August 2020

Capital Connection is published monthly for members of the Capital Chapter of the Association of Legal Administrators to provide information for the education and benefit of legal administrators, law office managers, managing partners of law firms, and other law related associations. Capital Connection is not engaged in rendering legal, financial, or tax counseling or advice through this publication.  The contents of all articles, letters, and advertisements published in Capital Connection should not be considered endorsements by the Capital Chapter of ALA nor the opinion expressed therein of any products advertised.   Contributing authors are requested and expected to disclose financial and/or professional interests and affiliations that may influence their writing position. Articles and materials accepted for publication are subject to editing by the editorial team and become property of the Capital Chapter of the Association of Legal Administrators. Links to Capital Connection may not be shared without permission from the Chapter. 
Editors: Cindy Conover;  Beth Fowler
​Contributing Editors: Jackie Thomas; Beth L. Fowler; Wesley Smith; Bob Bieber; Michelle Scott; Mary Randolph; Philip O'Sullivan; Steven Adams; Catalina Mejia; Ritu Bhasin 
Newsletter Designed By: Jessica Davis


In this issue:

President's Message: ​A Conversation Over Coffee –  No Silver Bullet

“Something that provides an immediate and extremely effective solution to a given problem or difficulty, especially one that is normally very complex or hard to resolve.” Definition of Silver Bullet, The Free Dictionary (take my word on this, you do not want to read the definitions in Urban Dictionary, especially not on your work computer.  You are welcome.).
A silver bullet.  Otherwise known as waving a magic wand.  Who would not give their left arm for a magic wand right now?  Oh the things we would fix or solve or answer, especially how to best serve the Chapter in this new normal.  Steve Dempsey squashed all of my hopes on that one though.  Thanks Steve for bringing me back to reality that no one silver bullet exists.  But lucky for me, deep roots do.  

You may recall (though at this point, let us be honest, April feels like years ago and I can barely recall last week, let alone April) that my theme for this year was inspired from the U.S. Botanic Garden, whose 200th anniversary is this year - Deeply Rooted, Branching Outward.  Last month we focused on the Branching Outward part.  Though it feels a little backward - I promise it is not- this month we are focusing on the deeply rooted part.  As I mentioned in my first message as your President, we can and should utilize the wisdom of the leaders of the past 45 plus years to help take this Chapter forward.  And as I threatened in that message, I would be reaching out to past presidents and legacy members who have been a positive influence for this month’s message.  So here it is.  Enjoy. 
​Deeply Rooted – firmly implanted or established
Star struck.  Really.  And hopeful to not have come across as dismissive or unappreciative given my lack of words and direction with this call - I was literally just amazed to have each of them right in front of me and wanted to soak up the knowledge.  But this tells you just how much they love the Chapter and want to see it succeed; that they would come together to spend their time talking to me.  I had the absolute honor of being in the presence of some of the Chapter’s greatest – some of the Past Presidents, or as one of them monikered, the “Dead Presidents Club,” which by the way is so the opposite as many of them are still very active in the Chapter and even on the National level.  They created our Business Partner Advisory, the Ed Ross Education Scholarship, our Ambassador Program, and our Diversity & Inclusion Committee.  Steve Dempsey, Beth Fowler, Richard Gibson, Elaine Gregg, Barbara Mannix and Dot Mooney – you all are my heroes and my deep roots.  Thank you for your time and your guidance and for your resounding support. 


If you aren’t familiar with tree roots, as I was not before I started to prepare for this message, they serve a variety of functions for the tree.  They absorb and transfer water and minerals, as well as provide support for the above ground portion of the tree.  What you may also not know is there are many types of roots and they serve all sorts of purposes.  There are feeder roots that are shallow and grow only in a few inches of soil enabling them to absorb water and nutrients.  There are extensions or root hairs which help increase the root surface area and further increase the nutrient and water uptake.  You have roots that are meant to grow large and lateral for support and anchorage of the tree.  There are tree roots that develop due to the injury of a tree, and there are roots that are meant as a backup system to the original root should it get damaged or not be able to draw as much water.  Roots are distinct for each tree species and provide the framework for the tree’s root system, and roots will grow whenever the environment is favorable.  Interesting, right?  Can you see the parallel with the Chapter and the Past Presidents and me yet?  Roots require water, oxygen, minerals, support and warmth.  And if you want your tree’s roots to grow deeper, you apply the water deep into the root base, rather than water at the surface, so the roots must grow deeper to get the water. 


Deep roots are pivotal to the very existence of the Chapter.  And when I say rooted, it doesn’t mean standing still, it means continued reach.  They are continuing to reach those after them, and for that I am personally grateful.  I read something that said “just as tree roots take water and nutrients out of the soil to produce what they need for the tree’s growth, development and repair, so does a person who feeds off their experience and who uses what they’ve learned from those roots to grow.  As a tree’s roots hold a foundation steady, the roots grow.  So do these people.”  I would like to count myself as one of these people.  But what you also may not realize is that those who you see as strong and steady and who “have it together” actually have the same roots you do.  


As I spent time talking with the deep roots of our Chapter it was hard not to feel my own roots.  They have paved the way for me and future presidents of the Chapter, and I too hope to grow my roots so that they are held by faith, hard work, and balance that allows me to share and nurture the next president.  Take what has been given to you and nurture it so that you may share your strength, knowledge and compassion.  Use it to guide those who need it as a way to spread their own roots.  These are the lessons I want to share with you from my conversation with our Past Presidents: our deep roots the major functions of those deep roots, and how each of us can be a resource for others in the Chapter, as well as in our firms and in our personal lives.  

  • Roots absorb water and nutrients: Be quiet when you need, but be the loudest when you need as well.  Dot advises to communicate.  Over-communicate if necessary during these unprecedented times.  Sympathize and empathize; and when you speak, speak so that folks tend to listen.  Do not surround yourself with “yes” people.  Choose those around you who will make you better.  Make decisions and take actions only after deep thought and with no doubt, and as I have mentioned in previous messages, use the people around you to bounce these ideas off of.  And listen to others.  As Richard calls it, be the Zen master of listening.  And while you cannot please all of the people all of the time, Dot’s advice is to be like a duck - just let it roll off of your back like water.  
 
  • Roots anchor the tree to the ground and support it: Stay grounded; stay humble.  See above, Dot emphasizes choosing people around you who will make you better and not just agree with you.  She shared with me that early in her presidency she made a decision unilaterally and learned a good lesson from that to converse with her Executive Committee and to be inclusive.  It is a lesson she carries with her in her position as an Executive Director of her firm as well.  She is one idea, but as a group we are awesome.  Inclusiveness is something we strive for in the Chapter.  Beth reminds us that it is not just about sitting at your desk and using the listserv, but meeting other members, making connections, and learning from each other.  In fact, we are currently chatting about a possible peer advisory for the Chapter because we are missing those one-on-one connections.  Be true to yourself, but do not be hard on yourself.  Try your best to enjoy the ride, because the truth is it goes fast.  In a future President’s message you will likely meet my support system; the ones who keep me sane, grounded and humble.  We all need them; find them.  The Capital Chapter is a great place to look for them because we share so much in common with each other and we get each other.    
 
  • Roots store food and nutrients: Remain grateful.  Those who know, know.  We have something special in our Chapter.  As Steve says, each Chapter is like a family.  We all have the same structure, but each chapter is so different in feel and focus, like families.  He would know, as he has served in many capacities at the international level.  After listening to Dot’s recount of her Presidency it would be hard not to wish we were back in 2013 with all of the amazing in-person events and celebrations (especially as I joined the Chapter in 2014 and missed them all).  Because of our strong foundation, we are finding that we can make it work without being in person, though as both Beth and Steve point out, it does impact our network and bonding.  We are grateful for the bonds we have built prior to COVID, but we do need to be mindful of how we can connect those who are new to the Chapter or new to our firms so they too feel included.  
 
  • Roots facilitate vegetative reproduction and competition with other plants:  They can work behind the scenes or lead the pack.  Beth recommends a multi-faceted approach to the new normal with no one silver bullet approach available.  Adapt.  Be versatile.  With the lack of in-person events we have the opportunity to allow our Business Partners more “face time” with the membership and we are able to share our education with other Chapters.  We can lead the pack by sharing instead of competing to be the best Chapter.  We are all in this together, and sometimes it just takes a little thinking outside of the box to advance us all. 

    This is the long game as Barbara points out.  There may be less frequent interaction and opportunities to connect right now as we are all in a position where there are likely cuts on expenses and staffing, but the relationships you build now and the information our Business Partners can share   may very well fill a need that comes up later.  The long game.  Do what you can to stay in front of the line, so when we are ready, there you are, leading the pack.

Final personal takeaways for me as President (though I suspect these can resonate on some level in your personal and professional lives as well).  There is no silver bullet approach because as Steve mentions, at the moment, we are all adapting as we go.  History may not give us much guidance because we are in uncharted territory.  Beth agrees and says there is no single answer.  We each deal with something different and just need to go with our gut and do what feels right for our firms.  At the same time, do not forget that we have each and every one of the Past Presidents behind us.  I am going to remember my Presidency for a number of reasons, COVID being a big one, the social injustice being another, and a new administrative structure for the Chapter, i.e. all of this is the “new normal.” But Dot reminded me that this is also an opportunity for me to be the amazing leader that I can be, and the leader I hope that you all are finding me to be.  I will always be open to conversations on ways we can improve the Chapter, or ideas for education, so please reach out.  But for the Past Presidents, I will stand tall, be proud, yet humble, and we got this together!​

Jackie Johnson

New and Returning ALA Capital Chapter Members

Teresa L. Saulsby
HR/Admin Coordinator; Supervisor, Secretarial Support Services
Beveridge & Diamond, PC
1350 Eye St., N.W.
Suite 700
Washington, DC 20005
tsaulsby@bdlaw.com

Chapter Presentation: How to Talk about Race, Class & Injustice

Beth L. Fowler, CLM
Administrator, Robbins, Russell, Englert, Orseck, Untereiner & Sauber LLP
Chair, Diversity & Inclusion Committee

On July 7, 2020, the Capital Chapter hosted a presentation by Mauricio Velasquez, President of Diversity Training Group, who provided our member's insight into “How to Talk about Race, Class & Injustice.” Mauricio offered great advice and tactics for how to communicate more effectively with our colleagues in our firms and within our personal lives about this often-sensitive subject.  

Before initiating this kind of conversation, it is crucial to understand what you know AND what you don’t know about yourself and the other person or people you will be talking to. What we know is a small part of the picture, along with what we know we don’t know, but the big unknown is what we don’t know we don’t know, and this can have a significant impact on this type of discussion. There are times when things that we say have a very different impact from what we intend. Conversations around race, class, injustice, discrimination, and related issues are very personal and can be associated with deep-rooted emotions, so “before you dive headfirst into the deep end check to see that the relationship water isn’t really shallow.”  There must be a relationship based on trust -- if there is not, you must work to build bridges so that it is understood that you are sincere. Be prepared to be uncomfortable, you will have to leave your comfort/safety zone, but make sure you know the difference between caring and probing intrusively.

It is extremely important when having these conversations to show your commitment and actively listen.  Be sure to convey that you care about diversity issues, acknowledge they exist, and that you want to embrace them and understand them.  Using phrases such as “I want to understand,” “Help me understand,” or “What am I missing” are great ways to show your commitment.  Build bridges by expressing genuine sympathy and empathy – ask questions like “What don’t I know about you?”  “How can we make this a better place for us both to work (creating and promoting an inclusive environment, one that is more productive and motivating for everyone)?” or even something as simple as “Where did you grow up?”  

Before you start a conversation, whether with one person or a group, set ground rules.  Statements like “This is uncomfortable for me and I hope you will let me make mistakes, I might be clumsy at times,” or “I hope this is a safe place, a brave place for you to be open and speak your mind – do we have that kind of relationship?” will convey sincere and genuine concern, empathy and compassion.  Ask questions, and paraphrase what they say so that they know you are listening.    Avoid “never” behaviors such as looking at your phone, watch, or computer or breaking eye contact, and avoid phrases such as “Aren’t you being a little dramatic?“ or “No way, that did not happen” which is effectively asking “Are you lying?”  Remember that before you can understand others you must understand yourself.  Mauricio shared with all attendees an assessment tool, which can be very useful in understanding yourself.  In addition to assessing yourself, you should ask someone you trust to also complete the assessment about you, so that you can better understand yourself and how others perceive you which is essential to starting a conversation.  

Finally, be a change agent.  Have these profound conversations all the time and stand up against negativity and injustice.  If people don’t see us challenging other’s racism they will doubt our sincerity and there will be no trust.  A great way to do this is to simply say “Ouch!” or “Really?” or repeat what was said.  Look around and determine which behaviors you must stop in order to maintain an inclusive and respectful workplace, as well as which behaviors you must start and continue.  In a civil, mutually respectful workplace employees will feel included and there is trust.  They are more engaged and more committed and perform at a higher level, and everyone wins.

For more information, a recording of the presentation is below as well as on the Chapter website here, along with an article written by Mauricio, Eyes Wide Shut – The Silence is Deafening.   Feel free to contact Mauricio Velasquez as follows: 
The Diversity Training Group
692 Pine Street
Herndon, VA 20170
Tel. 703.478.9191
Fax 703.709.0591
Mauriciov@diversitydtg.com 
Mauricio Velásquez, MBA – President

Robbins, Russell, Englert, Orseck, Untereiner & Sauber LLP

Urban Gardening – Coming to a Rooftop Near You

Wesley Smith
HITT Contracting

As I write this I’m gazing out of my home office window, eyes gently focused on mammoth sunflowers, cucumber vines and ripening cherry tomatoes. One fringe benefit of the new abnormal is extra time at home. If you are a busy body like me, you may have been using your extra time growing something. This deep feeling prompted me to ask, when we return to work how do we continue to feed our interests to grow? This writer would like to suggest checking out these local happenings: a recent influx of green roofs and urban farmers.   

First, as an avid home gardener and green roof builder I can safely say that rooftop gardens are not terribly complex to build.  However, they do take a skilled landscape architect and trustworthy contractor. When I anxiously return to past projects, I am always surprised to see the plantings’ progress. Once tiny lavender plants are now bursting with fragrant aromas and new growth. I’m heartened to know that savvy management teams are doing superb jobs maintaining their green spaces. The long-term success of these spaces is the wind in the sails of the movement. How did we get this far you might ask. Over the past decade, progressive green building codes have rewarded developers for maximizing green space. This has fueled progress and sparked a green roof revolution. When doing a brief scan of Google maps, one can see the DC skyline is dotted with green patches, from Dupont Circle to Chinatown to the Wharf. We are moving in the right direction, but sadly most rooftops in DC still lay fallow. A sad tale yes, but not for long. Select, open-minded property owners are seizing these empty spaces. Eager to keep pace with current trends, they are transforming their traditional rooftops into lush gardens. The outcome is nothing short of a miracle. Once desolate moonscapes are transformed into vibrant, green outdoor spaces. When we build green, we all benefit. 
​
Second, maverick groups have been taking big steps forward. From humble raised beds to spacious fields, Up Top Acres and Love & Carrots are both great examples of urban farming. To gain some insight, check out their websites and Instagram profiles. They offer a glimpse into the burgeoning world of DC urban farming. Up Top Acres has multiple, diverse farms, and they offer seasonal farm memberships to the public. Up Top Acres keenly advertises: “We’re changing the definition of local— from a few hundred miles, to a few stops on the Metro!” Love & Carrots works in a similar way. Taken from their website: “Love & Carrots has designed, installed, and currently maintains gardens at some of the area’s top restaurants and businesses. Our restaurant clients are trailblazers in the area's sustainable food scene, using their Love & Carrots gardens to meet the demand for hyper-local food.” Love & Carrots also has resources to help transform your home or business into a gardening oasis. Both companies are pioneers in the new urban agriculture marketplace. It’s promising to see these companies grow and their good ideas spreading. 

Lastly, while we collectively grapple with the question, what’s next, we should find solace in the present. Currently we are taking steps towards a more sustainable future. We are increasing our green footprint and growing food closer to where it’s consumed. So please, allow me to suggest that the next time you are in a Zoom meeting and have a few extra minutes, share your gardening stories with your coworkers. Hopefully you can strike up a conversation and spread the word around, because like a seed an idea must be shared and planted to grow.

Chapter Webinar:  Lead Inclusively by Centering Your Firm’s DEI Commitments During Difficult Times

Beth L. Fowler, CLM
Administrator, Robbins, Russell, Englert, Orseck, Untereiner & Sauber LLP
Chair, Diversity & Inclusion Committee

On July 28, the Chapter hosted a panel presentation on Leading Inclusively by Centering your Firm’s DEI Commitments During Difficult Times.  What was particularly interesting about this presentation was that it was originally scheduled to be presented in person on March 12, just as firms were beginning to disallow meetings and making arrangements for everyone work from home. The original title was “Be an Employer of Choice by Prioritizing Your Firm’s Diversity & Inclusion Commitments,” focused on how the panelists’ firms are ranked at the top by organizations who consider diversity as part of their ranking criteria.  Fast forward to the present, and it was clear that our focus needed to change in our current climate of COVID-19 and the killing of George Floyd and others.  And so we did what administrators do best, we adapted!

The panel was moderated by Rhodes Perry, CEO of Rhodes Perry Consulting and author of the best-selling book Belonging at Work.  Joining Rhodes was an awesome team of panelists representing large, mid-size and small firms:  Monya Bunch, Professional Development and Diversity & Inclusion Manager at WilmerHale, Jennifer Overall, Senior Manager, Professional Development & Training at Sterne Kessler, and Dinesh Melwani, Partner at Bookoff McAndrews. Responding to questions posed by the moderator, panelists shared their personal and professional experiences and insights regarding how their firms determined the need for change, what drove each of them to their profession, how their firms have responded and adapted to the challenges of COVID-19 and how they are responding to the Black Lives Matter movement, while dealing with budget constraints and the challenges of a remote workforce.  The panelists provided attendees with a wealth of experience and information, much of which is the same no matter what the size of your firm.   

If you were not able to attend this session you are in luck because it was recorded.  I encourage you to watch the video below or visit the Chapter’s website and hear what our colleagues had to say – I know you will come away with information you can use to help your firm continue their efforts to maintain an equitable and inclusive workforce.  The Chapter thanks Rhodes Perry, Monya Bunch, Jen Overall, and Dinesh Melwani for participating in this discussion and sharing their insights with us.

Diversity Spotlight: Bob Bieber

The Diversity & Inclusion Committee is excited to bring back the Diversity Spotlight with a new spin!  We will be featuring members in video segments called #thisismystory. This month we are proud to feature our own Bob Bieber, who shares his unique story.  Please take a moment to view the video, we undoubtedly will benefit from his transparency and candor.   
We are looking for members and business partners to share their stories in future newsletters.  Please contact Denise Verdesoto at deniseverdesoto@eversheds-sutherland.com if you would like to share your story with our members.

Better Together

Michelle Scott
Royal Cup Coffee

Usually around this time of year, our eyes are twinkling and skin is sun-kissed from several weeks of summer fun, vacation travel and outdoor parties.  In years past, this would be the time of year we are coming off our “summer high” and slowly preparing to get back into our regular work and school routines.  Today that routine looks different than it did last year at this time.  Our summers have not been the same as they were in years past, and preparing for school and work consists of computer screens and zoom meetings instead of fresh folders, back to school outfits, and a packed fall work schedule.  No one could have imagined the change that would impact all of us, both professionally and personally.  As we slowly shut the door on summer, we are forced to face the reality that this fall will be another season that comes with change.  
​
One big question that many professionals are asking themselves is when will I get back to the office?  Technology is a wonderful tool and something that has helped keep us connected and productive during the last 6 months.  Companies have been creative and adaptive with employees during this time, but even with all the zoom and team calls there is something to be said about the collaboration and connection that happens through personal interaction.  During this stressful and scary time, we have shown that we are able to work from home through not-so-perfect circumstances.  Yes, we can work from home, but that does not necessarily mean it’s the best idea as we move forward.  Joining forces on a project with teammates over a cup of coffee or laughing with a co-worker about something that happened in an earlier meeting brings a realness to relationships that we cannot feel over the computer. 

There is no question that the safety and comfort of employees is what is most important in the eyes of employer.  Understanding social distancing guidelines, closely adhering to CDC regulations, and updating protocol in the workplace are all things that need to be addressed before opening the offices again.  Business partners are working tirelessly to update systems, technology, innovation, and wear many different hats so they can help with office openings.  Bringing employees back into a space that is not only comforting but also shows its employees how much they are appreciated and cared about during this crazy season of life is essential.  Breakrooms will look different, including signage and touchless technology on some coffee and water equipment.  What used to be a “collaboration station” may now be limited to only a few people at a time.  Amenities offered may change to individually wrapped or merchandised differently, but just because things are changing does not mean there still won’t be a sense of community when seeing that friendly face and smiling eyes above a trendy mask.  The value that an office brings cannot be defined by only the building itself.  Building employee satisfaction, talent retention, and overall community is not only an effective part of business, but an essential one.  Company culture is a huge attraction when looking for new talent and keeping top performers.  This culture is created by the physical presence of team members and collaboration that can only be done in an office place.

If we have learned nothing else during this time at home, we can all agree that variety and human interaction are necessary parts of our wellbeing.  Yes, working in pajamas and foregoing a traffic filled commute are a nice distraction, but there is something to be said about separate spaces for different facets of our lives.  Going forward, there will surely be more flexibility and combinations of office and at-home work, but having a designated space and place to go to for work is healthy.  Having a home base that is a get-away and a personal environment is important.  When all lines blur, it can affect not only overall mood, but mental capacity and thought process for productivity.

Working from home may never completely go away and that is ok.  Understanding and trusting employees is important.  What else is important? Having connections and purpose.  These are principles that an office place provides which can never be replaced by technology.  These benefits will stand true in both a socially distant office and eventually a full capacity workplace.  As we transition into fall, may we daydream of the days when we will look into each other’s eyes outside of a screen with a smile, knowing that we got through this together.  

Toni K. Allen Scholarship Recipient Updates

Mary Randolph
Operations Manager, WilmerHale
​
In June 2016, I was asked to participate in the in-person interviews with the ALA Chapter Toni K. Allen Scholarship candidates. Philip O'Sullivan was an exceptional candidate, imbued with all the characteristics that the Chapter looked for in scholarship candidates, i.e.,  academic qualifications, community service work, financial need and an interest in pursuing a law degree. When the call came out to be Philip’s mentor, I raised my hand immediately because I knew from the initial interview that there is/was something special about this young man. He would be successful in whatever he chose to pursue both academically and professionally. I’ve enjoyed being his mentor, it was my first Mentor/Mentee role outside of my staff. Mentoring Philip has been a rewarding experience for me, I hope that I gave him as much as he gave to me. It was wonderful to see a young person so dedicated to excelling at all endeavors and challenges. It gave me hope for the future of young people, especially, young people of color. It was an honor to get to know him for these last 4 years, he has exceeded all expectations. I was so disappointed that his graduation from the University of Chicago was virtual, I was looking forward to watching him receive his degree. I watched the virtual ceremonies instead. Attached are photos of Philip’s virtual graduation.
Philip O'Sullivan - 2016 Scholarship Recipient
Dear ALA Capital Chapter Foundation Members:

I hope this letter finds you all and your loved ones well in these trying times. Due to COVID-19 I had to leave my school’s campus in March and return home to D.C. with my parents as my school transitioned to online learning. I was still able to complete my final quarter of college, albeit virtually. Although I wish I could have walked across the graduation stage in person, I am still happy to report I graduated summa cum laude, the highest general honor the college awards to graduates, with a Bachelor of Arts in History with honors, and a minor in mathematics. I want to thank you all and the ALA Capital Chapter Foundation for the continuing support provided by the Toni K. Allen Scholarship throughout these four years. In addition to the generous financial scholarship, which has helped reduce the financial burden of college on me and my family, the mentorship provided by Mary Randolph has been a great benefit throughout my time in college. It has been incredibly valuable and rewarding to have another established adult in my life who I can talk to besides my parents as I navigated the ups and downs of college. So, thank you all once again for supporting me on this journey.

Although I could have never imagined my college experience ending like this, I still feel incredibly fortunate that I have had the opportunity to take so many wonderful classes over the past four years. I am once again happy to report that I have kept up the good work in my classes this year as well; I finished the year with a cumulative GPA of 3.95 and had the opportunity to take a wide variety of interesting classes this year. In the fall I had the chance to take a wonderful creative writing class on Chicago. As a class we explored great books on Chicago like Margo Jefferson’s Negroland: A memoir, Nelson Algren’s The Man with the Golden Arm, and Aleksandar Hemon’s The Book of My Lives. I also got to try my hand at some creative writing pieces myself. I also had the chance to take a one-on-one math course with my old Honors Calculus III professor where I got to explore Ramsey’s theorem and write a short expository paper on it.

My biggest time commitment throughout the year, however, was my thesis. I ended up writing my thesis on police torture and abusive detention practices in Chicago in the 50s and 60s and a novel strategy a group of lawyers working closely with the Illinois Chapter of the ACLU pursued to try to stop such practices. Their strategy involved attempting to use Section 1983, a Reconstruction-era federal law which allows victims of police misconduct to sue in federal civil court. Essentially they thought if it was easier for people to sue the police this would provide a financial incentive for municipalities to fire bad cops and reform officer behavior. While noble in their intentions I argued their strategy failed in the 60s because of a variety of faulty assumptions they made about the legal services market and the legal system in general.
For my thesis I conducted original research on Section 1983 civil cases filed against the Chicago Police Department from 1957 to 1968. To do this I had to travel to the National Archives at Chicago’s facility near Midway Airport and comb through countless boxes of records. I was very fortunate to receive a fellowship from my school’s Pozen Center for Human Rights, along with another grant I received with a friend to help pay for countless rides to and from the National Archives at Chicago facility. I also used archival material from the Illinois Chapter of the ACLU
which was fortunately housed in my school’s library’s special collections department. It was quite an arduous process but incredibly rewarding in the end. I am proud to say my thesis was awarded honors and the Barnard prize, the History Department’s annual prize for the best undergraduate thesis in US history. If anyone is are interested in learning more, please let me know and I can send a copy of it.

I also continued to work on the upcoming law review article for the University of Chicago Law Review with Professor Vargas. The article is about how the City Government and other power players responded to four distinct waves of homicides in the twentieth and twenty- first century. The article was originally supposed to be published in May of this year but because of COVID-19 the publication date has been pushed back 6 to 9 months, so we anticipate it being published sometime around the holidays this year. We plan on releasing a preprint version sometime within the next month so if you are interested in reading that, please let me know.

I also continued my leadership roles in college housing. I participated as an orientation aide for the incoming class of freshman and continued to help put on events and programming for my broader dorm community of over 400 students. I also finished out my term as President of my school’s undergraduate Moot Court team. I also had fun with my friends enjoying Chicago and visiting classic eateries like Lou Malnati’s and Stan’s Donuts. My favorite place was the Garfield Conservatory, one of the largest greenhouse conservatories in the United States. I visited it on a chilly day in February, so the greenhouse aspect was especially appreciated.
​
COVID-19 has scrambled some of my previous plans for my gap year so I am currently still figuring out what I will be doing until I start at Harvard Law in 2022. For now to contact me please use my D.C. mailing address at 612 G Street, SW Washington, D.C. 20024 or I can be reach via email at philiposullivan@yahoo.com. I hope to continue my good work in the future. Please let me know if you all would like me to stay in contact and as always let me know if there is anything I can do to give back!

Have a Happy (Socially Distant) Summer!

Philip O’Sullivan

P.S. Please enjoy the attached graduation photos of me and my family.
Steven Adams - 2019 Scholarship Recipient
My freshman year at Morehouse was great. I was able to excel both academically and socially, and I enjoyed exploring life in Atlanta. I am an Economics major, minoring in Accounting and Sales. In my first semester, I earned a 3.74 grade point average (GPA) and won an award from the math department for being one of the top math students in the freshman class. I earned a 4.0 GPA for my second semester and I was recruited to be an online math tutor for Morehouse students attending summer school. When I got to college, I knew I really wanted to meet new people and have an impact on my environment so I made it a point to become active on campus.  I joined the Morehouse Business Association, the Investment/Finance Club, the Rotaract Club, and LYTEHouse. Off-campus, I started learning Jiu-Jitsu at an Atlanta martial arts studio and competed in a Georgia Statewide tournament where I placed third. In my second semester, I ran for a class council position and won. I am excited to serve in the fall as the Sophomore Class Vice-President. I was also one of fifty students who were selected to participate in Morehouse Get on The Bus program that was unfortunately canceled due to COVID-19.

As a result of the pandemic, Morehouse students were sent home in mid-March. Since I’ve been back in Washington, DC, I have been using this time to learn more and grow. I started taking free online Ivy League courses in addition to completing the coursework for my Morehouse curriculum. So far I have received two certifications from the online Ivy League Courses, one in U.S. Public Policy and the other in Prediction, both from HarvardX. In May, I was invited to be a guest at the C2 Virtual Culture Creator Summit where we learned about different professions and we had the opportunity to network with companies including Morgan Stanley, Google, Spotify, Atlantic Records, and Pixar. This summer I had an internship lined up with Morgan Stanley on Wall Street but due to COVID-19, we are not sure whether the program is happening. Until then, I plan to take online summer classes offered by Morehouse, tutor students in math online and take different Ivy League courses offered by edX.

I wanted to thank the ALA Capital Chapter for the scholarship and for your support throughout my freshman year. This scholarship has helped make Morehouse more affordable and allowed me to be in an environment where I can flourish. I wanted to thank the members of the chapter for checking up on me and giving me guidance while in school.  Those phone calls and texts go a long way. Thank you all again for the scholarship and support throughout my freshman year.

​The Conversation Has Only Begun

Catalina Mejia

​While summer is a busy time for most, nineteen of our Capital Chapter members came together on July 14, 2020, for the first meeting of the “Discover Each Other” series. 

We began with a quick introduction and an agreement that this would be a safe space for expressing views, opinions while having the freedom to ask the tough questions, all while listening with the intent to understand. This open approach led to a discussion of what we hope to accomplish each month, and members shared their ideas of what they envision for future meetings. Each month will bring a new topic for discussion with room built in for off-topic dialogue, keeping us current with relevant D&I issues. We agreed that this space would allow for unfiltered conversations that will keep our members returning each month. 

 After ironing out the logistics of our future meetings, we each shared our reason for attending; for many it’s self-education, while others want to share personal stories and find ways to be better allies. For me personally, it was about listening to different perspectives and using what I learned to implement change in my workplace. As we each took turns speaking, it became clear we all had plenty to say. There was no longer a need to stick to an agenda because we were all leading the meeting. A few members spoke about not knowing the right thing to do and how uncomfortable it can be to talk about race and our differences. Others felt angry and frustrated that this is the world we live in, angry that their firms weren’t acting, but mostly disappointed by the silence of those they considered allies. We all agreed that while some topics may be uncomfortable to discuss, avoiding the conversation isn't helpful. One hour felt like ten minutes, and by the end, we had an extensive list of topics for upcoming meetings, including race, microaggressions, LGBTQ terminology, Allyship, Political/Moral issues, etc. It was very inspiring to see how comfortable we were with each other and how easily we created a safe zone free of judgment for a meaningful conversation. 

With recent events heightening everyone’s awareness of racial injustices in the country, it was vital for our group to feel heard with action steps for improvement and empowerment. Our goal is to inspire members to voice their concerns and learn from one another, share resources that inspire us, teach us, and help us grow. Each story shared allows us to listen, hear, and grow, and I’m hopeful we will have more voices join.  We invite you to join our group and participate in our meetings.  Please email me at cmejia@wiley.lawcmejia@wiley.law if you would like to be included.

​5 Things You Can Do to Be a Better Ally

Ritu Bhasin

We’re living in a difficult time.

The openness of elected officials in voicing hatred has opened the door to more visible white-supremacist activities, misogynistic behavior, homophobia, transphobia, and more  — and unfortunately, this is just some of what we’ve seen.

But we’ve also seen the Black Lives Matter and #MeToo movements, which have inspired hope that we can create a better world despite everything that’s swirling around us.

What also brings me hope is the outpouring of “I want to stop this hate” messaging from people who want to do better to support those of us who are feeling the sting of oppression. As a diversity expert, I’m repeatedly being asked, “What can I do to help?”

I’m grateful for this because we need strong allies in the fight against hate, racism, misogyny, discrimination, and supremacy. It’s not enough — and, in fact, adds insult to injury — to have marginalized people carry the load when it comes to interrupting oppression. Allies are critical to creating real change.

But what does being an effective ally actually look like? Here are a few things you can do to better interrupt racism, hate, and discrimination with your own actions.

1. Love and Accept Yourself
I’ve talked about how self-love is a foundational building block for an inclusive world — and I can’t emphasize enough how critical self-love is in healing our own wounds, which is the clutch for creating a more inclusive society.

At first it might sound strange that turning your gaze inward can create change for others. But here’s one of the most important messages I can leave you with: we hate others because we don’t love ourselves. We fear others’ differences because we fear our own differences. And ultimately, we don’t love ourselves and we fear our own differences, because others hate on us. It’s a vicious cycle that can only be interrupted by self-love. Only by loving ourselves unconditionally — which means embracing our own authenticity, including our differences — will we be able to recognize, understand, and value others’ differences. 

2. Speak Less, Listen More
One of the most powerful things that you can do as ally is to listen when people share their experiences with oppression. And when I say listen, I mean the act of deeply taking in what others are sharing with you.

We need people to hear us, hear our stories, and hear about the impact. Many of us feel silenced and have had our experiences downplayed or minimized throughout our lives. Making room for our voices, really hearing what we say, and believing our truths is critical for both understanding and change. 

Also, know that asking questions is a critical part of becoming a better ally. But before you start asking away, take the time to do your own learning about oppression. This way, you can ask questions from a place of some knowledge to deepen your understanding. And when you ask (respectfully, of course, and only when the other person is comfortable with sharing) be prepared to primarily listen and affirm.

3. Use Your Voice to Challenge Hate
An effective ally uses their voice to speak out against hate. When you observe racism, sexism, or other forms of oppression — be it overt or unconscious, with actions or words, at work or at home — speak out.

It’s not enough for people on the receiving end of hate to call it out. Those with power and privilege must step up to do this as well. Doing so can be a powerful learning moment for yourself and for others.

4. Interrupt Your Biases
Every single one of us, without exception, has biases. And we need to know what our own biases are so that we can work on them.

Interrupting and owning your own part in racism, misogyny, and other forms of oppression is critical, and by changing your own behavior, you help to interrupt forms of overt and systemic oppression. Every action matters to help dismantle supremacy.

Not sure where to start? I suggest Harvard’s IATS — an online tool that can be very eye-opening about the unconscious biases we hold about others, and about our own identities — or my Empower Page about identifying your biases.

5. Be Resilient and Have Humility
Even when you’re working your hardest to be an ally, you’re likely going to make mistakes. Somewhere along the way, you’ll probably end up saying or doing the wrong thing. (Happens to me all the time, and I teach inclusion for a living!)

Resilience and humility are key here. Acknowledge when you make a mistake and apologize from your heart about the impact of your actions — but don’t let it stop you from continuing to learn and to support others. I’ve found that it’s important to approach each situation from the perspective of learning.

Sometimes we think that our individual actions alone don’t really matter or make a difference — but every drop in the ocean matters. Individuals really do alter the system, and by changing your behavior after today, your solidarity can make a difference.
​
​
Ritu Bhasin, LL.B. MBA is the President of bhasin consulting inc., a leading diversity and inclusion-focused consulting firm.
Reprinted with permission from https://ritubhasin.com/blog/5-things-you-can-do-to-be-a-better-ally

August 2020 Diversity Observances

Click here to view the full list of August observances.

Administrative Committees

Communications and Media Relations
As members of the Newsletter and Media Relations Committee, Chapter members participate in producing the award-winning Capital Connection. Members gather to brainstorm new ideas for editorial themes for upcoming editions. The newsletter reports Chapter business activities such as Community and Committee news and provides information about upcoming educational and other events. It also includes articles of interest to members and other legal management personnel, collected, authored and/or edited by members of the committee. This committee also works with other legal associations and the media to ensure that ALA and the Capital Chapter are represented in the legal industry. The Newsletter Committee welcomes new members.
Contact: Cindy Conover (Chair), Cindy.Conover@Shearman.com; Beth Fowler (Co-Chair), bfowler@robbinsrussell.com
​
Diversity & Inclusion
The mission of the Diversity & Inclusion Committee is to advance the concepts of inclusiveness and acceptance in every organization by providing all Chapter members with information so that they can merge these concepts with their firm's policies, procedures, culture, and relationships to be more equitable and inclusive.  We not only strive to raise awareness, but also to increase our sensitivity in the areas of diversity, equity and inclusion and more closely reflect the diversity of our community at large. Having a more inclusive and diverse legal community will improve the quality of our organizations’ workforces and respond to our clients’ requirements for diversity. The D&I Committee meets on the first Wednesday of each month and we welcome all members to join us for discussion on how to further our mission in our firms and in our Chapter.  
 
Contact: Beth Fowler (Chair), bfowler@robbinsrussell.com; Denise Verdesoto (Co-Chair), deniseverdesoto@eversheds-sutherland.com
Salary Survey
The Salary Survey Committee is responsible for maintaining, updating and running the local survey each year. They review the positions listed, the job descriptions, and the benefits questions to ensure that the survey remains relevant to the end users. The members of the committee also promote the survey within the Chapter to stimulate participation. 

Contact: Valerie Williamson (Chair), valerie.williamson@bassberry.com; Herb Abercrombie Jr. (Co-Chair), HAbercrombie@jenner.com



​

Member Experience
The Member Experience Committee will establish a welcoming environment for new members to be integrated into the Chapter through a formal Ambassador Program. Ambassadors will provide support and guidance to new members through their first 12 months of membership, ensuring new members realize benefits of membership and become ambassadors of the Chapter. If you would like more information and/or are interested in becoming an Ambassador, please contact the Chair or Co-Chair.

Contact: LaVerne Anenia (Chair), LaVerne.Anenia@dbr.com; Kim Santaiti-Potter (Co-Chair), kim.potter@alston.com


Educational Communities

Small Firm and Branch Office Administrators
The Small Firm and Branch Office Administrators Community focuses on a broad range of topics of interest to local administrators who must coordinate with other offices of their firms, as well as to provide administrators of law firms with 35 or fewer attorneys educational opportunities through vendor presentations, idea sharing and open forums specifically designed for those who work in smaller firms.. The Community's monthly luncheon meetings, held on the fourth Tuesday of each month at 12:30 pm, provide a venue for members to discuss issues of common interest, share ideas, and network. Members are encouraged to raise topics and to recommend speakers. 

Contact: Joanna Hurt (Chair), jhurt@mccarter.com; Tabatha Harris (Chair), tsh@dwgp.com
Listserv: branch@lists.alacapchap.org and smallfirm@lists.alacapchap.org
​
​
Office Operations Management and IT
The members of the Office Operations Management and IT Community represent a cross section of legal expertise from functional administrators to branch office managers. The Community meets on the second Thursday of each month at noon. We welcome all members to join the section, especially if you are an administrator in a small law office and you have to wear multiple hats. We can provide you with many best practices to run your operation smoothly.

Contact: Giovanni DiLuca (Chair), gdiluca@zuckerman.com; Janelle E. Rynes (Co-Chair), janelle.rynes@arentfox.com
Listserv: ooms@lists.alacapchap.org
Human Resources
The Human Resources Community operates as a venue for educational information on global human resources issues.  While the Community is mostly comprised of HR professionals, any member is invited to participate in the meetings which typically take place on the second or third Wednesday of each month.  The meetings feature industry speakers or roundtable discussions on topics such as recruiting, benefits, strategic planning, performance management, career pathing, retention and other matters of interest.

Contact: Cindy Schuler (Co-Chair), cindy.schuler@hugheshubbard.com; Monique Terrell (Co-Chair), mterrell@foxrothschild.com

Listserv: hr@lists.alacapchap.org

​
Next Generation Leaders
The mission of the Next Generation Leaders Community is to support our next generation of leaders and close the gap faced by our association and the legal industry as a whole by providing a community for Millennial legal managers and new managers in the legal field with a focus on mentoring, education, and networking. To accomplish this goal, the section hosts monthly meetings, pop-up events, and educational sessions, and provides 2-way mentoring opportunities. 
​

Contact: Amy Walkowiak (Chair), awalkowiak@dcwhitecollar.com; Ana Sobalvarro (Co-Chair), asobalvarro@bomcip.com 
Listserv: nextgen@lists.alacapchap.org