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When lawyers elect the leaders of their self-regulatory organizations, what sort of people do they vote for? How do the selection processes for elite lawyer sub-groups affect the diversity and efficacy of those groups? This article quantitatively assesses the demographic and professional diversity of leadership in the Law Society of Upper Canada. After many years of underrepresentation, in 2015 visible minority members and women were elected in numbers proportionate to their shares of Ontario lawyers. Regression analysis suggests that being non-white was not a disadvantage in the 2015 election, and being female actually conferred an advantage in attracting lawyers’ votes. The diverse employment contexts of the province’s lawyers were also represented in the elected group. However, early-career lawyers were completely unrepresented. This is largely a consequence of electoral system design choices, and can be remedied through the implementation of career-stage constituencies. The Law Society’s “benchers” are more demographically diverse than other elite lawyer sub-groups, such as judges, and the open and transparent selection process may be part of the reason. , Lorsque les avocats élisent les chefs de leurs organismes d’auto-réglementation, quel genre de leader choisissent-ils? Quelles sont les répercussions des processus de sélection des sous-groupes d’avocats élites en ce qui concerne la diversité et l’efficacité au sein de ces groupes? Le présent article effectue une évaluation quantitative de la démographie et de la diversité professionnelle du leadership du Barreau du Haut-Canada. Après de nombreuses années de sous-représentation, en 2015, des membres de minorités visibles et des femmes ont été élus dans une proportion représentative de leur importance dans la profession en Ontario. Une analyse de régression permet de conclure que, dans l’élection de 2015, ne pas être de race blanche n’était pas un handicap, et qu’être femme était avantageux en ce que cela suscitait davantage de votes. La diversité des contextes d’emploi des avocats en Ontario était également bien représentée parmi les élus. Par contre, les avocats frais émoulus n’étaient pas représentés du tout, du fait de décisions prises dans la conception du système de vote. Cet inconvénient peut être remédié par la création d’une catégorie correspondant aux étapes de carrière. Les conseillers au barreau du Barreau du Haut-Canada constituent un groupe plus diversifié sur le plan démographique que d’autres sous-groupes d’avocats élites, notamment les juges, ce qui pourrait relever en partie du processus de sélection ouvert et transparent.
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In common law Northern Europe and in Australasia, a wave of reform has been transforming legal services regulation since roughly 1980. Old structures and approaches, based on the principles of professionalism and lawyer independence, are being replaced in these jurisdictions by new ones that prioritize competition and consumer interests. In the United States this has conspicuously not happened, leaving intact a regulatory approach whose broad outlines have changed little in the past 100 years.
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When lawyers elect the leaders of their self-regulatory organizations, what sort of people do they vote for? How do the selection processes for elite lawyer sub-groups affect the diversity and efficacy of those groups? This article quantitatively assesses the demographic and professional diversity of leadership in the Law Society of Upper Canada.
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Innovation in family law firms can tangibly improve access to justice in Canada. This article develops that claim by drawing on empirical data and scholarship about Canadian family law. Part 1 explains how and why legal needs arising from the dissolution of intimate relationships are so difficult for the parties to meet. This Part draws on civil legal needs surveys, surveys with lawyers, and data from interviews with litigants. The focus shifts to family law firms (including sole practitioners) in Part 2, using new empirical data about the Canadian lawyers who do this work. Three promising opportunities to innovate for accessibility in family law practice are identified: (i) innovative fee structure; (ii) innovative service variety; and (iii) innovative division of labour. A "third revolution" in Canadian family law is proposed in Part 3. Our family law doctrine was revolutionized beginning in the 1960s, and family law alternative dispute resolution was similarly transfigured beginning in the 1980s. It is now time to foment a third revolution, in family law practice accessibility, to bring the benefits of family justice to all Canadians who need them.