Diversity within NALP

The following is the text of NALP Policy Memorandum 100 adopted by the Board of Directors on December 1, 2001 and last amended November 3, 2011.

NALP values and supports diversity in principle and practice. There shall be no barriers to full participation in this organization on the basis of sex, actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity and expression, genetic information, parental, marital, domestic partner, civil union, military, or veteran status.

I. Access to Leadership

    A. NALP’s Board will charge the Association’s Nominating Committee with addressing the need for diversity among candidates slated for service on the Board.

    B. NALP’s Board and Nominating Committee will actively solicit and encourage members of diverse and under-represented groups to seek leadership positions.

    C. NALP’s Board will actively seek out and recommend members of diverse and under-represented groups to fill appointed leadership positions.

    D. All written material for nominations and elections will include the following statement: “NALP values and seeks a diverse leadership.”

    E. Barriers that inhibit members of diverse and under-represented groups from seeking or attaining leadership positions will be identified and addressed.

II. Publications

    A. All appropriate publications, whether in print or electronic, will include the diversity statement: “NALP values and seeks a diverse membership.”

    B. Visuals will depict a diverse membership.

    C. Publications, when appropriate, will seek to increase member awareness of issues of concern to persons of under-represented groups.

III. Programs

    A. Selected programming at NALP-sponsored events will seek to increase member awareness of issues of concern to persons of diverse and under-represented groups.

    B. Reasonable efforts will be made by NALP’s Board and Administrative Staff to include members of diverse and under-represented groups as speakers, panelists, participants, and facilitators at NALP events.

IV. Meeting Sites and Times

    A. All NALP events and meetings will be accessible to the physically challenged, and publicity about meetings and events will carry accessibility information.

    B. NALP will seek to utilize only meeting sites in cities and states that welcome all persons and do not knowingly participate in discriminatory action (based on race, gender, sexual orientation, etc.) or support hostile work environments.

    C. NALP will seek to schedule meetings to avoid conflicts with major religious holidays.

V. Training

    A. Training which addresses the issues of diversity will be incorporated into the NALP Board and Nominating Committee orientation programs in order to raise awareness of the issues among Board and Nominating Committee members and prepare them to address such issues and make informed decisions for the good of both the Association and its diverse membership.

VI. Evaluation

    A. On an annual basis, NALP’s Board will evaluate the Association’s progress towards diversity and determine what, if any, additional steps need be taken to advance such progress further.

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