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answer a demographic question in 1996, there was an outcry from some members and the question did not appear again. However starting in January 2010, it will be asking the question again. Equity adviser Josée Bouchard expects it will not raise the same level of ire. "[I]n the last few years, we have asked a self-iden- tification question in most of the surveys and studies that we've done with the legal profession. And we have had a very good response rate," she says. The LSUC has also been collecting such information from students entering the licensing pro- cess since 2000 and has not encountered any rancour. The Barreau du Québec started asking a self-identifying demo- graphic question on its members' annu- al report last year. Fanie Pelletier, the Barreau's equity adviser says because of the sensitivity of the question, they were expecting more negative reaction than they got. Of the Barreau's 23,000 mem- bers, she says no more than a half-dozen called or e-mailed with concerns. "You know, it didn't go that bad. And when we answered it, we tried to explain why we are collecting this information. Usually they said, 'OK well thank you very much. I understand.'" THE BUSINESS CASE FOR DIVERSITY Canada is one of the world's most diverse nations, home to many different cultures, beliefs and lifestyles. At Blakes, we draw strength from this diversity to build a team that is rich in a wide array of perspectives and backgrounds. This is one of the reasons why Blakes was recently named one of "Canada's Best Diversity Employers" and was the only law firm on the list of 25 organiza- tions in Canada to win this award. Primarily because Canada is becoming a more diverse country and law schools are reflecting that. Law firms that show they have a place for lawyers with various backgrounds, abilities, connections, and points of view make them more attractive to the best and brightest students. As Milé Komlen, chairman of the sexual orienta- tion and gender identity conference of the Ontario Bar Association, points out, law firms need to be more inclusive than they are now: "There's a disproportionate number of students who don't receive placements who happen to be members of disadvantaged groups such as visi- ble minorities, persons with disabilities. So those statistics tend to suggest that because they're disproportionate in terms of the number of diverse candidates, that there are barriers that exist. And I think as a profession we have obligations to ensure that we're being fair and equitable with regard to how we treat each other and how we promote collegiality and camara- derie among each other." That includes changes in the way B MONTRÉAL OTTAWA TORONTO CALGARY VANCOUVER NEW YORK CHICAGO LONDON MANAMA AL-KHOBAR* BEIJING SHANGHAI* blakes.com * Associated Office Blake, Cassels & Graydon LLP recruiting is done as well as other inter- nal systems such as mentoring. "This whole concept of 'fit' of a candidate is really a front or an excuse to exclude people who don't fit a preconceived mold of what a lawyer should be. And often- times [that is] the straight, white male or female who's able-bodied and able to work 2,400 hours a year," says Komlen. "So this whole concept of 'fit' in recruit- ment is actually a huge liability for law firms who are seeking to increase their diversity. I have a real issue with this whole notion of 'fit.' It's just basically a code word for 'exclusion."' 32 OC T O BER 2009 www. C ANADIAN Law ye rmag.com ntitled-3 1 9/9/09 12:44:44 PM ut why make a fuss about numbers and making the profession more diverse?