The purpose of this document is to declare our values as members of the WBI community, and to ensure that everyone can participate. We want to set a standard for the type of considerate conduct we expect from members. The goal is to foster an environment where everyone feels safe, welcomed, and respected. This document is meant to help members consider the many ways we can make this space more inclusive. All of these best practices help make WBI the best it can be, and ensure the well-being of our community members.

A. Empathy

WBI exists to improve the well-being of all law students, not just those from a particular background or with certain life experiences or identities. Although we are all from different backgrounds, we are equals deserving of respect and compassion, so it is vital that we act with empathy, rather than pity. When someone is sharing their experience, listen, and put aside your viewpoint to see things from the other person’s point of view. We are all here to work together and support each other, and in line with this mission, we must treat others as they want to be treated.

B. Think

Our words are powerful, and can have an enormous impact on the people around us. As a result, we must be mindful of how we choose to express our ideas. If you have a feeling that a statement or idea may be offensive or harmful, talk it through with someone you trust before you share it. As student leaders, we set the tone and carry the culture of the law school forward—so when we do better, the school does better.

C. Stepping Forward and Stepping Back

Everyone’s voice is important in WBI, and it is only by hearing from a multitude of perspectives that we can make effective change. Knowing this, there are still moments where it is important to listen rather than speak, and to elevate the voices of others. Especially when discussing issues that disproportionately affect people with a certain identity, consider who is best positioned to discuss the issue. Ask yourself, “Does someone else have more expertise in this than I do?” or “Am I speaking from my own experience, or speaking on behalf of others?”

D. Privilege

We are all continuously unlearning harmful behaviors and norms. All WBI participants are asked to reflect on how their identity and background may give them an advantage in certain situations. When we make mistakes and hurt or offend with our words or actions, the best course of action is acknowledging the mistake, apologizing, and learning from the experience. While we cannot undo the harm we may have caused, we can always change our behaviors to avoid causing future harm.

If you are a person of privilege, don’t rely on people with marginalized identities to guide you. We all have a duty to seek out information and resources that will make us better allies and advocates.

E. Accessibility

In all WBI communications and events, it is important that information and content—as well as the event or communication itself—is accessible to everyone. The guidance given below is not a definitive list of all accessibility considerations—if someone requests a change or accommodation to improve the accessibility of an event or communication, the WBI policy is to make such changes whenever possible. Responsiveness is key: if something is broken, let’s fix it. Requests for accommodations must be kept confidential. If there are questions about accessibility or accommodations, contact Nubia Esparza or the Disability Resource Center.

• • 1. Digital Communications

       • Use at least 12pt font

       • Use a Sans Serif typeface (example: Arial)

       • Use headings and lists

       • Include captions and/or alt text for images

       • Color and underline hyperlinks

       • Clearly name attachments

       • Use font styles (bold, italic, underline) instead of color or font size alone to emphasize important content

    2. Events

       • Include an access statement in all event advertising: “If you require accommodations to attend this event, please contact xxxxx@umn.edu”

       • Ensure the space is accessible

       • Present information multiple ways (slides, speech, documents)

       • Make directions clear

       • Use microphones

       • Provide printouts of slides

       • Allow time for questions

       • Consider various food options to accommodate individual needs when possible (vegetarian, vegan, gluten-free, etc.)

A. Active Listening

WBI’s work would not be possible without the unique and varied perspectives of its members. We are all here to work collaboratively, and listening to each other is the foundation of teamwork. Signal your engagement with body language— nodding your head, making eye contact, and taking notes are all ways to show you are engaging with the speaker. We are all listening to learn from each other, not just waiting for our turn to speak.

B. Identity

• • 1. Person-First Language: Everyone has an identity unique to themselves, and the language we use should reflect that. Mirror the language people use to describe themselves, but when in doubt, person-first language is best. For example, a person with a disability, not a disabled person.

    2. Pronouns: Gender exists on a broad spectrum, and it is important to not undermine anyone’s gender identity by assuming pronouns or intentionally using incorrect pronouns or names. When in doubt, ask! For example, “Hey, I was just wondering what pronouns you use? I use _______,” or “Hi, my name is ____ and I use ______ pronouns. What pronouns do you use?”

       • In communications and presentations, gender-neutral language and inclusive pronouns like “they/them/theirs” should be the default

C. Accountability

• • 1. If someone tells you that you’ve done or said something that upsets them, listen, apologize, and learn from the experience. Now is not the time to justify your actions. The best course of action is to acknowledge the harm, and ask questions if you do not understand why the words or actions hurt them. Keep in mind that it is up to all of us to get more information, and it is not the responsibility of those we have hurt to educate us.

    2. When you witness something harmful or offensive, ask yourself if you have the capacity to talk with the person who said or did the offensive or harmful thing. If you do, you can reflect with them on what it was that you found harmful, why it was harmful, what they could have done or said instead, and what they could do differently in the future. If you do not feel you have the capacity to have these discussions, consider other ways to address the problematic behavior, including the possibility of reaching out to another member of the WBI community to have that conversation. WBI community members recognize that when someone addresses our harmful or offensive behavior, this is not an attack but an opportunity to learn and grow.

    3. If you want support or assistance in working through a conflict, including conflicts with other WBI members, feel free to reach out to WBI leadership at law-wellbeing@umn.edu. If you would prefer to speak with someone outside of the WBI leadership, feel free to reach out to Dr. Noonan at noona020@umn.edu.

    4. If the comment or action did not directly implicate your identity or community, speak up anyway. Keep in mind that people who are directly affected by the harmful words or actions may not be present or may not feel comfortable speaking up, and that it is not the responsibility of someone being harmed to respond to and educate everyone who may be causing harm. People with privilege are responsible for teaching and holding other people with privilege accountable, but should also be sure to not speak over those who were directly impacted.

D. Credit

The work of all WBI participants is valuable and important in continuing to move us forward. We all must be sure that we are giving due credit and celebrating good ideas, rather than simply repeating another person’s idea. Similarly, if you see someone credit themselves with another’s idea, gently call it out and give the originator credit.

A. Hierarchy and Sharing Work

WBI is successful when members are free to innovate and engage in the decision-making process; as such, we greatly value our open and collaborative organizational structure. To preserve this, it is important that even in sub-groups of WBI, no hierarchies emerge—we are all equal partners in this important work. In practice, this means welcoming the voices of all members, and not speaking over each other. Additionally, care should be taken that certain group members are not always leading projects or discussions, with the other members always doing the supportive work. Everyone should have equal opportunity to lead.

B. Confidentiality

WBI is dedicated to improving the well-being of law students. In the course of this work, you may come in contact with confidential information about a participant, WBI’s work, or the work of a partner organization or law school department. If you know that information was shared in confidence, or have a feeling that information has intentionally not been shared with the general public, keep that information confidential. If you are concerned that confidential information has been shared inappropriately, let the right person know. If it’s information about a student, that might be Student Affairs; if it’s information about WBI or another organization or department, contact that group.

C. Take Action

If you ever feel that WBI isn’t effectively serving its members and the law school community as a whole, let us know at law-wellbeing@umn.edu. Everyone’s perspective is important to keep us moving forward and working towards improving well-being, and we’re proud that our members take the initiative to let us know when we can do better.

D. Substances

WBI recognizes that substance abuse illnesses disproportionately affect law students and lawyers. In an effort to promote well-being and disrupt a social culture that encourages regular alcohol consumption, WBI will host events with alternative healthy behaviors as the focal point. These may include sporting events, game nights, etc... where alcohol would be consumed. Members are not prohibited from drinking at these events, but in the spirit of well-being, events should not encourage alcohol consumption as the primary activity. Therefore, a wine tasting or brewery tour is not a good fit for a mentorship activity.