RIWBA Strategic Plan: 2023-2026

Goal Area I - Sharpen Focus

1. Clarify Vision and Mission: Refine the Association’s vision and mission statements to

explicitly address the needs and goals of women lawyers, while promoting diversity,

equity, and inclusion within the legal profession.

2. Set Specific Goals: Define measurable goals that align with the mission, focusing on

advancing the rights, representation, and professional development of women lawyers

from diverse backgrounds.

3. Conduct a DEI Analysis: Assess the Association’s strengths, weaknesses,

opportunities, and threats in relation to diversity, equity, and inclusion. Address areas for

improvement, embrace opportunities, and mitigate challenges.

4. Define Key Priorities: Identify priority areas for action, such as advocacy for equal

opportunities, equitable opportunities, creating inclusive networking platforms, providing

mentorship programs, offering educational resources, and promoting leadership

development for women lawyers.

5. Develop Action Plans: Create detailed action plans with timelines, responsible

parties, and performance indicators for each strategic goal. Break down initiatives into

actionable steps to track progress and ensure accountability.

6. Monitor and Evaluate Progress: Regularly monitor and evaluate plan implementation,

measuring progress using metrics and assessing the impact. Make adjustments as

needed.

7. Reassess: Engage in redevelopment of a strategic plan every 3-5 years

Goal Area II - Engage Membership

1. Member Surveys and Feedback: Engage membership by regularly conducting

surveys and seeking feedback. Ask members about their experiences, challenges, and

suggestions related to diversity, equity, and inclusion within the group, and within their

respective firms. Seek guidance and feedback on how the RIWBA could be a resource

to them. Use this feedback to inform decision-making and prioritize initiatives that

address their needs.

2. Diversity and Inclusion Committees: Establish dedicated committees or task forces

within the women's lawyer group that focus on DEI efforts. Invite members to join these

committees and actively participate in shaping and implementing initiatives. Ensure

diverse representation within these committees to bring a range of perspectives to the

table.

3. Educational Programs and Workshops: Organize educational programs and

workshops on topics related to DEI, such as implicit bias, allyship, intersectionality, and

inclusive leadership, and also on workshops members feel they need. This can be

informed through membership feedback forms.

4. Networking and Mentorship Programs: Establish networking events and mentorship

programs that intentionally facilitate connections between women lawyers from diverse

backgrounds. Establishing some sort of pro-bono/service component and encouraging

participation. Encourage members to actively participate in these programs to foster

meaningful relationships, provide support, and promote career advancement

Opportunities.

5. Recognition and Visibility: Create platforms to recognize and celebrate the

achievements and contributions of women lawyers and also women lawyers from

underrepresented communities. Highlight success stories, share member spotlights,

and showcase diverse voices and perspectives through newsletters, social media, and

events.

Goal Area III - Enhance Organization

1. Engage Stakeholders: Involve members, leaders, and external partners in the

execution of meeting strategic goals, ensuring diverse perspectives and inclusivity.

Seek input and collaboration to create a plan that meets the needs of all women

lawyers.

2. Allocate Resources: Determine and allocate resources, including finances, group

members, and technology, to support the strategic plan’s implementation, prioritizing

initiatives that promote access, diversity, equity, and inclusion.

3. Communicate and Engage: Develop a robust communication plan to share updates,

successes, and challenges related to the strategic plan's DEI efforts. Engage members,

stakeholders, and diverse communities, seeking their feedback and involvement.

4. Review and Update: Periodically review the strategic plan, incorporating feedback

and adapting to evolving needs. Ensure ongoing alignment with DEI principles and best

practices.