Achieving Tangible DEI Results : The College Gets to Work
Hon . Erithe Smith , C . D . California Paul E . Harner Co-Chairs , Diversity , Equity and Inclusion Committee
From the outset of its work , your DEI Committee has been committed to achieving tangible results that would meaningfully advance the College ’ s DEI Mission Statement and promote systemic change in the College and the insolvency community generally . As the College ’ s Board of Directors concluded , “ talking the talk ” would be insufficient . Instead , to actively promote diversity , equity , and inclusion , the College would be required proactively to devote resources to practical , concrete ends .
In this issue of College Columns , we describe several recent initiatives and developments that highlight the College ’ s commitment to the tangible furtherance of its mission .
Working Principles for the Election of New Fellows . Over the course of nearly two years , the DEI Committee ( chiefly through its Internal Subcommittee , chaired by Hon . Joan Feeney ( Ret .)), has worked to study , evaluate , and make recommendations regarding potential DEI-related changes to the College ’ s processes for identifying ,
nominating , and selecting new Fellows . This Fall , these efforts culminated in the adoption by the College ’ s board of directors of new “ Working Principles ” to guide the work of the Board of Regents and the Circuit Admissions Councils ( CACs ), which select all new Fellows other than judicial and international candidates .
The Working Principles ( as well as an accompanying “ template timeline ” for the annual nominations and selection process ) set forth “ best practices ” developed after extensive study of the College ’ s existing processes , as well as interviews with the Chair of the Board of Regents , all Circuit Regents and the DEI Committee representatives on the CACs and an opportunity for written input from all CAC members . The Committee also worked closely and tirelessly with the Chair of the Board of Regents , Trish Redmond , to develop its final recommendations , which it submitted after considering literally dozens of drafts .
The Working Principles focus very specifically on ensuring that diverse candidates for Fellowship in the College ( defined as including , among others , individuals who identify as Black , Indigenous , and People of Color ( BIPOC ); LGBTQ +; women ; and people with disabilities ) who , for historical or other reasons , might have been overlooked in the nominations process , but who nonetheless meet the high standards for admission to the College , receive due consideration . They do so by , for example :
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