Foreword: Compensated Surrogacy in the Age of \u3ci\u3eWindsor\u3c/i\u3e

The authors in this timely symposium tackle the many and varied issues related to compensated surrogacy with sophisticated, diverse, and careful analysis. Moreover, they do so in the context of fast-paced legal and sociological change on issues of marriage and parenting, some of which was crystalized in the recent United States v. Windsor decision that spurred growing recognition of gay marriage and families across the nation

Encouraging Diversity in Law School Deanships

Introduction to a symposium

From Governess to Governance: Advancing Gender Equity in Corporate Leadership

Even as corporate influence on every aspect of life continues to grow, women (overall, and especially women of color) remain woefully underrepresented in corporate governance roles, particularly on boards of directors. This lack of gender diversity in the corporate boardroom is prevalent not only in more established companies but also persists—often at even higher levels— in new ventures as well. This Essay details the persistent lack of progress over more than a half century in diversifying leadership in corporate governance. This progress is especially concerning given that the benefits of diversity for sound decisionmaking and overall corporate welfare have been established empirically, putting into question whether those boards that fall short on gender equity are meeting their fiduciary duties of good governance. The Essay confronts and debunks the common reasons given for slow progress and outlines specific steps that corporate boards and others seeking to improve gender equity in corporate governance can deploy to make faster and more consistent progress. Part of a symposium on Gender Diversity, Diversity Fatigue, and Shifting the Focus

Foreword: The Financial Services Industry: A New World (Dis)Order? Symposium

Symposium: The Financial Services Industry: A New World (Dis)Order

First Keynote Address

Kellye Y. Testy, Toni Rembe Dean and Professor of Law, University of Washington School of Law and President (2016), AAL

Why Law Matters

Presidential address given at the Association of American Law Schools annual meeting, Jan. 9, 2016

Best Practices for Hiring and Retaining a Diverse Law Faculty

As with all institutions, the history, character, identity, and accomplishments of each law school are the direct result of its people and their acts. For that simple reason, diversity is critical; it goes to the very core of what the institution is and what it does. With legal institutions, in particular, diversity plays a critical role in shaping the perception of the institution held by persons outside of it. In order for our system of law to function as the bedrock of our democratic society that it aims to be, legal institutions must be perceived as fair and just. If the composition of our legal institutions does not mirror society that perception of fairness and justice will diminish, and our system of justice will be undermined. Legal educators have gradually come to understand the critical role of diversity in the legal profession and the academy more specifically. While far from ideal, progress has nonetheless been significant. For instance, the legal academy\u27s scholarly organization, the Association of American Law Schools ( AALS ), insists upon a commitment to diversity as part of its membership criteria. In addition to the work of AALS, there are many other organizations and individuals who work tirelessly to improve diversity in legal education, including the Society of American Law Teachers ( SALT ) and the Law School Admission Council ( LSAC ). Many schools have made significant strides in diversity and serve as beacons of hope and change for others, and many individual faculty members weathered extraordinarily trying circumstances to be the early movers in the quest for equality and diversity in law schools. This progress makes it possible to step back and evaluate the conditions and steps that have made hiring and retaining a diverse faculty more likely to be successful. The goal of this Essay is to draw upon those experiences in order to create a succinct set of best practices in hiring and retaining a diverse faculty that may then be used in continuing efforts to achieve excellence in legal education