Kenny Okunola

Since my arrival in Canada, I have witnessed firsthand the unique obstacles faced by internationally trained lawyers (ITLs) who immigrate to Canada and by hundreds of Canadian citizens who return to Canada after completing law degrees abroad. Many ITLs face unique obstacles in trying to establish their legal careers in Canada. They may have to become proficient in a second language, complete law exams while working full-time jobs, or establish a professional network from scratch—to name but a few of the common challenges. In addition, ITLs are sometimes made to feel unwelcome or unwanted in the legal profession. The sad truth is that bias towards internationally trained lawyers remains an issue of paramount concern. This inspired me to get involved with Global Lawyers of Canada and to co-establish the ITL Network to address these issues.

Global Lawyers of Canada (“GLC”) is a national professional association that promotes a diverse and competitive legal market in Canada by representing and supporting internationally trained and globally minded lawyers through advocacy, community engagement, and professional development. GLC provides its members with opportunities to network and socialize, and advocates on behalf of its members at provincial or national bodies. The ITL Network is a registered non-profit under the Canadian NFP Act. Our mission is to assist internationally trained lawyers (“ITLs”) and internationally trained law graduates (“ITGs”) throughout the licensing process by promoting a more diverse and inclusive legal profession and a strong network for diversity and growth.

In a 6 Degrees – Centre for International Governance report by Lauren Heuser (GLCO), some of the recommendations put forth include establishing open legal associations, creating professional mentorship opportunities, expanding articling alternatives, increasing transparency around alternative certifications, and providing fast-track pathways to quasi-legal qualifications. Whilst most of these recommendations have been actioned or are being considered by relevant stakeholders, some have yet to see the light of the day. Stakeholders need to be held accountable to ensure that they are not just paying lip service to these recommendations. In addition, despite the fact that organizations have started taking the issue of diversity and inclusion seriously, the end result is often a form of tokenism, which is just essentially doing the barest minimum to ensure policies and practices align with publicly declared intent. Organizations need to understand that a diverse and inclusive workforce is more productive and dynamic, and is both beneficial to visible minorities and firms alike.