3 minute read
Loretta F. Radford - Legal Director for the Oklahoma City University School of Law, Center for Criminal Justice
Loretta F. Radford has been licensed to practice law in the State of Oklahoma since 1985. She is currently the Legal Director for the Oklahoma City University School of Law, Center for Criminal Justice. She retired from the Department of Justice, U.S. Attorneys Office, Northern District of Oklahoma in September of 2019 after a 26 year public service career with the federal government. She has served as a member of the Board of Bar Examiners for the State of Oklahoma since 2008.
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Q & A
What can a lawyer, law student, or law school Bar Associations do today to help encourage young persons to be aware and involved in a positive way in diversity issues?
The single most important goal for the future of the practice of law in the State of Oklahoma is to diversify the practice, the legal clerical support, the district court benches and the appellate courts of this state with people of color. Law Schools need to stress this fact in their recruitment efforts; lawyers need to stress this fact in the courtrooms when they are picking juries and arguing cases, and in carrying out their pro bono or public service duties; Bar Associations need to recognize the historical disadvantage that people of color experience in just trying to compete with the majority; and current judges need to support the addition of people of color to the bench. To have true diversity we must change the culture. The majority has to quit the mindset that they are somehow diminished professionally by giving a taller foot stool to a person of color in order to give that person of color just a minimal opportunity to compete at the same vantage point. When we realize that true diversity and inclusion is a not a handout but a hand up, we can change the culture and improve the efficiency of the legal system for all of the citizens of the State of Oklahoma. I recommend that lawyers, law students, and law school Bar Associations learn to identify the areas of implicit bias that stifle their thoughts and ultimately their work in the legal profession. The Harvard Implicit Bias test is designed to measure the attitudes and beliefs that people may be unwilling or unable to report. Lawyers, students, judges and Directors of Bar Associations should include this test in their training and curriculums. Then, training should be implemented to teach individuals how to combat the bias. It can be instituted for lawyers as a part of the curriculum requirements for admission to the bar; administered to students in first year law school in much the same way that legal research and writing is required; provided in the success training templates as a part of the professional conduct guidelines for every Bar Association; and administered to judges both at the district court level and the appellate level as a part of their oath of office. When all aspects of the legal profession become serious about diversity, we will lose the fear of discussing race and the implicit bias that affects our professional lives. We will lose the unconscious bias that continues to influence the actions and decisions of who we hire, who we promote, who we appoint as judges, how we interact with people of a certain group, and even how we evaluate the work performance of employees. Diversity training, beginning with identifying implicit bias, is the single most effective way to encourage young people to get involved in diversity issues. They will do what they see us do.
