1. What are my expectations?

2. CULTURAL COMPETENCE IN THE LEGAL PROFESSION
Beatriz Contreras

3. Effective
Communication

4. Cultural Competence
Why
What 
How do we begin

5. An ability to interact effectively with people of different cultures, comprising of 5 capacities
Robert Wright
What

6. 5 Capacities
We must understand our own cultural positions and how they differ from and are similar to others (critical cultural self-analysis)
We must understand the social and cultural reality in which we live and work and in which our clients live and work
We must cultivate appropriate attitudes towards cultural difference
We must be able to generate and interpret a wide variety of verbal and non-verbal responses (client- centred interviewing)
We must understand structural oppression and demonstrate awareness and commitment to social justice

7. Why Match the pace of social change and respect difference
TRC Calls to Action
Why

8. More than 250 ethnic origins
Statistics Canada

9. British Columbia Population
Over 270,000 indigenous peoples
Immigrants make up over 28 % 
Racialized 25%
British Columbia Population

11. Over 2.6 Million Indigenous Peoples
Year 2036
Over 2.6 Million Indigenous Peoples

12. Montreal: Year 2031

13. Vancouver: Year 2031

14. Toronto: Year 2031

15. Diversity in Legal Profession Now
Over 4.5% of BC population is Indigenous
1.5% of all lawyers

16. Diversity in Legal Profession Now
Over 25% of BC population is Racialized
14.6% of all lawyers in BC are racialized

17. Diversity in Judicial Appointments

18. 98%

19. Higher Proportion with University Education
38.2% racialized vs 25.9% general population

20. Participation in Labour Force Slightly Higher
Racialized 65.2%
General Population
64.8%
Statistics Canada

21. Rudy Mancusso's video "Racist Glasses"

22. "But I Was  Wearing a Suit"

23. Law Society of Ontario Report
Racialized licenses "face widespread barriers within the legal professions" 
Law Society of Ontario Report
Challenges are "long standing and significant"

24. The Asian Name Disadvantage
Calls for Interviews showing Asian sounding name and no foreign experience - Asian name 28% reduced likelihood of call 
Asian experience shown - 62% reduced likelihood

25. Overrepresentation in Correctional Institutions
Indigenous
Over 500%  
Blacks
Over 300%

26. 5 Capacities
We must understand our own cultural positions and how they differ from and are similar to others (critical cultural self-analysis)
We must understand the social and cultural reality in which we live and work and in which our clients live and work
We must cultivate appropriate attitudes towards cultural difference
We must be able to generate and interpret a wide variety of verbal and non-verbal responses (client- centered interviewing)
We must understand structural oppression and demonstrate awareness and commitment to social justice

27. We must understand our own cultural positions and how they differ from and are similar to others (critical cultural self-analysis)
Robert Wright

28. European Euro-American Member-Object

29. African African/American Latinx Arab Member-Group

30. We must understand the social and cultural reality in which we live and work and in which our clients live and work
Robert Wright

31. We must cultivate appropriate attitudes towards cultural difference
Robert Wright

32. Value vs. Tolerance
Recognize cultural difference Non-Judgmental attitude Yours is not Superior/Inferior

33. We must be able to generate and interpret a wide variety of verbal and non-verbal responses (client-centred interviewing)
Robert Wright

34. We must understand structural oppression and demonstrate awareness and commitment to social justice
Robert Wright

35. How Robert Wright Pre-service Training
Continuning education in Cultural Competence
Systematic coaching/consulting to leaders/HR
Employ and support culturally competent professionals
Develop Organizational plan
Conduct Organizational Assessment
Pre-service Training

36. BOTTOM LINE We are different – the key is not to ignore those differences but to value them