Page 231 - Ad Hoc Report June 2018
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 misdemeanor panel to help lawyers gain experience in handling matters in our court.”893 According to the defender in the Western District of Washington, his office has “opened up free, all-day CLE to non-CJA lawyers, and specifically the membership of minority bar associations, in an attempt to generate interest in the CJA [panel].”894 That office has also been a leader in offering training sessions on implicit bias, helping attorneys to understand how “unconscious bias can affect...relationships with cli- ents.”895 Implicit bias can also be a barrier to developing a diverse workforce in federal and community defender offices if those making the hiring decisions unconsciously “favor individuals who look and speak like we do.”896
Recognizing this possibility, some FPDOs and CDOs have achieved further diversity in their ranks “by consciously expanding [their] recruiting efforts.”897 The Federal Defender for the Eastern District of Pennsylvania described the need for defender offices to have a “concrete plan” to raise the diversity of representation in their district.898 Such a plan could include outreach to various minority groups, such as the Black Law Students Association, “so people are familiarized with the [CJA] program and the commitment to the work....[If you] attend those job fairs...[and] participate in those conferences, then you’re piquing interest there,” he said.899
One witness, a former law school dean, recommended recruiting minority law students after their second year of law school, and offering them paid summer positions in defender offices as a way of increasing retention after graduation.900 Targeted recruitment can pay dividends. The federal defender for the Northern District of Texas wrote to the Committee:
I realized it was not enough to simply advertise positions nationally and hope that more African-American attorneys would apply. So I have recently determined that, if these candidates will not come to us, we will go to them. [In the past month,] two of my attorneys and I traveled to two of the histori- cally black law schools (Howard University School of Law and Florida A&M Law School) to tell the students who we are and to recruit them to submit their resumes for attorney employment with our office. (The initial results
893 Id.TheJudgetoldtheCommitteethatinhisdistrictoftheWesternDistrictofLouisiana, “Maintaining diversity among the panel attorneys is a real challenge. In Shreveport, there is only one African American who routinely accepts appointments. There are only three women who routinely accept appointments. None of the lawyers speak Spanish. The panels in Monroe, Alexandria, Lafayette, and Lake Charles face these same issues.” Id.
894 MichaelFilipovic,FPD,W.D.Wash.PublicHearing—Portland,Or.,Panel6,Writ.Test.,at8.
895 Id.
896 StephenMcCue,FPD,D.N.M.,PublicHearing—SantaFe,N.M.,Panel2,Writ.Test.,at4.
897 JasonHawkins,FPD,N.D.Tex.,PublicHearing—SantaFe,N.M.,Panel2,Writ.Test.,at4.
898 LeighSkipper,Exec.Dir.,CDO,E.D.Pa.,PublicHearing—Philadelphia,Pa.,Panel3,Tr.,at7.
899 Id.at20.
900 ProfessorNormLefstein,ProfessorofLawandDeanEmeritus,RobertH.McKinneySchoolofLaw, Indiana Univ., Public Hearing—Minneapolis, Minn., Panel 3, Tr., at 27.
No recommendation presented herein represents
the policy of the Judicial Conference of the United 2 0 1 7 R E P O R T O F T H E A D H O C C O M M I T T E E T O R E V I E W T H E C R I M I N A L J U S T I C E A C T 187
 States unless approved by the Conference itself.
 



















































































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