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Fogler Rubinoff LLP - Toronto, Ontario
Diversity & Inclusion
| Please describe your diversity programs and initiatives |
At Fogler, Rubinoff LLP individual diversity is not only valued, but celebrated. The firm’s Committee on Diversity and Inclusion seeks to facilitate our firm’s ongoing and continuing efforts to foster a culture and atmosphere of mutual respect, and to attract, retain, and promote lawyers and support staff from all backgrounds and perspectives.
We respect and honour our differences – our talents, backgrounds and experiences – in order to create an inclusive environment that unites us in delivering the best client experience possible. Our Diversity & Inclusion Committee works together to bring our core ED&I principles to life by: Ensuring accountability respecting our commitment to ED&I. Expanding our knowledge and core beliefs regarding race, racism and all forms of discrimination, to foster respect and understanding. Educating members of the firm on concepts such as anti-racism, anti-oppression, and unconscious bias, to serve all members of our community. Attracting and retaining the best talent by creating a diverse workplace that reflects the community in which we live. We want to ensure our workplace is as inclusive as possible and we recognizes the challenges and barriers faced by women, racialized persons, Indigenous persons, LGBTQ2+ persons, persons with disabilities and persons of various religious backgrounds. Our ED&I Policy reflects our commitment to address these challenges and barriers by creating equality, diversity and inclusion in the workplace. The policy sets out our firm’s goals and initiatives relating to accountability, respect and understanding, education, and creating an inclusive workplace which includes recruitment and advancement, equality of opportunity, and retention. Throughout the year we arrange events to celebrate International Women’s Day, Black History Month, PRIDE, The National Day for Truth and Reconciliation, and we marked Bell Let’s Talk with a focus on mental health by joining the Not Myself Today movement. In 2022, we launched our women@foglers mentorship program designed to cultivate our firm’s female talent by maximizing career development through guidance, support and one-to-one mentoring. The firm is also a proud member of the Law Firm Diversity and Inclusion Network (LFDIN), a group of Canadian law firms who have agreed to work together to promote diversity and encourage a culture of inclusion in our firms and the broader legal profession, and is a signatory to the LFDIN Statement of Principles. |
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Diversity Contact Information |
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| Students who have questions about EDI initiatives and/or would like to connect with someone with a similar lived experience, please contact |
Myriah Graves |
| Diversity website: | https://www.foglers.com/about-the-firm/diversity-and-inclusion/ |
| Please list the various initiatives your firm has undertaken related to providing an accessible workplace and barrier free culture for people with disabilities, as well as any information you may be able to share regarding the types accommodations provided. |
•The Firm notifies all potential hires that accommodations can be made during recruitment and hiring. Some examples include, but are not limited providing written material and alternate interview formats.
•The Firm provides customized emergency information to help members of the Firm with a disability during an emergency. Example of this is we proactively ask our new firm members to advise us if they foresee any barriers that could be present and the type of help they may need in an emergency without disclosing information about their condition or disability. •The Firm develops individual accommodation plans for employees, students, and lawyers where needed. To protect the confidentiality of Firm members, we work with a third-party adjudicator to develop these individualized accommodations and return to work plans. Some examples include, but are not limited to flexible and/or reduced work hours, remote work, gradual return to work, and ergonomic modifications. •The Firm ensures the accessibility needs of employees, students, and lawyers with disabilities are considered during performance management, career development and advancement, or redeployment processes. •All staff receive training on accessibility policies, practices and procedures that affect the way goods and services are provided to persons with disabilities. |
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