Diversity as a field of study has evolved significantly since the 1980s. Initially it sought to describe demographic differences in race, ethnicity and sex. Over time it’s expanded to gender identity, neurodiversity and much more. As Rosemary Hays-Thomas notes in her 2022 edition of Managing Workplace Diversity, Equity, and Inclusion: A Psychological Perspective (available at Courthouse Libraries BC), the evolution continues. Representational diversity is a start, but it is insufficient. Inclusivity (when diverse people feel valued and accepted) and equity (when diversity does not impede equal outcomes), have joined the stage, giving rise to the triumvirate of these terms: DEI.

At Courthouse Libraries BC, we’re interested in reducing traditional systemic barriers to information. We redesigned our public legal information website, Clicklaw, and relaunched it this year. We used a gender-based analysis plus (GBA+) approach. It starts with the idea that gender greatly shapes experiences, and considers factors like age, race, sexual orientation, income, education, ability, and geographic location as well. Engaging diverse users early in the redesign process helped us mitigate inaccessibility and increase equity. We did not limit ourselves to ableist assumptions about what a successful Clicklaw looked like. Could similar examinations be applied elsewhere in our legal system? How might systems of legal mentorship be restructured? How about the pipelines to law school admission? How about the inclusivity of our courthouses?  Where are colonial traditions or Euorcentric norms making it difficult for diversity to thrive?

CLBC branches contain resources like Hays-Thomas’ book, access to legal journals through HeinOnline, and many other resources that can support the legal profession carry on these DEI conversations.