Antitrust, UCL and Privacy

Competition: Fall 2019, Vol 29, No. 2

CHAIR’S COLUMN

Lee F. Berger1
U.S. Department of Justice
Washington, DC

At this year’s Annual Meeting, the Antitrust, UCL and Privacy Section adopted its first Diversity and Inclusion Policy and Initiative ("Diversity Initiative"). One of the Section’s purposes is to "develop professionalism among and advancement for members of the Section." Antitrust, UCL and Privacy Section Administrative Bylaws § II(c). Increasing the diversity in our Section is one way for us to meet this goal, both for the particular members of our Section and for our practices. In the areas of antitrust, UCL and privacy, courts, clients, and consumers benefit when the perspectives, arguments, and issues reflect the diversity of California’s lawyers and consumers. Diversity leads to innovation. It helps our practices look and think more like the rest of California. A diverse and more inclusive legal profession makes for a stronger, more professional practice.

The Section’s goals in establishing the Diversity Initiative are to increase the diversity of the Section’s membership, the diversity in the Section’s leadership and Executive Committee, the participation and visibility of diverse lawyers in Section activities, and the flow of diverse lawyers into the antitrust, UCL and privacy areas, in both private practice and government. The Diversity Initiative defines diversity to refer to race, color, ethnicity, gender, gender identity, sexual orientation, national origin, religion, age, disability, first generation professional, and veteran status.

The Diversity Initiative looks to six ways for the Section to meet these goals. First, the Section will seek to develop strategic partnerships with organizations that promote diversity, including minority or affinity bar associations. Second, the Section will ensure that all members have an opportunity to be considered for leadership roles, by adopting a goal of having at least 30% of its candidate pool for any leadership or governance position be comprised of diverse Section members. This 30% goal is consistent with similar policies that other professional and corporate organizations have adopted.

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