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sponsibilities, I also taught a 2-credit legal problem-solving course (both fall and spring semester) and co- taught a new 2-credit Public Health Law & Inequality seminar course with Professor John Culhane. This course connected directly to DEI, covering public health-related topics such as COVID; healthcare access and poli- cy; vaccinations and immunizations; individual rights and quarantine (civil confinement); environmental justice, including obesity, food deserts, lack of green spaces, toxic air, water and waste; public health law implications and limitations of taxes (tobacco, soda and marijuana); gun violence; the opioid crisis; and global climate change.19 This upcoming semester, I will teach a Professional Responsibil- ity course, incorporating aspects of DEI. Going forward, I will work with the faculty to create educational and learning opportunities that reinforce the skills of cross-cultural competen- cy, antiracism and anti-bias, pursuant to the DEI Strategic Plan and the new requirements of ABA Standard 303(c).20
As with any systems change within an organization, the burgeoning DEI program at Delaware Law will take time to develop and implement. It remains incumbent upon Delaware Law to continue to approach DEI efforts and issues in a thoughtful, strategic and meaningful way. As the DEI Dean, with the ongoing support of the administration, faculty, staff and students, I remain committed to leading by example through listening to and learning from others’ experi- ences and approaching DEI-related matters in a collaborative manner. That means recognizing the per- spectives and needs of all parties in- volved, developing others in the work and seeking to achieve appropriate resolutions and outcomes that are
inclusive, impactful and effective. I look forward to the opportunity to provide additional updates in the future.
NOTES
1. Ecclesiastes 3:1 (NKJV).
2. A copy of the DEI Strategic Plan is available on the Delaware Law School’s website at https://delawarelaw.widener. edu/files/resources/strategicplanfordiver- sitynov172020.pdf. Through the DEI Strategic Plan, Delaware Law has explicitly expressed its ongoing commitment to DEI, denouncing “all forms of discrimination, hate groups, hate speech, systemic racism, white supremacy, antisemitism, and injus- tice”; stated its stance against racial hatred and discrimination; and pledged to educate with purpose, make racial justice a real-
ity for students, alumni and the extended legal community, while endeavoring to be racial justice educators and advocates.
3. Diversity & Inclusion, Delaware Law School, https://delawarelaw.widener.edu/ diversity-and-inclusion/.
4. See DEI Strategic Plan, at VII, p. 8.
5. There are several variations of dimen- sional leadership models. The one I often reference is a five-dimension model: i) Leading Self, (ii) Leading Others, (iii) Liv- ing the Culture (which generally requires that a workplace culture has been adopted, practiced, promoted and reinforced), (iv) Shaping the Vision (this includes the short and long-term strategic planning), and (v) Getting It Done (implementation, resourc- ing and action).
6. I initially learned this approach in
2010 while participating in the Diversity Champions Program at W.L. Gore & As- sociates, facilitated by Dr. Michael Broom, CEO and President of the Center for Hu- man Systems. For more information, see https://www.chumans.com.
7. The Law Deans Antiracist Clearing- house Project was created by Deans Angela Onwuachi-Willing at Boston University School of Law, Kim Mutcherson at Rutgers Law School, Carla D. Pratt at Washburn University School of Law, Danielle Holley- Walker at Howard University School of Law, and Danielle M. Conway at Penn State Dickinson Law. Information is avail- able at https://www.aals.org/about/publi- cations/antiracist-clearinghouse.
8. Id.
9. See id.
10. During this initial learning phase, I attended several webinar presentations
and discussion sessions offered by The Inclusion Allies Coalition (IAC), which provided resources that helped me learn and engage with a community of DEI practitioners across the world. Topics in- cluded discussions on leading global DEI teams, confronting impostor syndrome in the workplace, how to bring one’s privilege to the equality and inclusion movement,
and strategies to build cultural bridges, to name a few. For more information on IAC, visit their website at https://www.inclu- sioncoalition.info.
11. LA’WANA HARRIS, DIVERSITY BEYOND LIP SERVICE: A COACHING GUIDE FOR CHALLENGING BIAS, 2019, available at: https://www.lawana- harris.com/beyond-lip-service.
12. Id. at Ch. 3 (accessed via Audible). 13. HAYMAN & WARE, CHOOSING EQUALITY (focusing on the legacy of the U.S. Supreme Court decision in Brown v. Board of Education, 347 U.S. 483 (1954), both from a national perspective and also in the unique context of the Delaware ex- perience, as Delaware contributed two of the five cases consolidated for the Supreme Court’s consideration in Brown.
14. 347 U.S. 483 (1954).
15. The event was also offered virtually. Panelists included Senator Elizabeth Lock- man, Delaware General Assembly; Profes- sor Leland Ware, University of Delaware; R ichard Morse, Esq., ACLU; Councilman Jea Street, Wilmington City Council; and Professor Daniel Rich, University of Dela- ware.
16. Produced and directed by Abby Ginz- burg, Social Action Media (2014).
17. DEI Committee members and area attorneys facilitated the breakout discus- sions. Participating area attorneys include Don Brown, DuPont Corporate Counsel (retired); Bill Chapman, Chief Diversity Officer and Director of Pro Bono Services, Potter Anderson & Corroon LLP; Bindu Palapura, Partner, Potter Anderson & Cor- roon LLP; Deb Edwards, DEI Director, Young Conaway Stargatt & Taylor LLP; and Wilson Gualpa, Associate, Morris James LLP.
18. 21-Day Racial Equity Habit-Building Challenge, Delaware Law School, https:// delawarelaw.widener.edu/diversity-and- inclusion/resources/21-day-racial-equity- habit-building-challenge.
19. Professor Culhane and I also gave a webinar presentation to the faculty at Case Western Reserve University Law School during a recent CLE webinar, available at: https://www.case.edu/law/our-school/ events-lectures/teaching-public-health- law-and-inequality.
20. ABA Standard 303(c) requires law schools to provide education to law stu- dents on bias, cross-cultural competency and racism at the start of the program of legal education, and at least once more be- fore graduation. See, Neil W. Hamilton & Louis D. Bilionis, Revised ABA Standards 303(b) and (c) and the Formation of a Law- yer’s Professional Identity, Part 1: Under- standing the New Requirements, https:// www.nalp.org/revised-aba-standards- part-1 (discussing the new standards).
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