »
The purpose of the Diversity Action Plan is to set forth proactive realistic goals that effect systemic change – and provide transparency and accountability for those goals in the Oregon State Bar – that value, serve, engage, and build trust with a diverse community of the public, legal profession, and OSB staff, in order to advance equity in and access to the justice system.
ABA-WIDE 21-DAY RACIAL EQUITY HABIT-BUILDING CHALLENGE »
The 21-Day Challenge concept was conceived to advance deeper understandings of the intersections of race, power, privilege, supremacy and oppression. The goal is to assist each of us to become more aware, compassionate, constructive, engaged people in the quest for racial equity. It transcends our roles as lawyers. Non-lawyers are also welcome to participate.
Project Implicit is a non-profit organization and international, collaborative network of researchers investigating implicit social cognition, or thoughts and feelings that are largely outside of conscious awareness and control. Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes, and other hidden biases that influence perception, judgment, and action. Our researchers and collaborators translate that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values.
Take Harvard’s Implicit Bias Test »
DIVERSITY SECTION ANNUAL REPORTS »