Found this:
archive.is/UaLs5
lsuc.on.ca/uploadedFiles/Summary-of-Recommendations.pdf
Accelerating Culture Shift
Required to PROMOTE "diversity" to the public.
They must implement a "diversity" policy and keep records of its implementation, having it available to anyone (even the public) upon request.
They must every 2 years record the race, ethnicity, gender, religion etc. of every single person in their law firm and submit the data to the Law Society for review. What happens if things are "diverse" enough?
"Inclusion survey" boils down to figuring out who is white and who is not.
Every year, the Law Society will send a survey asking the lawyers in your firm what race and gender they are, "compare" it to the data they get from all of the other law firms. What this means is that if your law firm is not "diverse" enough, you will be informed of this fact (and intervention of some sort will likely ensue).
Mandated to report your race and gender, they save it in a database, and send the reports out to all the law firms.
Every four years, they publish an "inclusion index" that ranks every law firm based on how "diverse" they are. All of the data will be publicly available.
And HERE IT IS!
"Progressive Compliance Measures"
"Legal workplaces that are identified as having systemic barriers to diversity"
They will IMPOSE "diversity" on law firms that are not "diverse" enough, based on the racial, ethnic, and gender data that is colleceted by MANDATE.
Remember, "diversity" means, by definition, reducing the proportion of whites in a given population segment. If your law firm is "too white" (i.e. "having systemic barriers to diversity") you will face "progressive compliance measures".