Inclusion Beyond Appearances: A Call to Action for the Legal Community
2024 Diversity Fellowship Program
San Diego Unity Bar: Uniting Affinity Bars and Improving Diversity on the Bench
PRESIDENT'S COLUMN Interview with new Executive Director of the SDCBA, Debra Rosen by Stacey A. Kartchner
Taecker
by Hon. Victor Bianchini (Ret.)
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Patron and Friend member lists as of October 2024
Marc D. Adelman
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Hon. Victor E. Bianchini (Ret.)
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Jedd E. Bogage
Tanisha Bostick
James A. Bush
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Sergio Feria
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James P. Frantz
Michelle Ann Gastil
Douglas A. Glass
Alvin M. Gomez
Stephen M. Hogan
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A. Melissa Johnson
Stacey A. Kartchner
Carla B. Keehn
Laila Khosroabadi
Garrison "Bud" Klueck
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1. Publication title: San Diego Lawyer. 2. Publication number: 1096-1887. 3. Filing date: 10/1/2024. 4. Issue frequency: Bimonthly. 5. Number of issues published annually: 6. Annual subscription price: $50.00. 7. Complete mailing address of known office of publication: San Diego County Bar Association, 330 A Street, San Diego, San Diego County, CA 92101. 8. Complete mailing address of headquarters or general business office of publisher: San Diego County Bar Association, 330 A Street, San Diego, CA 92101. 9. Full names and complete mailing addresses of publisher, editor and managing editor. Publisher: Debra Rosen, 330 A Street, San Diego, CA 92101. Editor: Debra Rosen, 330 A Street, San Diego, CA 92101. Managing Editor: Debra Rosen, 401 West A Street, San Diego, CA 92101. 10. Owner: San Diego County Bar Association, 330 A Street, San Diego, CA 92101. 11. Known bond holders, mortgagees and other security holders owning or holding 1 percent or more of total amount of bonds, mortgages or other securities: None. 12. Tax Status: Has Not Changed During Preceding 12 Months. 13. Publication title: San Diego Lawyer. 14. Issue date for circulation data below: 09/01/2023—08/31/2024. 15. Extent and nature of circulation: Membership/Trade Publication. a. Total no. of copies. Average no. copies each issue during preceding 12 months: 4,773. No. copies of single issue published nearest to filing date: 4,824. b. Paid circulation. (1) Mailed outside-county mail paid subscriptions stated on Form 3541. Average no. copies each issue during preceding 12 months: 173. No. copies of single issue published nearest to filing date: 182. (2) Mailed in-county paid subscriptions stated on Form 3541. Average number copies each issue during preceding 12 months: 4600. No. copies of single issue published nearest to filing date: 4,642. (3) Paid distribution outside the mails including sales through dealers and carriers, street vendors, counter sales and other paid distribution outside USPS. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. (4) Paid distribution by other mail classes through the USPS. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. c. Total paid distribution. Average no. copies each issue during preceding 12 months: 4,773. No. copies of single issue published nearest to filing date: 4,824. d. Free or nominal-rate distribution. (1)
Pedro Bernal Bilse
Pedro Bernal Bilse
James Gregory Boyd
Linda Cianciolo
Susanne de la Flor
David B. Dugan
Robert F. Egenolf
Mark Kaufman
Randall E. Kay
Ellisabeth "Lis" Logans
Philip John Mauriello
Valeria Medina
Anne Perry
Kristi E. Pfister
Michelle L. Silva
Hon. Stephanie Sontag
Peter B. Tentler
Michael A. Van Horne
Outside-county copies included on Form 3541. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. (2) In-county copies included on Form 3541. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. (3) Not applicable. (4) Free or nominal-rate distribution outside the mail. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. e. Total free or nominal-rate distribution. Average no. copies each issue during preceding 12 months: 0. No. copies of single issue published nearest to filing date: 0. f. Total distribution. Average no. copies each issue during preceding 12 months: 4,773. No. copies of single issue published nearest to filing date: 4,824. g. Copies not distributed. Average no. copies each issue during preceding 12 months: 50. No. copies of single issue published nearest to filing date: 50. h. Total. Average no. copies each issue during preceding 12 months: 4,623. No. copies of single issue published nearest to filing date: 4,823. i. Percent paid. Average no. copies each issue during preceding 12 months: 100%. No. copies of single issue published nearest to filing date: 100%. 16. Electronic copy circulation: Not applicable. a. Paid electronic copies. Average no. copies each issue during preceding 12 months: Not applicable. No. copies of single issue published nearest to filing date: Not applicable. b. Total paid print copies + paid electronic copies. Average no. copies each issue during preceding 12 months: Not applicable. No. copies of single issue published nearest to filing date: Not applicable. c. Total print distribution + paid electronic copies. Average no. copies each issue during preceding 12 months: Not applicable. No. copies of single issue published nearest to filing date: Not applicable. d. Percent paid. Average no. copies each issue during preceding 12 months: Not applicable. No. copies of single issue published nearest to filing date: Not applicable. 17. Publication of Statement of Ownership for a general publication is required and will be printed in the 10/2024 issue of this publication. I certify that all information furnished is true and complete.
Debra Rosen, Executive Director, San Diego County Bar Association
Issue no. 5. San Diego Lawyer® (ISSN: 1096-1887) is published bimonthly by the San Diego County Bar Association, 330 A Street, San Diego, CA 92101. Phone is (619) 231-0781.
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All rights reserved. Opinions expressed in San Diego Lawyer are those of the authors only and are not opinions of the SDCBA or the San Diego Lawyer Editorial Committee. In addition, information presented in this magazine is for educational purposes only and should not be construed as legal advice. For your specific questions, please seek advice from counsel.
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Co-Editors
Genevieve A. Suzuki Vaani Chawla
Editorial Committee
Victor Bianchini
George Brewster
Michael Crowley
Jodi Cleesattle
Jenn French
Rafael Hurtado
Isaac Jackson
Edward McIntyre
Kalli Sarkin
Wilson Schooley
Andrea Warren
330 A Street, San Diego, CA 92101
Phone (619) 231-0781 • bar@sdcba.org • www.sdcba.org President
Stacey A. Kartchner
President-Elect
Michelle A. Gastil
Immediate
Directors
Abrigo Michael L. Crowley
Nicole D’Ambrogi
Jason Evans
Sarah Garrick
Nicole Heeder
Brandon Kimura
Flavio Nominati
Stephanie Pengilley
D. Elisabeth Silva
Cynthia L. Stratton
Fanny Yu
BY STACEY A. KARTCHNER
Stacey: Debra, we are thrilled to welcome you as the new Executive Director of the San Diego County Bar Association. Why did you leave 13 months of retirement to join us?
Debra: After 13 fulfilling months of retirement, I decided to return to leadership because I missed the challenge of leading and mentoring others and recognized a unique opportunity to make a meaningful impact in the legal community. While seven months of traveling was amazing, I just wasn’t ready to give up my heels for flip-flops on a permanent basis. The chance to help shape the future of the legal profession, support our members, and enhance community engagement was too compelling to pass up, and I am thrilled to join an amazing internal team and Board to take on this vital role.
Stacey: Can you share a bit about your background and what led you to this role as Executive Director of the San Diego County Bar Association?
Debra: My career has spanned from sales, media, and nonprofit leadership, providing me with a unique perspective on organizational dynamics and relationship-building. I believe that success relies on understanding what motivates individuals and how to enhance organizational efficiency. With a strong passion for collaboration and impactful change, I found myself inspired to pursue the Executive Director role at the San Diego County Bar Association, where I can leverage these skills to strengthen the legal community and better serve our members.
Stacey: What experiences have best prepared you for this position?
Debra: Over the past 18 years, I've successfully led transformative efforts in two nonprofit organizations, navigating significant change. These experiences reinforced the importance of teamwork and the idea that "it takes a village" to achieve meaningful results. My strong network
and circle of influence have enabled me to learn from others and seek support when needed, enriching my leadership style and driving organizational success. I look forward to bringing this collaborative approach to the San Diego County Bar Association and fostering a supportive culture among our members.
Stacey: What is your vision for the San Diego County Bar Association in the next five years?
Debra: My vision for the San Diego County Bar Association is to be a dynamic hub for legal professionals that fosters collaboration, inclusivity, and innovation.
With a strong internal team and respected Board of Directors, we aim to strengthen our community's role in promoting access to justice and enhancing the overall wellbeing of our members, ensuring that we are a leading voice in addressing the evolving needs of the legal profession.
Stacey: What do you perceive as the biggest challenges facing the legal profession today, and how do you plan to address them?
Debra: The legal profession today faces several significant challenges, particularly in adapting to rapid technological advancements and addressing the evolving expectations of clients. For newer generations of lawyers, there is a need for mentorship and guidance as they navigate these changes while building their practices. Conversely, those nearing retirement face challenges in transitioning their knowledge and client relationships to the next generation.
Stacey: What initiatives do you plan to focus on and implement so the San Diego County Bar Association can better support its members in navigating these challenges?
Debra: The SDCBA is already navigating these challenges and is always looking for ways to implement initiatives that foster mentorship programs, and connect experienced attorneys with younger lawyers. This will promote knowledge sharing and professional development. Additionally, we will focus on providing resources and training that help both new and seasoned lawyers adapt to technological tools and changing client needs. By creating a collaborative environment that supports both emerging and retiring lawyers, we can ensure a smooth transition and a stronger, more resilient legal community in San Diego.
Stacey: Are there specific groups or law-related organizations you hope to partner with in order to achieve our strategic goals?
Debra: I look forward to partnering with local nonprofits, legal aid organizations, community groups, and LRO’s that focus on access to justice and legal education. Collaborating with these organizations will enhance our ability to serve the community and address critical legal issues effectively.
Stacey: How do you envision collaboration between the San Diego County Bar Association and local law schools and legal aid organizations?
Debra: The SDCBA has strong partnerships with local law schools and legal aid organizations through joint programs, and mentorship opportunities. By working together, we can provide law students with practical experience while also bolstering the resources available to those in need of legal assistance, creating a win-win for both the students and the community.
Stacey: What strategies will you implement to support continuing legal education and professional development for attorneys in San Diego?
Debra: I look forward to the continued implementation of relevant education programs, including workshops, webinars, and mentorship opportunities that focus on current legal trends and best practices. We will also continue to collaborate with local law schools and professional and law-related organizations to ensure our offerings are relevant and accessible to all members.
Stacey: How do you plan to address the evolving nature of legal practice, particularly with advancements in technology?
Debra: To address the evolving legal landscape, The SDCBA has a technology professional, Adriana Linares, on staff, that supports the membership at no charge. Adriana does training on emerging technologies and digital tools that attorneys can use to enhance their practices. This includes practice management solutions to help our members stay competitive and effective in a rapidly changing environment.
Stacey: What role do you see technology playing in the future of the legal profession?
Debra: Technology will play a crucial role in streamlining legal processes, improving access to justice, and enhancing client engagement. Tools like AI and legal research platforms will enable lawyers to work more efficiently and focus on higher-value tasks.
Stacey: In your opinion, how is the legal profession changing, and what skills do you think new lawyers will need to succeed?
Debra: The legal profession is increasingly becoming more collaborative and technology-driven. New lawyers will need strong digital literacy, adaptability, and effective communication skills to navigate these changes and meet client expectations.
Stacey: What motivates you to lead the San Diego County Bar Association?
Debra: My motivation comes from the opportunity to lead and inspire others, particularly within the context of internal and Board leadership. I am passionate about fostering a collaborative and inclusive environment where all voices are heard and valued.
During my tenure as Executive Director, I hope to strengthen the Bar Association's internal culture, enhance Board engagement, and drive strategic initiatives that promote professional development and community outreach. Ultimately, my goal is to create a lasting impact that empowers our members and enriches the legal profession in San Diego.
Stacey A. Kartchner serves as SDCBA President and Senior Counsel at Klinedinst. Her practice is focused on criminal defense, professional licensing litigation, and professional liability defense. Ms. Kartchner is a past president of both the Criminal Defense Lawyers Club and the Criminal Defense Bar Association.
My path to the legal field began when I started working as a legal assistant at a corporate and real estate firm near Philadelphia. Moving across the country to San Diego, I became a first-generation law student at Thomas Jefferson School of Law. My goal has always been to use my education and career to make a meaningful impact in the legal community and advocate for others to overcome their personal barriers. I am dedicated to changing the narrative by demonstrating that less fortunate individuals are equally capable of obtaining an education and making a significant impact.
This dedication is rooted in a period of my life when I should have been playing with Barbie dolls and going on playdates with my friends. I was learning at a very young age what it means to survive. For most people, surviving is not something that is pondered until they reach adulthood. As an immigrant, surviving is something that must be cogitated from early childhood, as you are forced to adapt to unfavorable circumstances and use discomfort as a motivator to better your situation. Although I was born in the United States, I lived in Panama between the formative ages of 5 and 12. The decision was largely my father’s, my mother’s voice silenced by his. While it was my father’s home country, my mother felt the effects of being a foreigner, as an American citizen with a constant fear of deportation. This was only the beginning as my mother had no idea the specific set of challenges an attempt to escape with her children would bring.
While in Panama, I grew up in a household with two siblings: an older sister and a younger brother. As we were all under age 18, we were required to have the authoritzation from both our parents to leave the country. During this period, my father felt a sense of control in making things challenging for us. He refused to sign the necessary travel forms to allow us to leave Panama and placed a “temporary hold” of one year on our flight status. Despite my mother’s plea for help from the U.S. Embassy, she was denied. My mother was forced to live with the harsh reality of being subject to my father’s citizenship in Panama with no access to money or legal representation as a foreigner.
In the following months, she planned our escape carefully but quietly. On what my father believed was a regular
Monday morning, my mother woke my siblings and me for school, began making breakfast, and waved my father off to work. As soon as he left, we sensed the urgency as she ran upstairs and began frantically packing suitcases for each of us. She knew our only chance to escape was approaching and called in every favor she had. She borrowed money from friends and family and found a coworker to transport us to the airport. I distinctly remember the feeling in the air being tense and uncertain. Personally, I was filled with excitement about once again seeing my family and friends but had no concept of the severity of the situation. I vividly remember my mother pleading with the officer to let us board the plane as she held my crying younger brother. For a split second, I saw the vulnerability and fear in my mother’s eyes. It was something I had never seen before. The officer felt her desperation as he allowed us to board and return to the United States. Because of the urgency, the officer never checked the necessary authorization forms.
When the plane took off, I watched a sense of relief overcome my mother. She gave me an opportunity to have a better life free of abuse and fear. Since the day I was born, my mother was faced with an overwhelming amount of adversity and embodied what it meant to survive through determination and effort. As an immigrant, navigating the legal system alone can leave one subject to maltreatment and manipulation. As a child, despite my mother’s efforts to shield me from the true nature of the situation, the process remained overwhelming. My mother’s courage inspired me to provide others with an opportunity to overcome these barriers through advocacy in the legal system. Since then, I have been passionate about becoming an advocate for individuals who are unaware and unable to be their own advocates. My passion has continuously grown while working in the legal industry, and I eagerly await the opportunity to assist others with various legal remedies within all corners of the system.
Monica Castro (castromn@tjsl.edu) is a 2L and current vicepresident of the Student Bar Association at Thomas Jefferson School of Law. She has experience in property law, litigation, and entity formation, and plans to further her career in these areas after graduation. Outside of law school, she enjoys doing yoga and playing beach volleyball with her friends.
A recurring series where fictional characters discuss real ethics scenarios Macbeth, a long-recognized expert in legal ethics, professional responsibility, and the law of lawyering is joined by his nephew Duncan and Sara, the very bright newest member of the firm
‘EARNED
RECEIPT’ MAY NOT BE
Macbeth, Sara, and Duncan had settled into a booth at The Blarney Stone when Jack O’Connor pulled up a chair.
“Mind if I join you? Got a question.”
Macbeth smiled. “Appears you have. What’s your question?”
“Got a money problem.”
Macbeth shook his head. “Sorry, Jack, no loans.”
“No. A client money problem.”
“Tell us.”
“A client hired me to represent him. Heavy business transaction. Gave him an estimate. Didn’t like it. Instead, he gave me a flat fee. In advance. $50K. Earned on receipt.”
“You have a written fee agreement?”
O’Connor pulled a document from his jacket pocket. “Here.”
Macbeth smiled. “Someone might have known where we’d be?”
“Called your office. Said it was urgent.”
Macbeth read a highlighted paragraph aloud:
“Client and Firm understand and acknowledge: (1) Client has the right to have Firm deposit Flat Fee in a trust account until the fee is earned; and that, in such case, (2) Client is entitled to a refund of any amount of Flat Fee that is unearned because the services were not complete. Despite being fully informed of the rights described in the preceding sentence, Client consents to Firm depositing Flat Fee into Firm’s operating account and consents to such fee being deemed earned by Firm when received.”
“Interesting provision. What happened?”
“Two days after I get the funds, I’m served. Notice of judgment against the client for half a million bucks and notice of levy. For all the funds I’m holding.”
Sara asked, “Start any work for the client?”
“In two days? No.”
“Where’d you deposit the funds?”
“Trust account. Have my bookkeeper move it to my operating account when she does her reconciliation magic. End of the month. Like always.”
Macbeth asked, “What happened next?”
“Lawyer called. Said the funds belong to my client. Subject to his client’s judgment. I said no way. They’re mine. Earned on receipt. Client stated it in writing.”
“Anything else?”
“I told him the money’s in my trust account. He said, ‘Keep it there. They’re disputed funds. Besides, your trust account proves they’re your client’s, not yours. They’re subject to the judgment.’”
Macbeth nodded. “I think we see the issues. Let’s take them one by one.”
“Fair enough.”
“There’s a dispute, so keep the funds in your trust account until you sort this out. Sara will address his argument — where the funds are dictates who owns them.”
“His argument is based on rule 1.15(a). All funds held for a client must be in a client trust account. But there are exceptions.”
“OK.”
“A lawyer can keep some lawyer funds in a trust account to pay bank charges.”
“I do.”
“Also, if funds belong partly to a client and partly to the lawyer. But then, the lawyer must withdraw the lawyer’s funds at the earliest reasonable time after the lawyer’s interest is fixed.”
“So, end of month?”
“Might be. Sooner is better. But the location of the funds may not carry the day.”
“Great.”
Macbeth held up a cautionary finger. “Now, flat fees. And when fees are truly earned on receipt.”
“Don’t think I’ll like this.”
“The rules allow an advance flat fee. It can go into an operating account, but the lawyer must disclose in writing that the client can demand it be put in a trust account —”
“OK.”
“And is entitled to a refund of all unearned fees. When the representation ends or if the services aren’t completed.”
“I disclosed all that.”
“But another rule makes clear that the only time an advance fee is ‘earned on receipt’ is when it’s a true retainer. A fee to ensure a lawyer’s availability. Not compensation for services performed or to be performed.”
Duncan added, “When a representation ends, a lawyer must refund any advance fee not earned. Only exception: a true retainer.”
“Where’s this leave me?”
Macbeth spoke. “You didn’t perform any services? Didn’t earn any fees?”
“How could I?”
“Despite the provision I read, it appears you’re holding unearned fees in your trust account. Belonging to your client. Subject to the judgment.”
“I need a beer.”
Editor’s Note: The rules identified are rule 1.5, rule 1.15, and rule 1.16.
Edward McIntyre (edmcintyre@ethicsguru.law) is a professional responsibility lawyer.
For years, eDiscovery practitioners have used forms of artificial intelligence to harvest and review potentially relevant and responsive documents. Those tools included computer-assisted review, technology-assisted review, and predictive coding. However, the advent of new and potentially more effective AI tools for eDiscovery suggests that traditionally worded requests for production may no longer be satisfactory. Traditional words might not constitute appropriate prompts that a responding party might use when searching for relevant and responsive documents retrievable with modern generative AI tools. Craig Ball recently published an extensive article1 discussing those tensions. He stated that RFPs “must evolve to reflect the unique capabilities and limitations of AI systems. Traditional language in RFPs, which relies heavily on human intuition, needs to be adjusted to accommodate AI’s reliance on clear instructions, context, and precision.” His article includes examples contrasting traditional language with suggestions for more effective AI-configured prompts. These examples present learning opportunities for those attorneys tasked with crafting effective, modern RFPs.
Degenerative AI is a new phrase to describe a new concern arising from the constant efforts of AI companies to comb the web and harvest more data to train their models (large language models or LLMs). In the end, they may ingest AI-generated data, effectively creating a feedback loop with the potential for compounding erroneous information. In February, Sam Altman of OpenAI noted that his company was generating about 100 billion words per day2, the equivalent of 1 million
TECHNOLOGY BY BILL KAMMER
novels of text. A large share of that production might find its way onto the internet for future harvesting.
The New York Times recently published an article entitled, “When A.I.’s Output Is a Threat to A.I. Itself.”3 The author noted that when generative AI is trained on some of its own output, the results can be bad. Repeatedly, he fed a system its outputted data, ultimately producing gibberish or meaningless data. The article contains several examples of this progressive degradation. This iterative process has the capacity to destroy the value of a database.
In August, a federal judge found Google had violated the antitrust laws by illegally maintaining a monopoly in internet search. The parties will return to court to discuss and argue the remedies for those violations. Appeals will be inevitable.4 Ironically, 2024 is the 20th anniversary of Google’s initial public offering. When it went public, it enjoyed about 40% of the search market. Times have changed, and today, over 90% of internet searches use Google. As you might expect, Google’s stock has been an excellent investment. If you had invested $1,000 in the public offering, you would now have $55,000 worth of Google stock.
In late July, the American Bar Association issued its formal opinion 512, addressing generative AI in the practice of law.5 The opinion discusses those uses in the context of existing rules related to competency, informed consent, confidentiality, and fees. There is sufficient practical advice in those 15 pages to make it a worthwhile read.
My last column discussed the May publication of “The Sedona Conference Commentary on Privilege Logs.”6 The Conference once noted that privilege logging is “arguably the most burdensome and time-consuming task a litigant faces during the document production process.”7
A way to alleviate or minimize that burden, concerns about privilege waiver, and potential disputes is to include in an ESI protocol a description of the form of a privilege log acceptable to the parties. No one size fits all, but there are various forms of logs meriting consideration. These may all provide remedies to mitigate confusion and disputes, and they each have their proponents and various uses. They include the traditional log or “Vaughn” index; the certification log described in the Sedona commentary; metadata logs long used in litigation databases; “metadata plus” logs, similar but containing an additional field that can be manually populated; and the cost-saving “categorical” log. All have their own advantages, and some have substantial disadvantages. Consulting with clients and vendors should suggest the best choice for any evolution. Blindly accepting a protocol suggestion without consultation and consideration may leave you seeking judicial relief often not available.
According to a recent report by IBM, the average cost of a data breach in 2022 was $4.35 million, underscoring the financial impact of inadequate data protection measures.9
Bill Kammer (wkammer@swsslaw.com) is a partner with Solomon Ward Seidenwurm & Smith, LLP.
Footnotes
1. https://craigball.net/2024/08/19/adapting-requests-for-productionfor-ai-gllm-assessment/
2. https://x.com/sama/status/1756089361609981993?lang=en
3. https://www.nytimes.com/interactive/2024/08/26/upshot/aisynthetic-data.html
4. https://www.nytimes.com/2024/08/05/technology/google-antitrustruling.html
5. https://www.americanbar.org/news/abanews/aba-newsarchives/2024/07/aba-issues-first-ethics-guidance-ai-tools/
6. https://thesedonaconference.org/publication/Commentary_on_ Privilege_Logs
7. The Sedona Conference, “Commentary on Protection of Privileged ESI,” 17 Sed. Conf. J. 97 (2016).
8. https://en.wikipedia.org/wiki/Hill_Street_Blues
9. Cost of a Data Breach Report 2024 https://www.ibm.com/reports/ data-breach
By Nicole D’Ambrogi
n the legal profession, Diversity, Equity, and Inclusion (DEI) initiatives have gained significant momentum, with many law firms and legal organizations working to create more inclusive environments. However, the conversation around DEI often centers on visible identities — those that are easily categorized, such as race, gender, and physical disabilities. While these aspects are crucial, it’s imperative for the legal community to broaden its focus to include identities that are often overlooked, particularly those that are not immediately visible.
Legal professionals are trained to identify and address issues, often relying on what is observable and measurable. This skill is vital in the practice of law, but when applied to DEI, it can lead to an overemphasis on visible identities. While race, gender, and physical disabilities are critical components of diversity, focusing exclusively on them can inadvertently marginalize people whose identities are not immediately apparent.
In the legal field, visibility often translates to advocacy and representation. What about colleagues whose identities are not so easily discerned? The neurodivergent attorney, the associate with a chronic illness, or the paralegal who is nonbinary but not openly so — these individuals may not visibly display their identities, but they face significant barriers that impact their ability to thrive in the legal profession.
One of the greatest challenges facing individuals with invisible identities is the lack of a safe space to disclose or discuss their struggles. The legal profession is often characterized by high expectations, intense workloads, and a culture of perfectionism. In such an environment, it can be particularly difficult for individuals to acknowledge that they are facing challenges, especially when those challenges are not visible to others.
Take, for example, the attorney who struggles with PTSD. This condition may affect their focus, attention, and ability to manage stress, yet the fear of stigma or being perceived as weak may prevent them from seeking the accommodations they need. As a result, these attorneys often suffer in
silence, managing their symptoms as best they can without the support or understanding that could make a significant difference in their professional lives.
This fear of disclosure is not limited to mental health conditions. Legal professionals with chronic illnesses, invisible disabilities, or neurodivergence may also hesitate to seek the accommodations they need. The risk of being misunderstood, judged, or even discriminated against can create a barrier that keeps these individuals from fully participating in their work environments. This not only affects their well-being, but also limits the diversity of thought and experience that can enrich the legal profession.
For DEI efforts in the legal community to be truly inclusive, they must encompass a broader range of identities, including those that are often overlooked. Consider the following:
• Neurodivergent legal professionals: Attorneys and legal staff who are neurodivergent — people with autism, ADHD, or dyslexia, for example — bring unique perspectives and skills to their work. However, these individuals often encounter misunderstandings or lack of accommodations in a field that demands strict adherence to deadlines and specific communication styles. Recognizing and accommodating neurodivergence in the workplace is essential for fostering an inclusive environment where all legal professionals can excel.
• Chronic illnesses and invisible disabilities: Many legal professionals live with chronic illnesses or invisible disabilities, such as autoimmune disorders or mental health conditions. These conditions may not be immediately apparent to colleagues or employers, yet they can significantly affect an individual’s ability to perform their job. The legal community must ensure that policies and practices are in place to support these professionals, allowing them to contribute fully without fear of stigma or discrimination.
• Visibly invisible disabilities: Although much attention is given to invisible disabilities, it’s equally important to recognize that even visible disabilities can go unseen in practice and DEI efforts. People with physical disabilities may be visible in their use of mobility aids,
but their experiences and needs are often overlooked in DEI efforts. This can lead to environments that are technically accessible yet fail to provide the genuine inclusion these individuals need to thrive. Incorporating disabilities — both visible and invisible — into DEI initiatives is crucial for creating a legal community that truly values diversity.
Legal scholars, practitioners, and law firms have a unique role in advancing DEI efforts. They are in a position to influence the narrative, shape policies, and ensure that all identities are recognized and supported within the profession. Here’s how the legal community in San Diego can take action:
Expand legal research: Legal scholars and researchers should broaden the scope of DEI studies to include overlooked identities. This could involve examining the experiences of neurodivergent lawyers, exploring the impact of invisible disabilities on legal careers, or studying the challenges faced by people with chronic illnesses. By expanding research horizons, the legal community can gain a deeper understanding of the diverse experiences within our profession.
Amplify marginalized voices: Legal professionals have the power to amplify the voices of people who are often overlooked in the DEI conversation. This means creating opportunities for these individuals to share their experiences, whether through speaking engagements, publications, or internal discussions.
Challenge legal norms and assumptions: The legal profession is steeped in tradition and often resistant to change. However, to be truly inclusive, it is necessary to challenge the norms and assumptions that have traditionally defined the profession. This includes questioning whether current DEI efforts are truly inclusive or whether they reinforce a narrow understanding of diversity. Legal practitioners must be willing to engage in difficult conversations and to advocate for change, even when it challenges long-held beliefs.
Advocate for inclusive legal practices: The ultimate goal of DEI efforts in the legal profession is to create a more inclusive and equitable environment for all legal professionals. This involves advocating for policies and practices that recognize and support people of all identities, visible or not. Law firms and legal organizations should strive to create workplaces where everyone feels valued and included, regardless of how their identity is perceived by others. This may involve revising hiring practices, offering
training on invisible disabilities, or implementing mentorship programs that specifically support people with overlooked identities.
Inclusion beyond appearances is not just a theoretical concept; it is a practical necessity for the legal profession. A truly inclusive legal community is one where all individuals, regardless of how visible their identities are, can thrive. This requires a commitment to understanding and valuing the full spectrum of human experience. It means creating spaces where every legal professional feels safe, respected, and empowered to contribute their best work.
For law firms and legal organizations, this might involve rethinking how DEI initiatives are implemented. Are they truly inclusive, or do they inadvertently reinforce a narrow understanding of diversity? Are they providing the necessary support and accommodations for all legal professionals, or are some people being left behind? These are difficult questions, but they are essential if we are to build a legal community in San Diego that is genuinely equitable.
For legal scholars and practitioners, the challenge is to continue pushing the boundaries of what we understand as diversity in the profession. This involves not only expanding the scope of DEI efforts, but also challenging the very frameworks that have traditionally defined these efforts. By doing so, the legal community can help create a more inclusive narrative — one that recognizes and values the experiences of all legal professionals, not just people who fit into predefined categories.
Inclusion beyond appearances is about more than just expanding the scope of DEI efforts in the legal profession; it is about fundamentally rethinking how we understand and value diversity within our community. It is about recognizing that people of all identities, visible or not, are deserving of attention, respect, and inclusion. As members of the San Diego legal community, we have a responsibility to champion people with overlooked identities and to ensure that their voices are heard. Only then can we truly build a more diverse, equitable, and thriving legal community for everyone.
Nicole D'Ambrogi is the founder of San Diego Legacy Law, PC, where she focuses on estate planning, probate, and trust administration. With over a decade of experience, she is a dedicated advocate who combines her legal expertise with a passion for serving her community and supporting families through complex transitions.
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AFTER TURNING NECESSITY INTO ACTION 45 YEARS AGO, ANN PARODE-DYNES IS STILL COMMITTED TO THE FOUNDATION’S MISSION.
Plato said, “Necessity is the mother of innovation ” And that is exactly how the San Diego County Bar Foundation was created. Just as there is now, in the 1970’s there was a profound need in San Diego County for legal services for the historically underserved populations, and people without financial means to hire private lawyers. Appointed by the San Diego County Bar Association President, Ann Parode-Dynes chaired a committee tasked with creating a solution to address the demand on the bar association to provide legal services and support to those without financial means to hire lawyers. The San Diego County Bar Foundation was born in March 1979 to accept taxdeductible donations and fund nonprofits carrying out the mission of the Foundation in “providing access to justice for the underserved in San Diego.” A simple mission to address a complex problem.
With the guidance of Ann Parode-Dynes, and her committee including the late Greg Knoll, the Foundation was formed as a nonprofit arm of the San Diego County Bar Association with the intent to accept individual and law firm donations to “pool” the money and donate it through an application process. Parode-Dynes served as the president of the newly formed San Diego County Bar Foundation to ensure
its success. The Foundation was able to raise nearly $70,000 in the first couple of years of its existence, and it donated just as much as it raised to address services for children in juvenile court, domestic violence victims, legal services for seniors and support of legal services for the Superior Court.
Based on the legacy started in 1979, today the Foundation has been able to raise and donate almost $390,000 in total grants in 2023. Every donation counts, every dollar amount of any size matters, and every ticket purchased to the Evening in La Jolla, all support providing access to justice. The Foundation remains the efficient and reliable way for law firms and individuals to trust their donations are making the most impact.
By Taneashia R. Morrell
“Working with people who are different from you may challenge your brain to overcome its stale ways of thinking and sharpen its performance.” — David Rock and Heidi Grant, “Why Diverse Teams Are Smarter”1
In today’s rapidly evolving world, diversity is more than just a buzzword; it is the cornerstone of progress and innovation. By valuing different perspectives and experiences, we can fashion creative solutions to address complex challenges, spur innovation, and strengthen our societies.
One of the most significant values of diversity is the innumerable perspectives diverse minds bring to the proverbial table. To put it more plainly, when people from different backgrounds (e.g., cultural, age, racial, gender, religious, disability, and socioeconomic) come together, they offer unique insights and bring a wealth of problemsolving skills.
Diversity is part of the very fabric of the San Diego County Bar Association, which has initiatives that support inclusion. One such initiative is the Diversity, Equity, & Inclusion (DEI) Division, which is charged with promoting diversity, equity, improved access to justice, and creating a more inclusive legal community. As the current chair, I have the pleasure of seeing the DEI Division provide numerous programs, events, and outreach efforts, develop closer relationships with local affinity bars, and educate the San Diego County legal community on diversity-related issues.
The DEI Division has worked hard to increase DEI in our legal community through our programs and initiatives, including the Diversity Fellowship Program (“DFP”); Exchange on Equity Roundtables, e.g., transgender rights, confronting discrimination in jury selection, collaborative approaches to address racism in a community partnership, impacts of implicit bias and microaggressions; Diversity Pledge; Affinity Bar Taskforce, which was created to provide leadership opportunities and develop stronger, more personal relationships between the SDCBA and affinity bars; and the Disability Justice Group. Moreover, because the DEI Division is actively engaged in tangible efforts to cultivate a more just and equitable legal community, the
DEI Division is open not only to SDCBA members but non-SDCBA members too. Our hope is that by providing a platform for both members and non-members alike, legal professionals will take advantage of the opportunity to learn more about traditional systemic barriers that have prevented the full participation of diverse communities in the legal profession and the justice system.
Bringing educational awareness to the nascent need for diversity in the legal community is a key driver of legal innovation. When attorneys from diverse backgrounds collaborate, the blend of diverse perspectives often leads to legal breakthroughs and mitigation of unmet needs; both are inimitable drivers of legal innovation.
For example, in 2009, the SDCBA launched as a pilot the SDCBA-ACC Diversity Fellowship Program. The program offers diverse full-time 1Ls and part-time 2Ls paid summer jobs with prominent legal employers in San Diego. The SDCBA answered the clarion call to create DFP as a remedy to mitigate the low number of diverse attorneys practicing law in San Diego law firms, corporate legal departments, and public agencies. Although DFP started as a pilot program, it has since developed into a full platform that continues to play a crucial role in building a stronger and more resilient legal community in San Diego County. Further, the growth of DFP extends past San Diego; now, students from all over the country can apply for admission to the program. I would be remiss if I did not acknowledge that DFP simply would not be possible without volunteer attorneys who take time out of their very busy schedules to interview and mentor the most competitive and qualified students for the program. Here, it is an opportunity for the mentee to learn from a mentor who has a wealth of knowledge and experience; it is also an opportunity for the mentor to learn about what the mentee wants to accomplish, what motivates them, and why they chose law. The foregoing highlights how diversity plays a crucial role in building a stronger and more enriching legal community.
Moving forward with DFP students in the workplace: Embracing diversity in the workplace is crucial. When diverse perspectives are embraced, everyone feels valued
and heard, and it creates an environment where people are encouraged to contribute their best ideas. Consider the intellectual property (IP) and technology transfer industries, where new inventions and innovations are created, turned into products, and commercialized. Diverse IP teams have been shown to develop more innovative products and services than homogenous IP teams. A Harvard Business Review study found that companies with higher diversity levels are more likely to introduce new products to the market. This is because diverse teams challenge the status quo, question assumptions, make discussions richer, and push boundaries. Essentially, “enriching your employee pool with representatives of different genders, races, and nationalities is key for boosting your company’s joint intellectual potential.”2 Further, companies leveraging diversity reap the real and full benefits of a diverse workforce. By recruiting and retaining individuals from diverse groups, companies are more enriched because employees who feel accepted tend to rethink how best to achieve their goals, which in turn enhances and adds value to the company.
In a nutshell, embracing diversity is essential to unlocking our full potential; it makes us smarter, more successful, and more innovative. With more resources and participation, we will be able to accomplish even more to foster a culture of DEI in the San Diego County legal community.
I would like to thank the 2024 DEI Division Leadership and Group Chairs:
• Maria Chavez, Vice-Chair, Programs & Events
• Eric Tran, Vice-Chair, Outreach
• Kendra Muller, Member at Large and Co-Chair, Disability Justice Group
• Desirae Sanders, Member at Large
• Khodadad Sharif, Member at Large
• Meg Moore, Member at Large
• Austin Lucas, Co-Chair, Anti-Racism Group
• Cynthia Stratton, Co-Chair, Anti-Racism Group
• Sarah Garrick, Co-Chair, Dialogue on Diversity
• Jenn French, Co-Chair, Dialogue on Diversity
• Dana Meyers, Co-Chair, Disability Justice Group
Taneashia R. Morrell is a senior contracts and licensing associate at the Salk Institute She is currently the president of Earl B Gilliam Bar Association, SDCBA DEI Division board representative, SDCBA DEI division chair, and a member of Delta Sigma Theta Sorority, Inc .
Footnotes
1. https://hbr.org/2016/11/why-diverse-teams-are-smarter 2. Id.
This year marks the 15th year of the San Diego County Bar Association’s and the Association of Corporate Counsel’s Diversity Fellowship Program (DFP). While the DFP has grown and changed over the years, the program’s central aim remains the same: To place diverse and talented law students with prominent legal employers early in their legal careers. The program was launched in 2009 to address the glaring lack of diversity in the legal profession. Law firms, other legal employers, law schools, bar organizations, members of the community, and others all recognized that much more could be done to help the legal profession better reflect the community it serves.
The DFP’s pioneers also recognized that conventional methods for evaluating and selecting law students for internship programs are often not the best way to recruit qualified, deserving, and diverse students. This is particularly true for first-generation law students and students from disadvantaged socioeconomic backgrounds. They also recognized that students’ first two semesters of grades or where they attended law school were not the best indicators of their ability or potential to succeed.
Therefore, the DFP employed a holistic approach, reviewing each student’s application, personal statement, writing sample based on a legal research question, resume, and letters of recommendation. Students’ applications were divided among groups of volunteer attorneys who were unaware of the students’ grades and law schools. This approach proved to be a very effective method for identifying qualified and diverse students for the program and is still the essential framework used today.
By Nima D. Shull
Over the years, the DFP has expanded to include additional programming and events intended to enrich the students’ experiences and immerse them in the San Diego legal community. These include a formal mentorship program with volunteer attorneys, an informative panel event focusing on how to obtain and succeed in judicial clerkships and externships, and an exclusive luncheon event with the San Diego County Superior Court presiding judge. This year’s program included 31 fellows and 24 employers including law firms, public employers, corporate legal departments, and a nonprofit organization. Over the course of the summer, the students gained valuable, hands-on work experience; built their professional networks; learned from mentors; and took formative steps toward identifying their preferred areas of practice.
If you believe in the importance of promoting diversity and inclusion in the legal profession and would like to help programs like the DFP continue to do so, there are several ways you can show your support. From joining the program as a participating employer, sponsoring DFP programming and events, or volunteering to review applications, interview students, or serve as an attorney mentor, there are many ways to get involved and help regardless of your year or area of practice. Learn more about the DFP and how to contribute and participate at www.sdcba.org/dfp
Nima Shull is the director of the SDCBA-ACC Diversity Fellowship Program (DFP) . Prior to becoming director, Nima previously interviewed and mentored DFP fellows and is also a past DFP fellow himself .
We have participated for the last four years now and DFP has proved to be incredibly valuable for our team. Our fellow wrote a memorandum on a topic we collaborated with and she did a tremendous job. It really showed her growth even in just 10 weeks. Join DFP and provide an opportunity for students to be a part of your organization or firm. I’ve learned a lot from our fellows over the years, but this year in particular I learned the importance of taking the time to teach and partner with a new employee/fellow proves to be very valuable.
Diversity is a fundamental value of our firm. As a 100% veteran, disabled, woman, and minority-owned law firm, we are committed to the recruitment, retention, and promotion of diverse attorneys and staff. Participating in the DFP is an incredible opportunity to work towards that goal. Our DFP fellow is engaging and incredibly bright. For example, we tasked her with a research assignment on a unique issue. Not only did she identify a helpful case, but she did so on a short timeline and provided context of why she thought that case applied well for our circumstances. She does so with each assignment she receives, and it has been a pleasure to work with her this summer.
This is our 6th consecutive year participating in the DFP program. We find that the program identifies great talent from the local community of law schools and provides an opportunity for young legal minds to get exposure to in-house practice of law. One of our interns performed detailed EU privacy research; due to the limitations on available public data, she suggested a change of approach mid-way through the project and her creative suggestions, flexibility and communication skills led to the success of the project.
Clark Hill values the differences and strengths that each person brings to our firm, our clients, and our communities. The purpose and principles of the DFP align with our commitment to DE&I. We are proud to contribute our efforts to increase diversity in the legal community. Diverse perspectives promote enhanced creativity and innovation. We want to ensure we maintain a culture of inclusivity to foster such diversity. Clark Hill is proud to participate in various programs to increase diversity and inclusion in the legal profession, including the Manfield Rule Certification Program, LCLD 1L Scholar Programs, and more.
Cozen O’Connor is a proud and committed participant in the SDCBA’s DFP every year. On day one we recognized our DFP fellow Jen Prater as a true badass. She is a U.S. Marine Corps vet, mother of six, and has completed her first year of law school while pregnant and with her husband deployed in the military. And she didn’t just finish her first year, she earned top grades and was awarded an academic achievement award. She redefines hard work, dedication, and achievement. Differing representations and perspectives provide a rich energy for collaboration on projects.
Disability Rights California is dedicated to diversity, equity and inclusion in the legal field and participating in unique programs like this is vital. At the end of the clerkship Hiba participated in a mock hearing where she was representing a student and she blew me away with her trial skills. I think all employers should develop safe space employee work groups so that the organization can understand the diversity and inclusion issues impacting the work environment. I learned from their different life experiences and what they brought into the organization.
Our fellow did some research on the various appellate court decisions impacting the Title IX rule. Her work product was thoughtful and exceeded my expectations for someone who just completed her first year of law school. Duane Morris is dedicated to fostering a diverse and inclusive workplace by recruiting and supporting talent from various backgrounds. By leveraging these diverse perspectives, Duane Morris aims to create an optimal work environment that attracts and retains talent and clients, enabling the firm to serve diverse markets creatively. The firm acknowledges the positive impact a robust diversity program has on morale, productivity, strategy, and overall success.
DFP is a wonderful program, and Duane Morris is committed to its support. We enjoy having a DFP fellow in the office over the summer. DFP fellows see, for the first time, how concepts learned in law school have practical application. We also learn a tremendous amount from the different points of view represented by the DFP fellows. The firm’s diversity management is integral to our core business and each of our practice groups; our programs for recruitment, retention, and promotion of historically minority groups are a priority.
We have participated for 15 consecutive years (summer 2010 through summer 2024). Our past DFP fellows impressed us with their positive attitude, desire to learn, and intelligence. This summer’s fellow was no different in those regards. But, he distinguished himself through his ability to think critically and provide thorough analysis. He took on a difficult assignment, performed research thoroughly, and analyzed complex legal issues. Given that he only completed one year of law school, it was impressive.
Diversity and inclusion create a workplace where all can thrive, thereby, improving employee engagement and retention. Diversity leads to better collaboration and more creative work products which serves to enhance our delivery of client services. Law firm diversity will increase by broadening the number of law schools for on-campus recruiting and by expanding the sources utilized to recruit lateral candidates. Experience demonstrates that a diverse candidate pool yields more diverse hiring outcomes over time. Implementing hiring practices focused on attributes for success beyond law school rankings and individual grades, standardizing the candidate evaluation process and educating interviewers tend to interrupt bias in the hiring process.
Through the DFP program, students are introduced to a wide variety of real-life experiences in the legal profession. Our DFP fellow has attended depositions and trials, participated in client meetings and witness interviews, in addition to researching, writing, and drafting discovery and substantive legal briefs. HFM has a commitment to diversity, and strives to create an environment where diverse ideas, cultures, and lifestyles thrive. DFP fellows always bring a fresh perspective to the table, allowing us to continue to grow and embrace new or different ideas — all of which stand to benefit our clients.
Diversity is an integral part of our firm’s culture, and we have found really talented people through the program in the past. We know from experience that hiring talent from diverse backgrounds leads to outsidethe-box thinking and novel solutions. With each DFP fellow over the years, I have learned that great legal minds come in many different packages. All it takes to find them is an open mind.
A commitment to diversity offers broader access to unique points of view which in turn help us develop and implement even better solutions. LPL’s experience with DFP has been incredibly rewarding and this year we expanded our program to take on an additional future lawyer. Justice and Yasmin impressed us with their eagerness to learn about the financial services industry and we look forward to watching their careers develop.
Our DFP fellow helped draft an important client alert that was published on our firm website about an amendment to PAGA that took place this summer. She also observed an oral argument involving some unique issues on a motion for stay and asked some great, insightful questions about the subject matter. I graduated law school over 18 years ago, so it is truly refreshing to speak with DFP fellows about their aspirations in the legal profession and what they hope to accomplish. It helps me stay grounded to the reasons I chose to go to law school in the first place. I also see generational differences in their values and what the profession should look like in the future, which can be inspiring in an unexpected way.
Anuska Lahiri is a bright, eager law student with a promising professional career ahead of her. Ms. Lahiri was integral in helping us draft key motions on some of our large toxic tort and trucking matters. We believe that a diverse group of talented legal professionals is critically important to the success of our law firm, and that with greater diversity, we can be more creative and effective in the representation of our clients. Ramsha Khan joined our DEI Committee following a firmwide Juneteenth luncheon, which highlighted movies directed by and/or starring various African American artists. We look forward to Ms. Khan’s future contributions to our DEI Committee.
Robbins Geller is committed to fostering and maintaining a rich and diverse partnership of professionals. One thing that stands out year after year is the tenacity of the human spirit. It is exciting meeting someone who, because of circumstances out of their control, rises like a phoenix from the ashes to make a better life for themselves, and commit to paying it forward in helping others.
The rich diversity of our 1,100 employees makes us stronger, smarter, and better able to serve the public. We value the unique experiences and perspectives of our dedicated team of professionals, and we are united by our mission to pursue fair and equal justice for all and to build safe neighborhoods through the ethical prosecution of crime, protecting victims, preventing harm, and partnering with the community. Having diverse voices at the table and inclusive practices allows us to be more effective and innovative when fulfilling our public safety mission.
We chose to participate in DFP this year because the Public Defender’s Office is committed to fostering an environment that has an inclusive culture that embraces diversity, so our employees feel valued and fully engaged to support a workplace and community that is healthy, safe, and thriving — a commitment that a DFP fellow can experience firsthand. For any employer considering the implementation of a diversity and inclusion program or seeking to increase diversity, the tips we can offer are: (1) acknowledge office-wide that this is an area of growth; (2) commit to being intentional in addressing diversity; (3) identify the best people who can lead this effort; and (4) ensure diversity is considered in all aspects of your firm/business.
Each summer, our DFP fellow brings his or her unique life experiences to the table. They have always been unfailingly optimistic and energetic. They keep us grounded and give us hope for the future of companies, law firms, or anywhere else they choose to work. At Sempra, our future is rooted in the strength of our people. Ensuring an inclusive, diverse and engaged workforce is woven into the fabric of our company. When we value diversity and inclusion, employees can bring their whole selves to work and share their unique perspectives and ideas. This helps us achieve better business outcomes, and the impact extends beyond the walls of our company to the communities we serve.
We participated again in DFP this year because we believe in its philosophy and vision for tomorrow’s lawyers in our great legal community. Diversity and inclusion are like that new color you find in your mosaic painting, and it makes it better. It highlights what we did not see before. It promotes our goal to think outside of the box. I learned from our DFP fellows what motivates them to want to become lawyers. I have seen a common desire to promote justice. Given my diverse background, I try to understand what that means. It reconnected me to myself when I was a student in law school. It helps me to refocus on what is essential. We lose sight of who we are, and they remind me why I became a lawyer.
Wilson Turner Kosmo LLP (“WTK”) has been a DFP employer since the inception of the program, so it was important for us to continue our participation. The values of DFP truly align with the values of WTK, particularly in creating another opportunity pipeline for diverse law students. In fact, we have since hired three associates who were previously fellows at WTK through DFP. With the success we have had through the program, we chose to take on two fellows this summer and hope to continue the journey into the foreseeable future. At WTK, diversity and inclusion are in our DNA. We are one of the largest certified women-owned law firms in the region. By recruiting and retaining top talent with diverse backgrounds and experiences, we have created a vibrant workplace, where a variety of viewpoints are celebrated.
We have been participating in the DFP program for several years now, and we absolutely love it. This program provides a wonderful opportunity to train young law students and help them develop their legal skills. The talent and passion these students bring to the table is remarkable. We learn a tremendous amount from them. Seeing the practice of law through their fresh perspectives reignites our passion for the field, reminding us of the excitement and dedication we felt when we first began our legal journeys.
USD SCHOOL OF LAW
The DFP fellowship has shown me how supportive the San Diego legal community is and how much the community is willing to support and foster the growth of future aspiring attorneys. Everyone I have met through the program has been very supportive of not only my own growth, but also of the growth of diversity, equity, and inclusion throughout the legal community. Diversity and inclusion are important to me because the representation of Asian American female attorneys in the legal community is sparse and I want to change that. I hope to foster and provide support to other aspiring Asian American female attorneys to allow this representation to grow.
USD SCHOOL OF LAW
My DFP fellowship expanded my career aspirations as it exposed me to a new area of law that I did not previously consider. DEI is important to me because I grew up with first-hand experience of how diverse perspectives can enhance creativity and improve collaboration. As an international student from Singapore who grew up as a third-culture kid, I learned early on how a diverse environment can open your mind and change your perspectives on the world. I believe that exposure to diversity is one of the most important aspects of self-development as you advance in your career.
ALEXIS HUGHES
USD SCHOOL OF LAW
The DFP internship with BD has provided firsthand experience in a multinational business setting. Working in their legal department reinforced my desire to assist life science companies in resolving disputes and driving societal progress. There were many standout moments, but overall, everyone I assisted was eager to teach and help me move closer to my career goals. Experiencing firsthand that at the heart of the legal field are people helping people reassures me that I am in the right business. Diversity and inclusion are important to me because our society is diverse. Embracing this fact helps us move forward dynamically, ensuring every voice is heard, and allowing us to solve problems with efficiency and creativity.
CALIFORNIA WESTERN SCHOOL OF LAW
My DFP fellowship has reinforced my career goals by actually allowing me to engage with substantive legal work and made me realize I am pursuing the correct goals. One of the attorneys took the time out of his day to meet with me individually and explain to me the work he does and offered to mentor me. Diversity and Inclusion are important to me because they allow students to feel welcome to the legal profession when there are a wide range of appearances and backgrounds. I will continue to foster diversity and inclusion by involving myself in diversity panels and sharing my story with young people looking to take the legal path.
My fellowship has shown me a completely new field of law that I never knew existed. There are many moments that stand out when thinking about my employer, but the most prominent was the Padres game they took us (all employees) to. It really showed me how they care for their employees and the cohesion within the office. The most important takeaway from my DFP fellowship is to never rule out an opportunity. You never know where it can lead or the amazing experiences that may coincide. I will foster it by participating in diversity events and helping educate others on diversity when the opportunity presents itself.
The most important takeaway from my DFP Fellowship is to seek out opportunities for learning. In this position, I was able to gain invaluable information on California’s housing law, which was not an area of law I had been exposed to. Further, I learned to take initiative and seek out opportunities, which resulted in being able to work on a variety of projects concerning different areas of housing law, as well as civil rights law. Diversity, equity, and inclusion are extremely important to me because there is immense value in diverse perspectives and backgrounds. The qualities that make us unique are those that foster new ways of thinking, learning, and improving that are extremely valuable to the legal field.
CALIFORNIA WESTERN SCHOOL OF LAW
My DFP fellowship has significantly strengthened my career aspirations. Prior to this opportunity, my commitment to public service was unwavering. Through my fellowship at DRC, I have deepened my passion for the public sector. Being actively engaged in my community and making a positive impact on clients’ lives brings me immense fulfillment. This experience has provided invaluable hands-on exposure to public interest law, affirming that a career in the public sector is my true calling. My employer stands out for her dedication to my growth and development. I am encouraged to pursue cases that align with my interests and to prioritize the learning experiences I seek from this opportunity.
DFP has broadened my mind to see the many different types of legal careers that are out there. One standout moment was when I wrote a memo and the partner used my analysis to draft a letter to opposing council. Always reach out and take the initiative. Diversity is important because it allows me to learn other people’s culture and their life. I want to continue fostering this by talking to many different people and bringing them into the fold.
IAN LUKE
USD SCHOOL OF LAW
The DFP fellowship has reinforced my eagerness to start working as soon as possible. Learning in the classroom is not as fulfilling as getting handson experience in the field and applying it to real life situations. I think the most important takeaway from my DFP fellowship is how important diversity in the workplace is. Regardless of the work you do, the most important aspect of any workplace is the people. Without diversity and inclusion, the workplace would lack different perspectives and deprive everyone the opportunity to have an open mind. Not only is it a way to bring exposure to different cultures and upbringings but also allows us to not paint a picture in our head of what a lawyer should look like.
USD SCHOOL OF LAW
My time as a DFP fellow has made me recognize the importance of everyone having a fair and equal opportunity. It is my hope that I can one day give back by providing others with such an opportunity. I am so grateful to have been given the opportunity to clerk at HFM for the summer. The people — everyone from the support staff to the attorneys — are what make HFM so special. The team never failed to make me feel welcome. This environment allowed me to thrive. Aside from the invaluable experience I gained as a summer law clerk at a reputable firm, the growth in my professional network was an important takeaway from my DFP fellowship. I truly value the connections I have made and am honored to be a part of such an esteemed group of aspiring legal practitioners.
By Megan Moore
CALIFORNIA WESTERN SCHOOL OF LAW
My participation in the DFP fellowship has been transformative, profoundly shaping my journey as a law student and future professional. This immersive experience has bridged the gap between academic theory and real-world practice, offering invaluable insights into the dayto-day realities of the legal profession. The fellowship has honed my practical skills, from legal research and writing to client interaction and courtroom procedures. These experiences have bolstered my confidence and reinforced my commitment to pursuing a career in law.
USD
DFP fellowship reinforced my career goal by providing work environments that uplift and value diverse voices to foster collaboration and innovation. My employer gave me numerous opportunities to shadow attorneys in their day-to-day activities, such as showing up to the courthouse and client meetings. One moment was attending a case management conference and presenting myself to the judge. DFP fellowship has people and companies who value you as an individual and to establish a connection with that in mind.
The DFP Fellowship Program reinforced my career goals by emphasizing the importance of promoting diversity and inclusion within the San Diego legal community. I was able to make personal connections within the company during many work meetings and a fun event for all employees where we ate ice cream, played games, and socialized! The most important takeaway from my DFP Fellowship experience is the significance of getting involved in any way I can to find community. Not being from San Diego, it can be overwhelming to establish your roots. DFP provided me with the tools and platform to start branching out and making connections, something for which I will be forever grateful.
USD SCHOOL OF LAW
I am lucky enough to be in a program where I transition to advisory, transactional, and litigation roles. This has reinforced that I want to stick with my litigation path. My DFP fellowship has given me the opportunity to experience an in-house role which is a mystery to law students. It is not where I imagined myself this summer, but I am grateful to experience something many students don’t. Diversity and inclusion are important to me because it shows me how far we’ve come, but how much further we can go. It is important to see people like you thrive in the workplace, so you can create a path designed by you and not others!
CALIFORNIA WESTERN SCHOOL OF LAW
My DFP fellowship reinforced my career goals by introducing me to the intricacies of employment law and the scope of work within field. I would say the most important takeaway from my fellowship would be to not shy away from asking for help and leaning on colleagues, especially when you’re brand new to a job. For me, it’s easy to be nervous asking for help out of fear I might look unqualified, but working at such a collaborative and helpful firm taught me that it is not just okay but encouraged to use your colleagues as a resource.
CONNIE
CALIFORNIA WESTERN SCHOOL OF LAW
Being part of the DFP Fellowship has demonstrated that diverse law students not only deserve a seat at the table but will excel in those positions. The fellowship has shown me the incredible potential and resilience of diverse students, proving that they can thrive and significantly contribute to the legal field. The unique backgrounds and upbringings of individuals shape the way they approach problemsolving, communication, and forming connections. A diverse legal team will be equipped with a variety of tools to tackle any issue the team may face.
PETTIT KOHN INGRASSIA LUTZ & DOLIN
RAMSHA KHAN
USD SCHOOL OF LAW
Being a woman of color in the legal field can be daunting, but my DFP fellowship has illustrated the profound impact of having supportive mentors, colleagues, and people who want to see you succeed. This experience has reinforced that by remaining resilient and dedicated, and by cultivating a strong support network, one’s efforts will inevitably shine through, proving that even in the face of adversity, persistence and determination lead to meaningful accomplishments. As a firstgeneration law student and a woman of color, diversity and inclusion are deeply important to me because they reflect the principles of equity, representation, and justice that drew me to the legal field.
PETTIT KOHN INGRASSIA LUTZ & DOLIN
ANUSKA LAHIRI
USD SCHOOL OF LAW
At Pettit Kohn, I had the honor of helping with fascinating cases involving product liability defense for the firm’s largest retail client and one of the largest retailers in the world, which solidified my interest in product liability defense and made me excited to become an attorney. Diversity and inclusion are important to me as someone whose gender and ethnicity are underrepresented in law because navigating this intimidating and complex field requires mentorship from more experienced attorneys, and mentorship in turn requires an understanding of someone’s lived experiences.
USD SCHOOL OF LAW
My DFP fellowship has opened my eyes to the world of class actions and plaintiff’s work. I’ve learned that I have a heart for representing plaintiffs, and I would like to explore this more in the future. As a summer associate at RGRD, I really feel like my employer cared about my professional and personal development. Everyone has been very kind and has taken the time to get to know me. My favorite moment was helping a partner prepare for an oral argument before an appellate court. I felt honored that the partner wanted my input on how to make his argument better.
CALIFORNIA
My DFP fellowship has provided me with valuable opportunities to reflect on my career goals. Engaging directly with clients and navigating legal challenges has significantly broadened my skills and deepened my understanding of social justice issues. I am grateful to have been introduced to dedicated attorneys who passionately uphold the rights of underserved communities within our legal system. This experience has underscored the critical role of empathy, advocacy, and the pursuit of justice in ensuring fair treatment to all within our legal system. eperspectives and foster innovation.
USD SCHOOL OF LAW
Learning how a team works, how a courtroom looks, and how attorneys work with one another is a lesson that can only be absorbed through watching these events take place in real life. Diversity and inclusion are not only important to me. It is the cornerstone of growth. Making certain that we foster diversity in the workplace is how we ensure that society continues to push the boundaries of what is possible. I foster diversity in my career through mentoring others and taking on pro-bono work that is meaningful to me.
USD
My DFP fellowship has confirmed my passion for pursuing a career in law. My employer’s encouragement and confidence in my work have played an instrumental role in confirming my career goals. The most important takeaway from my DFP fellowship is that I have been able to make professional relationships that will last me long beyond my DFP internship. Hearing the personal experiences and stories of attorneys in my office has broadened my perspective and interest in the legal world, and allowed me to have the utmost respect for those who I have had the honor to work with.
ALINA GONZALEZ
THOMAS JEFFERSON SCHOOL OF LAW
Sharif Faust has opened my eyes to areas of law in which I had no work experience prior to this fellowship. The mentorship and guidance I received during this fellowship have been instrumental in shaping my professional development and have solidified my core value of focusing on areas where I can effect positive change. As a first-generation law student, I am passionate about ensuring that all voices are heard and respected. I aspire to contribute to a legal profession that reflects and serves the diverse communities it represents. I intend to foster inclusion by contributing to the growth of opportunities for collaboration among those from diverse backgrounds.
JENNA MIYAHARA
CALIFORNIA
Working at Sharif Faust has allowed me to explore various areas of the practice of law, and has made me more comfortable with the idea of going into litigation as opposed to purely transactional work as I had planned when I first came to law school. What solidified my stand-out moment at Sharif Faust was towards the end of my second week when I had a meeting with Mr. Faust regarding my first assignment, and the first question I was asked was how I was liking the assignment and the work I had been doing.
CALIFORNIA WESTERN SCHOOL OF LAW
The DFP fellowship has expanded and shifted my career goals. One of the most important takeaways from my DFP fellowship is the profound sense of empowerment and deservingness it has instilled in me. Diversity and inclusion are important to me because, as a Native Hawaiian woman, I’ve often doubted my place in the legal field. These values ensure a sense of belonging for those who feel out of place. Moving forward, I am committed to being a visible role model in the community, demonstrating to Kānaka Maoli that they, too, have a rightful place in the legal profession and can achieve their goals.
JASMIN
CALIFORNIA WESTERN SCHOOL OF LAW
Wilson Turner Kosmo, LLP has shown me what it looks like to work at a law firm that truly values diversity and inclusion making the work environment healthy and enjoyable. The most important takeaway from my DFP fellowship has been the unforgettable support to students like myself in the legal community. Being a part of DFP has taught me that when we support and uplift each other, our community can blossom into something beautiful.
CIARA JEDIE SARAO
USD SCHOOL OF LAW
I really valued a space that would provide me with a lot of mentorship experience and one that I could see, through their actions, that they were committed to diversity and supporting their attorneys. Although I expressed interest in a field that was different from what my employer provided at their firm, they were more than happy to connect me with an employer that specialized in the area of law I was interested in. This indicated to me that they were a very supportive firm and they encouraged people to pursue what they were genuinely interested in.
CALIFORNIA WESTERN SCHOOL OF LAW
The DFP fellowship has reinforced my career goals and given me a sense of confidence that I would like to pursue a career in litigation. The fellowship has also opened my eyes to the defense of civil litigation which before the fellowship I did not give much thought. The most important takeaway from my experience as a DFP fellow is that as an attorney at times, you may feel like you need to know the answer to every question. This is not the case, a great attorney knows how to find the answer to a question but does not necessarily need to have it memorized.
Thank you to all 2024 Diversity Fellowship Program participants. If you are interested in being an employer or fellow for 2025 please contact Nima D. Shull, DFP Director, at nshulldfp@outlook.com
Lagasse Branch Bell & Kinkead, LLP
Ogletree Deakinsa
Sony Electronics
STUDENTS NOT PICTURED
Leah Schumacher
Abigail Healy
Ramy Khadra
By Isaac Jackson
In California, people of color constitute 62% of the state’s population, however, they represent only 35% of the state’s attorneys. Similarly, in San Diego County, roughly only 40% of Judges identify as a person of color. This results in a stark contrast where the racial makeup of the community does not reflect the racial makeup of the courtroom. Moreover, individuals from other communities, like the LGBTQ+, people with disabilities, and other diverse communities, also face many barriers to the Bench. Fortunately, there are attorneys in San Diego working to continue to shrink those gaps and tear down those barriers. 2024 marks the founding of a new local association of lawyers, the San Diego Unity Bar. Thanks to the diligence and vision of a few local attorneys, San Diego County now has a new tool to help combat the lack of diversity and access to the Bench that pervades our profession.
The mission of the Unity Bar is to diversify the Bench, support current qualified diverse Judges in reelections, and to create a platform for the various San Diego County affinity bar associations to speak with one voice on issues that impact their communities. San Diego County has long been home to bar associations that focus on specific identities and communities, but this is the first official association of multiple bar organizations aimed at addressing an issue that is common to all minority groups, namely, lack of representation in the profession and on the bench.
The San Diego Unity Bar traces its origins back to Sacramento where in 2022, local bar leader Ted Holmquist attended a Unity Bar Summit. There, Mr. Holmquist learned that leaders in Sacramento had a goal
of starting Unity Bars around the State. The following year, Mr. Holmquist returned to Sacramento, this time with another local leader, Ramesses Surban, where they learned details about the purpose of a Unity Bar. At that event, California Judicial Appointments Secretary Luis Cespedes made clear that the governor was encouraging California leaders to create Unity Bar organizations and that an endorsement from a Unity Bar would speak volumes about a judicial candidate. Mr. Holmquist and Mr. Surban brought the idea back to San Diego where they began to meet with other attorneys who were active in their respective bar associations. Many conversations and meetings later, the San Diego Unity Bar was born.
In January of 2024, the Unity Bar held its inaugural event, an evening with none other than Secretary Cespedes himself. The event came together relatively quickly thanks to the staunch support, and gentle nudging, from Judge Vallera Johnson. Event organizers describe Judge Johnson as the beating heart of the effort to create the Unity Bar. The event, held at Sony Electronics thanks to the efforts of Sony General Counsel Shaka Johnson, was by all accounts a success. Over 300 people were in attendance including attorneys and judges from all over California. Notable guests included California Supreme Court Associate Justice Martin Jenkins who joined Secretary Cespedes on stage for a moderated conversation. Thanks to the efforts of San Diego attorneys Vaani Chawla, Jodi Cleesattle, Mikhak Ghorban, Ted Holmquist, Judge Vallera Johnson, Brandon Kimura, Desirae Sanders and others, this event highlighted the goal of the Unity Bar, to make the path to the bench more accessible to qualified attorneys from diverse backgrounds.
The Unity Bar is not a substitute for the San Diego County Bar Association or any of the affinity bars in San Diego County. Rather it is a mechanism to disseminate information to the diverse bar organizations and for them to come together to speak with a singular voice on issues that affect all the represented communities. There are currently 13 individual organizations that have joined as members of the Unity Bar. Each individual organization has one vote. The Unity Bar has no president or attorney members, rather it has co-chairs who run three committees (Steering, Endorsements, and Social) to ensure the Unity Bar carries out its purpose. Current committee co-chairs are Vaneeta Jaswal, Brandon Kimura, Christina Elhaddad, Arcelia Magaña, Jodi Cleesattle, and Vaani Chawla.
I spoke with the co-chairs for the Steering Committee (Jaswal and Kimura), and they gave me their insight on the need for the Unity Bar in this community. Both have served, or are currently serving, as leaders in local diverse bar organizations so they have seen firsthand the need for an organization that could bring those disparate groups together to achieve a singular goal of increasing diversity on the bench. Having completed the inaugural event, the focus has shifted to endorsements. I learned
that creating an endorsement process was arduous, but fruitful. The endorsement process is now live with several endorsements in the works. Any endorsement by the Unity Bar must have the approval of a majority of the member associations, meaning an approval from the Unity Bar can and should carry significant weight. In the future, the Unity Bar hopes to vet and endorse as many qualified candidates as possible. They also hope the Unity Bar can serve as a recruitment tool to find new and more diverse candidates for the bench.
Statistics show that the makeup of attorneys in San Diego County is changing, albeit at a slow pace. Perhaps, through the efforts of the Unity Bar, someday when an individual walks into the courtroom, or seeks out legal advice, or meets with their coworkers, they won’t always feel like the odd person out. Maybe someday the image of the legal profession will mirror the image of our community, but we’re not there yet. Until then, we thank the organizers of the Unity Bar for setting out to make that reflection a little more accurate.
Isaac Jackson (isaac.jackson@sdcda.org) is Deputy District Attorney with the San Diego County District Attorney’s Office.
Michael McGowan has over 20 years of experience settling highprofile litigation Let him resolve your case with the efficiency and creativity you would expect from a seasoned cour troom attorney
Areas of Specialty include:
• Government/municipal liability
• Personal Injury
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The Unity Bar would not be thriving without the participation and dedication of San Diego’s various Affinity Bar Associtions. San Diego County is home to an incredibly diverse and rich community. In order to ensure representation is prioritized in our legal system, various Affinity Bar Associations have launched initiatives to support their communities. Each Affinity Bar is made up of driven and passionate members of the legal community whose goal is to support each other. Here, you can read about the specific goals each bar is striving for and why you should consider joining them.
The Arab American Bar Association (AABA) is a new, but vibrant addition to the greater San Diego legal community. We first convened in February 2020, to discuss the formation of the AABA and to gauge the level of enthusiasm for such an effort. To our delight, there was excitement and eagerness from Arab American law students and attorneys for an organization offering camaraderie and mentorship within our legal community. Even though COVID-19 prohibited us from meeting in person, we maintained and even increased our momentum by holding virtual meetings and events throughout the shutdown. Today, we are a vibrant organization of nearly 100 members, with two Arab American Superior Court Judges serving as our advisors. Aside from serving as the unifying voice for the Arab American legal community, the AABA is dedicated to promoting diversity on the bench and the bar, and to ensuring equity within our justice system.
It is an opportunity to come together in collaboration with other local specialty bar associations to speak with one voice and advance the issues of common interests here in San Diego. EBGBA is hosting its annual Neighborhood Law School series, a six-week program comprised of free legal seminars offered to the San Diego community. The courses are designed to give people a general overview of useful legal information on a variety of legal topics. EBGBA's mission is to advance the political, economic, educational, social, legislative, and legal interests of the Black community in San Diego County. We are committed to defending the legal and human rights of all people; promoting the administration of justice; eradicating the root causes of racism; promoting the professional and personal interests of our individual members; and preserving high standards of integrity, honor, and courtesy in the legal profession.
Filipino American Lawyers of San Diego (FALSD) is celebrating our 46th year in the San Diego legal community! We are dedicated to advancing Filipino American legal professionals and the AAPA community, including preserving and fostering culture, heritage, and diversity. To that end, we regularly host and sponsor a variety of events, including CLEs, mixers, legal clinics, and networking opportunities. Recently, we hosted the Seventh Annual Pinay Powerhouse Conference earlier this year; a kamayan dinner to celebrate our scholarship awardees and swear in our new board; a group outing to the Padres’ Filipino Heritage Nights in June and a second outing in August; and a membership mixer at GOAL. Brewing, San Diego’s only Filipino-owned-and-operated craft brewery. We are also one of the founding affiliates of San Diego’s Unity Bar. We are proud to be a part of San Diego’s diverse legal community and look forward to several more years!
For the Iranian American Bar Association San Diego, the Unity Bar represents a unified alliance among the various diverse bar associations in San Diego, working together to promote diversity within the judiciary and advance equity and inclusion. The Unity Bar also provides a platform for amplifying the voices of Iranian Americans and ensuring their presence is recognized in the community. We are actively engaged in various initiatives and advocacy efforts, including addressing immigration policies impacting Iranians, broader social justice issues, and supporting Iranians who are fighting for freedom in the Woman, Life, Freedom movement. We also focus on addressing human rights abuses in Iran. Our mission is to educate the Iranian American community about legal issues impacting them and to ensure that the American public, local representatives, and government officials are informed about issues affecting Iranian Americans. Additionally, we strive to foster and promote the achievements of Iranian American lawyers and other legal professionals.
The Japanese American Bar Association (“JABA”), founded over 45 years ago, provides a special forum for members of the legal profession with interests and ties to the Japanese American community to discuss issues, network, and serve our community. Although established in Los Angeles, California, JABA has subsequently expanded across the nation, including a strong presence in San Diego. Since its inception, JABA’s mission has been to increase diversity and inclusivity, particularly amongst the bench, with the goal of improving access to the law and providing equal justice for all. Consistent with this mission, JABA is proud to be a part of the San Diego Unity Bar, which embraces diversity, recognizes the power of unity, inclusion, and collaboration, and stands for the very principles upon which JABA was founded. Together, we hope to continue to affirm our common commitment to fostering inclusivity and fighting for equal access and justice for all.
Established in August 2007, the Korean American Bar Association of San Diego (KABA-SD) provides Korean American attorneys and law students in San Diego area the opportunity to network and socialize with each other, offer legal, educational, political, charitable, and other services to the Korean-American community, and advance Korean Americans in the legal profession. To further its mission and preserve the cultural heritage of our community, KABA-SD hosts events, such as informational workshops, mentoring programs, fundraisers, and other networking and social activities. KABA-SD works with minority and community organizations on matters of common concern and is open to all those interested in furthering KABA-SD’s objectives. KABA-SD’s recent events include KABA-SD Annual Board Meeting (August 13), where the new board was elected; San Diego API Post-Bar Celebration (September 14, 2024); Korean Heritage Night at the Padres game (September 17, 2024) and there are various jointnetworking events to look forward to throughout the year.
The Lawyers Club of San Diego was founded in 1972 with the mission to advance the status of women in the law and society. Since then, Lawyers Club has grown to be the largest specialty bar association in San Diego with members of all genders in the community who share its mission. The organization is a strong
advocate for gender equality, while creating a supportive network for legal professionals through educational programs, mentorship opportunities, and community outreach. Lawyers Club inspires and mentors feminist leaders, defends reproductive freedoms, and advocates against gender-based violence and discrimination. The Unity Bar represents a commitment to diversity, inclusion, and collaboration within the legal community. Our partnership with the Unity Bar emphasizes Lawyers Club’s dedication to supporting women and promoting equality in the legal profession by fostering connections among diverse legal practitioners to strengthen our collective voice.
Joining the Unity Bar signifies our desire to collaborate with other diverse legal associations in the region. The Unity Bar provides a platform for diverse groups to engage in joint activities and share resources and common goals, such as judicial endorsements. There are two recurring issues for us in the legal community. One is visibility. We are still here, and we are active in the legal profession. It is important to strengthen visibility and sustain a network that supports the personal and professional development of Native attorneys. The second issue is education. We are in a legal community where a significant portion of people have had limited exposure to and understanding of Native American legal issues tied to Federal Indian and Tribal law. Our mission is to support Native American lawyers, judges, law students, law professors, and our allies supporting tribal sovereignty and self-determination.
For Pan Asian Lawyers of San Diego (PALSD), our membership in the Unity Bar exemplifies coalition building at its finest. PALSD is proud to unify in solidarity with our local bar organizations to tackle the challenges of promoting diversity on the bench, supporting underrepresented communities in our profession, and combating discrimination. Similar to the plights of other communities, the Asian American Native Hawaiian Pacific Islander (AANHPI) community faces a myriad of social and political challenges, such as the normalization of anti-Asian sentiments and the “bamboo” ceiling for leadership roles. Unfortunately, many of these issues stem from the continued, and oftentimes uncontested, proliferation of discriminatory stereotyping, political rhetoric, and scapegoating policies. PALSD’s mission is to provide a unifying voice for the AANHPI legal community. Through our programming and outreach, we seek to develop leaders, educate the community, and empower AANHPI legal professionals
The South Asian Bar Association of San Diego (SABA was formed in 2001 after the 9/11 tragedy that struck our nation to provide a space to discuss, address, and advocate for issues that South Asian Americans face. In particular, members of the South Asian diaspora faced significant discrimination in the United States as they were viewed as terrorists because of the color of their skin or because practicing Sikh Americans donned a turban. In San Diego, there is a relatively small community of South Asian attorneys and, as of 2024, only two South Asian judges. With the San Diego Unity Bar, SABA seeks to create a more diverse bench where litigants, attorneys, and the community see judges that look like them and can empathize with their experiences. With a more diverse bench, SABA hopes to help foster greater trust and fairness in our legal system.
The San Diego Jewish Bar Association (“SDJBA”) is an organization dedicated to providing a forum for members of the Jewish legal community to meet each other, discuss issues of common concern, and network. In addition to providing a forum for our members, we also facilitate programming that reflects our rich cultural and legal traditions, including sponsoring CLEs, hosting authors and other public speakers, and organizing discussion groups. The SDJBA is also committed to addressing issues of importance to our members, including antisemitism in our community, and we hope to have a positive impact on these, and other problems. The SDJBA also provides opportunities for mentorship, professional development, and community service. By fostering a supportive and inclusive environment, we aim to strengthen the legal community and enhance our members’ professional lives.
The Unity Bar symbolizes progress and a significant move toward a judiciary that reflects the community it serves. By pursuing this objective, we continue to foster trust in our profession and ensure equal access to justice for all who enter our courts.
THLA is dedicated to the advancement of LGBTQ+ issues throughout California and the nation, as well as the protection of our communities, which continue to be the target of hate crimes and hostile legislation nationwide — including 527 anti-LGBTQ+ bills introduced so far this year. We advocate for equality, provide educational programs, and create a place for LGBTQ+ and ally legal professionals and students to network, build friendships, and develop their careers. Our mission overlaps and intersects with the missions of our local diverse bar associations, and THLA is proud to be one of the founding members of the San Diego Unity Bar. The Unity Bar brings together each of our diverse bar associations to lift up and amplify our common issues and goals and to work toward greater diversity in our legal community and on the bench. We look forward to working with the Unity Bar.
Access to justice is a fundamental principle of our legal system. By representing diverse facets of our community, we not only uphold this principle but also build public confidence in the critical decisions made within our courtrooms. San Diego La Raza Lawyers’ mission is to promote equality, empowerment, and justice for Latino attorneys and the Latino community throughout San Diego County through dedicated service and advocacy. We are committed to enhancing diversity within both the judiciary and the legal profession. SDLRLA is proud to advance this mission by collaborating with several organizations to form the San Diego Unity Bar.
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by John Taecker & Kathy Steiner Taecker
obert G. Steiner was born in San Diego in 1932, the second son of San Diego attorney Fred A. Steiner (of Sloane & Steiner) and Nell Steiner. After attending San Diego High School, he went to the University of Michigan for a bachelor’s degree where he met and married his sweetheart, Ann Batchelder, and then to UC Berkeley (Boalt Hall) for law school. Immediately after the bar examination in 1956, he commenced his service in the Army for two years.
In 1958, Fred Kunzel (of Luce, Forward, Kunzel & Scripps) offered Bob a job — at $350 a month. Bob’s desire was to practice tax law, but the press of business in the firm at the time included antitrust, real property litigation, and insurance tort litigation. Thus, after only a couple of tax issue cases, his work focused exclusively on litigation, as it did for the next 47 years.
His bar-related activities included service on the Board of the Legal Aid Society, California Rural Legal Assistance, California Indian Legal Services, Board of Directors of the San Diego County Bar Association, and as the President of the San Diego County Bar Association in 1972. He participated in activities of the State Bar, including chairing two State bar committees.
His wife Ann became president of the Bar Auxiliary and also served as a Director of the Legal Aid Society.
Bob was soon elected as a member of ABOTA (American Board of Trial Advocates, which requires at least 20 civil jury trials to verdict) and in 1970 was elected president of the San Diego Chapter. In 1978 he was honored to be invited to be a Fellow in the American College of Trial Lawyers. In 1982 he became the Southern California Chairman of the ACTL and served in that capacity for two years.
He was a founding member of the Louis S. Welsh chapter of the American Inns of Court, and a founding member of the San Diego Chapter of the Association of Business Trial Lawyers.
In 1972, Tom Hamilton, as managing partner of Luce, Forward, Hamilton & Scripps, established a committee, which included Bob McGinnis (as Chair), Bob Steiner, Bill McKenzie, Bob Bottomley, and Bruce Berry, to redraft the firm’s partnership agreement. As a result, the office of managing partner was vested with significant new powers (characterized as a benevolent dictator). Bob was elected the first managing partner under the new system, serving from 1973–74 and 1976–77. In addition to these new duties, and the other activities listed above, Bob continued a full trial schedule of 250 open litigation files.
Bob handled major litigation, including representation of Ford Motor Company; Sharp Hospital; Anheuser Busch; Sturm, Ruger & Co.; the inside directors of the U.S. National Bank; and Great American and Imperial Savings & Loan. The Olympia antitrust case was one of national significance, which was resolved after several years. He represented Helen Copley in preserving her interest in the ownership and control of The San Diego Union. Early on, he successfully defended a few criminal cases.
In 1995, he was the recipient of the prestigious annual Broderick Award given to one civil litigator in recognition of civility, competence, and professionalism in civil litigation.
He served as the San Diego Superior Court’s member and later as chair of the Justice Facilities Finance Agency; as a member of Governor Deukmejian’s Judicial Selection Committee; as the initial chairman of the Federal Court Advisory Committee under the Civil Justice Reform Act of 1990; as a member of the Scripps Foundation; as a director of the San Diego Automotive Museum; and as a director of a privately held business corporation.
In 2005, he began to reduce his work schedule and spend more time on his hobbies of classic cars, model garden railroads, and travel. Bob and Ann traveled around the world, visiting all seven continents. Bob and Ann were patrons of the local arts, including the San Diego Symphony, San Diego Opera, and the Old Globe Theatre, as well as the San Diego Zoo.
Bob was a true man of integrity. His word was his bond. He strove for excellence in everything he did. He was loyal and true to his family and friends. He was the patriarch for his extended family and was always providing for them. Bob was a voracious reader, and was constantly reading about history and science, as well as literary classics.
Bob passed away on July 8, 2024, at home surrounded by his children. He is survived by his children Arwen Sosa (Robert Boyce), Kathy Taecker (John Taecker), and Eric Steiner; his grandchildren Rebecca Pollard, Danielle Steiner, Chris Steiner, and Nick Wetmore; eight great-grandchildren; his brother Richard Steiner; his sister Nancy Moore; and many nieces, nephews, great nieces, and great nephews.
His wit and wisdom will be sorely missed by all who had the honor and privilege to know him.
This article was written by Mr. Steiner’s son-in-law John Taecker, and Mr. Steiner’s second eldest daughter Kathy Steiner Taecker. This article also contains content from Mr. Steiner’s biography in his work “Luce Forward - A History.”
By Judge Victor Bianchini (Ret.)
I am very honored to be asked to write about my dear friend, Milt Silverman. It is both an honor and a heavy responsibility, while mourning the loss of Milt, to recount and celebrate Milt’s extraordinary life. He was 79 years old when he left us, a man with a lifetime of experiences and memories that those who knew him will forever cherish and admire.
I met Milt back in 1970, 54 years ago. I had left the Marine Corps active service and was a civilian defending Marines at courts-martial, and so was Milt. In fact, one of his most notable cases was when he was asked by the NAACP to defend five Black sailors from the Aircraft Carrier Kitty Hawk–a case he won.
Since that time, he has been a constant and invaluable presence in my life. Over these decades, I’ve had the privilege of seeing firsthand how Milt touched the lives of so many people around him.
His brilliance, hard work, and dedication were evident in everything he did. But it was his unwavering commitment to family, friendship, and the rule of law that truly defined him.
Milt had a marvelous mind, and anyone who met him quickly recognized it. His legal acumen was unparalleled, and his dedication to his clients was legendary. I referred to him a number of civil cases, those of my friends and acquaintances, and the outcomes were nothing short of extraordinary. He had a way of cutting through the noise to get to the heart of the matter, always seeking the truth. His preparation was thorough — he was Mr. Preparation — his arguments compelling, and his dedication unwavering. There is no doubt in my mind that Milt was one of the best lawyers in America.
I was on the bench when I referred to him a case involving a close friend of mine in a complex legal predicament. I was worried, but Milt stepped in with his usual calm and assured manner. His dedication to the case, his relentless pursuit of justice, and his unwavering ethical stance not only resolved the issue, but also left an indelible mark on all involved.
Milt tried cases for over 40 years. He excelled as a trial lawyer in both criminal and civil. The diversity of his cases was nothing short of astounding. The earthshaking acquittal of Sagon Penn, of the murder charge of a police officer, rewrote the historical record of astounding results. His representation of a murder defendant resulting in an acquittal based on a hypnotism defense was so remarkable that in a follow-up book on the case, “Open and Shut,” won him critical acclaim. He sandwiched in a civil judgment against a religious organization, accused of kidnapping a follower, of $32 million, which at the time was the largest civil verdict in California. His civil cases, many of which were mega-verdicts, involved issues as diverse as toxic torts, defamation, abuse of process, intentional infliction of emotional distress, misrepresentation, and products liability.
His honors included several Outstanding Trial Lawyer awards, a Trial of the Year Award, and he was recognized as a Legend of the Bar, to name just a few — a list too long to recount here, and to do justice to his remarkable life. He also was listed for many years in both civil litigation and criminal defense sections of the Best Lawyers in America.
Milt didn't just win cases; he restored faith in the rule of law and showed that integrity was not just a word but a way of life.
But beyond his professional accolades, what truly stands out to me was Milt’s deep and abiding love for his family and friends. His dedication to his family was extraordinary, and his family was his pride and joy. His wife, Maria, was the love of his life, and he consistently wrote love letters to her. He was completely devoted to his children, Rose and Richard, and his four grandchildren.
He was equally devoted to his friends, and I was fortunate to have been counted among them. His friendship was warm, consistent, and genuine; he made you feel like you were the most important person in the world when you were with him, giving you his full attention and care. He was a loyal and faithful friend, one you could always count on, a constant in a world that is tragically inconsistent.
One of Milt’s lesser known, yet significant achievements,
impart wisdom through the lens of his expertise.
I think what I’ll miss most about Milt is the warmth and consistency of his friendship. When you were with him, you had his complete focus. In a world full of distractions, Milt had a rare gift of making you feel truly seen and heard. His friendship was a constant source of comfort and strength, and I know many of you feel this same loss.
As we remember Milt, I hope we all take a piece of his spirit with us. Let’s remember him not just as a great lawyer, or a brilliant mind, but as a kind, dedicated, and loyal man who made the world a better place. Milt was one of a kind, truly irreplaceable, and we are all better to have known him and for having had him in our profession.
Milt was brilliant, loving, and dedicated. I hope you will honor his memory by striving to embody the virtues he
The San Diego County Bar Association’s Lawyer Referral and Information Service (LRIS) connected over 60,000 qualified clients with participating attorneys in 2023, resulting in nearly eight million dollars in legal fees earned. You could be one of those attorneys in 2024.
The public trusts LRIS as the reliable way get connected with qualified attorneys. Lawyers trust LRIS too, because we carefully pre-screen potential clients to ensure we only send you referrals that match well with your practice area.
Practically speaking, LRIS offers you the most cost-effective way to gain high-quality clients, hands down. The cost is much lower than other marketing methods, including advertising, SEO, listing/rating services, you name it (lower still with the highly-discounted LRIS enrollment fee offered to SDCBA members — your membership will immediately pay for itself).
Best of all, by participating in LRIS, you will be helping clients access quality legal services they wouldn’t find otherwise — a true win-win.
By Jeremy S. Golden, Esq.
When we first opened our firm, Golden & Cardona-Loya LLP, we needed to figure out a way to get good quality cases. We joined the Lawyer Referral and Information Service (LRIS) over 10 years ago as one of many options. LRIS has proven to be the best source of consistent referrals.
As busy attorneys, our time is best spent advocating for our clients, whether that be in court, doing research, or drafting pleadings. We leave the marketing and client screening to the experts — and that is where LRIS of the San Diego County Bar Association comes in.
LRIS has a trained staff that does an excellent job screening potential clients. This is a huge time-saver for our firm. Many clients do not know exactly what type of attorney they need. When they contact LRIS, they are steered to the proper attorney. This saves us a lot of time from not having to talk to every potential client, especially many who are not in our field of practice.
Our firm handles consumer protection cases. When a client within our field contacts LRIS, the intake specialist will elicit a short synopsis of the case and obtain their contact information, which is then forwarded to us. This is another huge time-saver. Just getting these simple details makes it easier for us to organize and manage the intake process.
One notable LRIS referral was a service member stationed in Japan. An identity thief stole his identity and opened numerous financial accounts in his name while he was overseas serving. The thief even bought a car in his name and took out a car loan that was not paid. This damaged my client’s credit and jeopardized his security clearance. We were able to fix his credit report and obtain settlements from the financial institutions that violated various consumer protection laws.
One of the greatest benefits of LRIS is the financial success. LRIS has consistently sent us quality referrals. Many of these cases have resulted in large settlements or verdicts. The cost associated with subscribing to LRIS is small compared to the financial benefit from the referrals.
LRIS allows us to practice more efficiently. It also has been a great financial benefit to our firm. No doubt it has been an integral part of our success for years.
Jeremy S. Golden practices in the field of consumer law out of offices located in Chula Vista and Scripps Ranch In over 20 years of practice he has saved consumers millions of dollars in collection cases He also files claims against banks and credit bureaus for unlawful debt collection, inaccurate credit reporting, fraud and related cases
The SDCBA mourns the loss of John D. Alessio, managing partner at Procopio and a prominent member of the legal community. He passed away on Sept. 3, 2024, at age 55. John is survived by his wife, Sofia Alessio, and their two daughters, Paulina Alessio and Andrea Alessio. As a prominent leader in the legal community, John helped Procopio navigate the global pandemic and was an active member of several associations, including the Entrepreneurs Organization and PEERS San Diego. In a Procopio video, John said he focused on the three C’s. “Our clients, our culture, and also our community.” He will be missed.
West Coast Resolution Group, a division of the National Conflict Resolution Center, has one purpose: to provide exceptional and a ordable mediation services to the legal community.
To schedule a case, please contact us at 619-238-7282 Visit us at westcoastresolution.com or scan this code.
The 125th Anniversary Celebration was a tremendous success and marvelous milestone for the SDCBA. Prominent members of the legal community and several past presidents attended this historic event. The event marked the grand opening of our new Bar Center. September 12, 2024 was proclaimed as "San Diego County Bar Association Day" by both the City of San Diego and the San Diego County Board of Supervisors. Thank you to all attendees and to our valued sponsors who made this event possible. Presidential - de Castro, P.C.; Presiding - Judicate West; Premier Sponsors - Burger Construction and Signature Resolution; Producing Sponsors - JAMS, NCRC West Coast Resolution Group. We hope all our members will continue our journey with us for the next 25 years!
The San Diego County Bar Association wants to thank all of the San Diego law firms, public agencies, and nonprofit legal organizations that have provided SDCBA membership to 100% of their attorneys in 2024. Your commitment to the San Diego legal community is greatly appreciated.
100% Club member list as of October 2024
Allen Matkins Leck Gamble Mallory & Natsis LLP
Allen, Semelsberger & Kaelin, LLP
Ames Karanjia LLP
Antonyan Miranda, LLP
Appellate Defenders, Inc.
Astuno & Associates, APC
Atkinson, Andelson, Loya, Ruud & Romo
Beamer, Lauth, Steinley & Bond, LLP
Beatrice L. Snider, APC
Bender Kurlander Hernandez & Campbell, APC
Best Best & Krieger, LLP
BioMed Realty Trust, Inc.
Blackmar, Principe & Schmelter APC
Blanchard Krasner & French
Bobbitt, Pinckard & Fields, APC
Brierton Jones & Jones, LLP
Buchanan Ingersoll & Rooney PC
Burke, Williams & Sorensen, LLP
Burton Kelley, LLP
Butterfield Schechter LLP
California Western School of Law
Case Harvey Fedor
Casey Gerry
Chalifoux, Brast, Thompson & Potocki APC
Christensen & Spath LLP
Cohelan Khoury & Singer
Dean Gazzo Roistacher LLP
Devaney Pate Morris & Cameron, LLP
Dietz, Gilmor & Chazen, APC
District Attorney’s Office of San Diego
Donald R. Holben & Associates, APC
Duckor Metzger & Wynne ALC
Fennemore
Ferris & Britton, APC
Fisher Phillips LLP
Fitzgerald Knaier LLP
Flanagan Law, APC
Fleischer & Ravreby
Gatzke Dillon & Ballance LLP
Genesis Family Law, APC
Goodwin Brown Gross & Lovelace LLP
Green Bryant & French, LLP
Greene & Roberts LLP
Grimm, Vranjes Greer Stephan & Bridgman LLP
Gruenberg Law
Haeggquist & Eck, LLP
Hahn Loeser & Parks, LLP
Hegeler & Anderson, APC
Henderson, Caverly & Pum, LLP
HHJ Trial Attorneys
Higgs Fletcher & Mack LLP
Hoffman & Forde
Hooper, Lundy & Bookman, PC
Horton Oberrecht & Kirkpatrick, APC
Hughes & Pizzuto, APC
Judkins, Glatt & Rich LLP
Karen D. Wood & Associates
Kennedy & Souza, APC
Klinedinst PC
Koeller Nebeker Carlson & Haluck LLP
Kriger Law Firm
Legal Aid Society of San Diego, Inc.
Lincoln Gustafson & Cercos LLP
Macdonald & Cody, LLP
McCloskey Waring Waisman & Drury LLP
McDougal Boehmer Foley Lyon Mitchell & Erickson
Miller, Monson, Peshel, Polacek & Hoshaw
Mintz
MoginRubin LLP
Moore, Schulman & Moore, APC
Musick, Peeler & Garrett LLP
Neil, Dymott & Hudson, APLC
Niddrie | Addams | Fuller | Singh LLP
Noonan Lance Boyer & Banach LLP
Office of the Carlsbad City Attorney
Office of the Public Defender
Office of the San Diego City Attorney
Pettit Kohn Ingrassia Lutz & Dolin PC
Pillsbury Winthrop Shaw Pittman LLP
Preovolos Lewin, ALC
Procopio, Cory, Hargreaves & Savitch LLP
Quarles
Robberson Schroedter LLP
San Diego Unified Port District
San Diego Volunteer Lawyer Program, Inc.
Schor Vogelzang & Chung LLP
Schwartz Semerdjian Cauley Schena & Bush LLP
Seltzer|Caplan|McMahon|Vitek ALC
Sheppard, Mullin, Richter & Hampton LLP
Shustak Reynolds & Partners, PC
Siegel, Moreno & Settler, APC
Singleton Schreiber LLP
Solomon Minton Cardinal Doyle & Smith LLP
Solomon Ward Seidenwurm & Smith, LLP
Stark & D'ambrosio LLP
Stokes Wagner, ALC
Sullivan, McGibbons, Crickard & Associates, LLP
Thorsnes Bartolotta McGuire LLP
Tresp, Day & Associates, Inc.
Walsh McKean Furcolo LLP
Webb Law Group, APC
Weitzen Phillips Samuth & Sinex LLP
Winet Patrick Gayer Creighton & Hanes ALC
Wingert Grebing Brubaker & Juskie LLP
Wirtz Law APC
Witham Mahoney & Abbott, LLP
Withers Bergman LLP
Wright, L'Estrange & Ergastolo
All information shown is as of October 2024, and subject to change without notice.
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