The following is the text of NALP Policy Memorandum 100 adopted by the Board of Directors on December 1, 2001 and last amended February 20, 2026.

NALP (Association) values and supports fairness, equal opportunity, and the elimination of bias in principle and practice. The Association does not tolerate discrimination or harassment and is committed to ensuring that there are no barriers to full participation on the basis of legally protected characteristics, including but not limited to sex, actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity or expression, genetic information, family responsibilities, marital, domestic partner, civil union, military, veteran status, or any other status protected by applicable federal, state, or local law. For purposes of this policy, the Association seeks to support and include individuals from all identities, backgrounds, perspectives, and experiences, regardless of any legally protected characteristic(s).

1. Access to Leadership and Leadership Roles
   1. The NALP Board (Board) commits itself to striving for representation from all identities, backgrounds, perspectives, and experiences 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 ensuring that Board members are chosen without regard to any legally protected characteristic(s).
   4. The Board and Nominating Committee will actively solicit and encourage members of all identities, backgrounds, perspectives, and experiences to seek leadership positions within the Association without regard to any legally protected characteristic(s).
   5. The Board will actively seek out and recommend members from all identities, backgrounds, perspectives, and experiences and without regard to any legally protected characteristic(s) to fill appointed leadership positions.
   6. All written material for nominations and elections should affirm NALP’s commitment to broad representation of all identities, backgrounds, perspectives, and experiences in leadership.
   7. The Association will identify and strive to eliminate barriers that inhibit members from all identities, backgrounds, perspectives, and experiences from seeking or attaining leadership positions.
      
      
2. Training
   1. The orientation programs for the Board and the Nominating Committee will include training that raises awareness of bias.
3. Programs
   1. Programming at NALP-sponsored events will seek to increase member awareness of bias.
   2. The Board and the Association’s Administrative Staff will include members of all identities, backgrounds, perspectives, and experiences without regard to any protected characteristic(s) as speakers, panelists, participants, and facilitators at NALP events.
   3. NALP will intentionally develop and present programs that highlight and celebrate the contributions of all of its members.
      
      
4. Publications
   1. All appropriate publications, whether in print or electronic, should affirm NALP’s commitment to broad representation of all identities, backgrounds, perspectives, and experiences in leadership.
   2. NALP will use its publications and social media platforms to educate its members and the legal profession on equal opportunity and awareness of bias.
   3. NALP will intentionally develop and present written content and social media posts that highlight and celebrate the contributions of all of its members.
      
      
5. Meeting Sites and Times
   1. NALP will take reasonable measures to ensure all in-person Association events and meetings, including, but not limited to, Board meetings and Association section and work group meetings, are accessible to everyone.
   2. The Association will strive to keep the identities, backgrounds, perspectives, and experiences of all participants in mind for all meetings and events, including issues pertaining to in-person and virtual accessibility and observance of government, religious, and cultural holidays.
      
      
6. Data Collection and Review
   On a periodic basis, as determined by the Board, the Board will review and analyze the Association’s demographic data, including:
   1. The demographic percentages regarding the Association’s membership and report on its composition on a biannual basis.
   2. The historical demographic information of its present and past elected and slated positions.
   3. Developing a pipeline to attract more professionals of different identities, backgrounds, perspectives, and experiences to the legal careers profession and Association membership.

ADOPTED: December 1, 2001
AMENDED: November 11, 2004
AMENDED: July 15, 2005
AMENDED: July 15, 2006
AMENDED: July 18, 2008
AMENDED: November 3, 2011
AMENDED: November 15, 2012
AMENDED: February 26, 2021
AMENDED: July 13, 2024
AMENDED: February 20, 2026