The following is the text of NALP Policy Memorandum 100 adopted by the Board of Directors on December 1, 2001 and last amended July 15, 2021.

NALP (Association) values and supports DEI in principle and practice. There shall be no barriers to full participation in the Association 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. Diverse members, for purposes of this policy, shall include, but not be limited to, individuals who identify as Black, Indigenous, and People of Color (BIPOC); LGBTQ+; people with disabilities; neuro-diverse; and active military and veterans.

1. Access to Leadership and Leadership Roles
   1. The NALP Board (Board) commits itself to strive for greater representation of diverse members in leadership roles throughout the Association.
   2. Individual NALP Board members commit themselves to serve as mentors, sponsors, and/or champions for diverse NALP members, particularly in the pursuit of leadership roles within the Association by these members, throughout their tenure on the Board.
   3. The Board will charge the Association's Nominating Committee with addressing the need for diversity through the inclusion of a diverse pool of candidates slated for service on the Board.
   4. The Board and Nominating Committee will actively solicit and encourage members of diverse groups to seek leadership positions within the Association. Every pool of nominees for an Officer or Director position on the Board must contain diverse candidates.
   5. The Board will actively seek out and recommend members of diverse groups to fill appointed leadership positions.
   6. All written material for nominations and elections will include the following statement: "NALP values and intentionally strives for a diverse leadership."
   7. The Association will identify and strive to eliminate barriers that inhibit members of diverse and under-represented groups from seeking or attaining leadership positions.
      
      
2. Training
   1. The professional development programs for the Board, the Nominating Committee, and the section and work group chairs will include training which raises awareness of DEI topics and prepares them to address such topics and make informed decisions for the good of both the Association and its diverse membership.
   2. The Board will provide mentorship and sponsorship to cultivate potential leaders within the Association's membership.
   3. The Board will provide training for section and work group chairs on cultivating leadership within their sections and groups.
      
      
3. Programs
   1. Programming at NALP-sponsored events will seek to increase member awareness of DEI topics.
   2. The Board and the Association's Administrative Staff will make reasonable efforts to include members of diverse groups as speakers, panelists, participants, and facilitators at NALP events.
   3. NALP will intentionally develop and present programs that highlight and celebrate the contributions of its diverse members.
      
      
4. Publications
   1. All appropriate publications, whether in print or electronic, will include the DEI principle: "NALP values and intentionally strives for a diverse leadership."
   2. NALP will use its publications and social media platforms to educate its members and the legal profession on DEI topics.
   3. NALP will intentionally develop and present written content and social media posts that highlight and celebrate the contributions of its diverse members.
      
      
5. Meeting Sites and Times
   1. All in-person Association events and meetings, including, but not limited to, Board meetings and Association section and work group meetings, will be accessible to the physically challenged, and publicity about meetings and events will carry accessibility information.
   2. The Association will strive to keep DEI in mind for all meetings and events, including issues pertaining to in-person and virtual accessibility and observance of national, religious, and cultural holidays.
      
      
6. Evaluation
   On a periodic basis, as determined by the Board, the Board will review, analyze, and evaluate the Association's progress towards DEI, including, but not limited to, the areas mentioned below:
   1. The demographic percentages regarding the Association's membership and report on the demographic composition of the Association's membership on a biannual basis. The analysis will guide the Board's decisions and efforts to increase the representation of diverse groups within the Association's membership.
   2. The historical demographic information of its present and past Boards as well as present and past section and work group chairs to the extent such historical data is reasonably available.
   3. The quantity and quality of the Association's educational programming around DEI topics offered during the fiscal year to ensure such programming aligned with the Association's DEI strategy, formulate future programming that addresses continuous challenges and developing themes, and ensure that diverse voices, and particularly Black voices, are included in such educational programming.
   4. The Association's publications to ensure that diverse voices, particularly Black voices, are included in such publications.
   5. The support and resources provided by the Association for the work of the DEI Section.
   6. The research conducted by the Association and whether this research calls out inequity in the legal profession.
   7. Developing a pipeline to attract more professionals of color to the legal careers profession and Association membership.