Job Posting – University of Toronto – Dean, Faculty of Law

Dean, Faculty of Law, University of Toronto

The University of Toronto is conducting an extensive international search for the position of Dean of the Faculty of Law, and invites expressions of interest, nominations, and applications for the position. The appointment will be effective January 1, 2021, or as soon thereafter as possible.

Preeminent among Canadian law schools and one of the best in the world, the Faculty of Law continues to build on its illustrious history to meet the challenges of the evolving legal profession. More than 50 full-time and 65 adjunct and distinguished visiting faculty members from the world’s leading law schools come together with approximately 800 academically gifted and engaged JD and graduate students to form a dynamic, diverse, and inclusive intellectual community. The Faculty of Law is committed to ensuring that its law school is accessible to, and inclusive of, talented students from all segments of society to advance its vision of a law school and legal profession that fully reflect the diversity of its society. The Faculty’s challenging academic programs are supplemented by its many public interest clinics and programs, and it enjoys close links to its alumni and a high level of interaction with the rest of the University. For further information, please see

The Dean of the Faculty of Law will be an accomplished and visionary scholar, educator, communicator, and leader, with a history of exemplary administration that reflects a commitment to excellence, equity, and diversity; a capacity to build and lead collaborative and inclusive teams; the ability to initiate and lead change in legal education and preparation for professional practice; and a record of impactful relationships with a range of internal and external partners. As the strategic leader of the Faculty, the Dean will work collaboratively to articulate its vision and develop, implement, and adapt ideas and strategies to meet the changing needs of students, faculty, staff, and its external communities. With an understanding of current and future issues, trends, and forces that will impact legal education and practice, the Dean will further strengthen the Faculty’s academic programs, enhance its endeavours and reputation, and participate in realizing the aspirations of the University of Toronto’s academic plan, Towards 2030. The Dean will also have the necessary skills, qualities, and interests to be an effective fundraiser. Reporting to the Vice-President and Provost, the Dean will form part of the senior leadership of the University of Toronto.

The Search Committee will begin considering potential candidates immediately and will continue until the role is successfully filled. Applications including a curriculum vitae, a letter of introduction, and the names of three references (who will not be contacted without the consent of the candidate) should be submitted electronically, in confidence, to the University’s search consultants:

Laverne Smith & Associates Inc.


The University of Toronto is consistently ranked among the top 25 universities in the world for innovation, teaching, and research impact. U of T was recently ranked 12th in the world for graduate employability, and U of T’s alumni include distinguished researchers, teachers, decision-makers, prominent politicians, global business leaders, and eminent philanthropists. The University supports a renowned commercialization program through a network of entrepreneurial accelerators, and is located in Toronto, one of the most diverse, vibrant, and inviting cities in the world. U of T is also recognized as one of Canada’s Top 100 Employers and one of Canada’s Best Diversity Employers.

The University of Toronto is strongly committed to diversity within its community and especially welcomes applications from racialized persons / persons of colour, women, Indigenous Aboriginal People of North America, persons with disabilities, LGBTQ persons, and others who may contribute to the further diversification of ideas. In accordance with the AODA, accommodation will be provided to individuals with disabilities throughout the recruitment process. Please note that all qualified candidates are encouraged to apply, but applications from Canadians and permanent residents will be given priority.

COVID-19 Resource List

COVID-19 Resource List  (We will update as new information is available)
Canadian Government Health and Welfare
Public Health Ontario
Canada’s COVID-19 Economic Response Plan: Support for Canadians and businesses (overview of programs available) –
Income tax – All businesses Deferred until August 31, 2020, the payment tax amounts that become owing on or after March 18 and before September 2020. No interest or penalties will accumulate on these amounts during this period.
Emergency Support Benefit & Emergency Care Benefit – Up to $900 biweekly, up to 15 weeks, to provide income support to workers, including the self-employed, who have to stay home and don’t qualify for paid sick leave or employment insurance. This program will be available in April 2020 –
Mortgage Payment Deferrals – For personal and business banking customers, on a case-by-case basis, to provide flexible solutions. This support will include up to a six-month payment deferral for mortgages, and the opportunity for relief on other credit products. Contact your bank directly.
Business Credit Availability Program –  to help Canadian businesses obtain financing during the current period of significant uncertainty. More information available here –
Purchase Order Financing and Business Credit Availability Program (BCAP) –
They are in the process of changing the Ontario law for return Canadians, to permit instant access. They are meeting this week in emergency sessions (with the bare minimum number of people in attendance) to enact a number of special measures. Here’s a link to the OHIP changes –

COVID-19 and Ontario Courts

March 15, 2020
To protect the health and safety of all court users and to help contain the spread of the 2019 novel coronavirus (COVID-19), the Superior Court of Justice (SCJ) is suspending all regular operations, effective Tuesday, March 17, 2020, and until further notice.
All criminal, family and civil matters scheduled to be heard on or after Tuesday March 17, 2020 are adjourned. This includes all telephone and video-conference appearances scheduled prior to March 17, 2020, unless the presiding judicial officer directs otherwise. Lawyers and litigants with matters scheduled on or after March 17, 2020 are advised not to attend the courthouse.
The Court will continue to hear urgent matters during this emergency period. The Court plays a fundamental role in our constitutional democracy. Access to justice for the most urgent matters must always remain available. This Notice identifies the urgent civil and family matters that shall be heard during the suspension of operations, and the process for bringing such matters before the Court.
A separate Notice to the Profession and the Public will issue, governing criminal matters during the suspension of the Court’s regular operations.
In the weeks ahead, the Court will finalize a plan to resume regular operations. We anticipate the establishment of a Return to Operations (RO) Scheduling Court, where matters that have been adjourned will be rescheduled. We will strongly encourage counsel and parties to consent to future hearing dates. Should an appearance before the RO Scheduling Court be required, matters will likely be heard by teleconference.
For regular filings, that are not urgent as defined below, the Ministry of the Attorney General advises that courthouses will remain open. Those filings may continue to occur at courthouses. However, where procedural rules or court orders require the regular filing of documents during this emergency period, and it becomes impossible to file at the courthouse or the courthouse is believed to be unsafe, parties can expect the Court to grant extensions of time once the Court’s normal operations resume. Parties must still comply with orders/rules requiring the service or delivery of documents as between parties.
In the event courthouses become closed or are inaccessible due to safety concerns, and to preserve limitation periods under the Limitations Act, parties should file Claims or Statements of Claims through the Small Claims Court online filing service, or the Civil Claims Online Portal for Superior Court civil matters. Limited family proceedings can also be filed electronically through the Ministry of the Attorney General’s website for filing divorce applications.
During this temporary suspension of regular operations, the Court calls upon the cooperation of counsel and parties to engage in every effort to resolve matters.

COVID-19 Pandemic Planning for the Scheduling of Matters in the Ontario Court of Justice

Public health officials have recommended that measures be taken to reduce the amount of time individuals spend in large crowds or in crowded spaces to help reduce the transmission of COVID-19 in a community.The Ontario Court of Justice is committed to ensuring that those with urgent matters continue to have meaningful access to the court. With that in mind, the Ontario Court of Justice has established procedures to reduce the number of people who attend court for criminal, family and Provincial Offences Act matters.
As of Monday March 16, if you have a Provincial Offences Act, family or criminal court appearance in the Ontario Court of Justice you do not need to attend court, unless the matter is an in-custody or urgent criminal matter or an urgent family matter.
Note: Please do not come into a courthouse in person if you have been advised by public health officials, your doctor or the Ontario Ministry of Health (MOH) website ( to self-isolate.
The court will post further information as it becomes available, so please continue to check the Ontario Court of Justice website ( for updates.

WLAO: Hot Docs/UDocs – March 12, 2020 – Earn EDI Credits and Enjoy the RBG Movie!


Hot Docs/U Docs for Continuing Professional Education – March 12, 2020

On March 12, as part of the Hot Docs for Continuing Professional Education live events series, there will be a presentation of the Oscar nominated, Emmy winning film RBG – followed by an expert panel discussion about women leadership and the inspiring professionalism and leadership lessons learned from US Supreme Court Justice Ruth Bader Ginsburg.

Click here to register and take advantage of a 20% off discount by using code RBGHD20.

This event has 2.5 hours of LSO Professionalism EDI content

Eva’s is Recruiting Directors of the Board

Eva’s is seeking new board members to steward and shape the future of this innovative organization!

Specific focus of expertise and experience we are seeking at this time

Sector experience: Board governance, Mental health, IT/technology sector, government relations, multi-family residential real estate and land development, finance and accounting designation.

Preferred Lived and community expertise: connected members of the Black communities, Indigenous communities, LGBTQ2S community, and newcomer communities.

About Eva’s

Celebrating our 25th year, Eva’s Initiatives for Homeless Youth is an award-winning organization that provides shelter, transitional housing, and programming to help homeless and at-risk youth reach their potential to lead productive, self-sufficient, and healthy lives. We collaborate and innovate to end youth homelessness.

Eva’s gives youth the tools and graduated housing pathway to transition out of homelessness permanently.  At this time, 123 youth aged 16 to 24 find shelter and support in our three locations every night, with an additional 50 spots coming online soon to provide more housing to the most marginalized young people the GTA.


The Board of Directors is the legal authority for Eva’s.  As a member of the Board, a Director acts in a position of trust for the community and is responsible for the effective governance of the organization.


Directors are elected by the membership at the Annual general meeting. Directors serve for a three-year term.


  • Commitment to the work of the organization
  • Willingness to serve on at least one committee and actively participate
  • Attendance in person at monthly Board meetings, the Annual Meeting and other meetings as determined by the board
  • A time commitment of a minimum of six hours per month, (includes Board preparation, meeting and committee meeting time)

Major Duties

  • Governing Eva’s Initiatives by the broad policies developed by the Board
  • With the senior management staff, establish overall long- and short-term goals, objectives and priorities for Eva’s in meeting the needs of the community
  • Recommend policy to the Board
  • Promote Eva’s membership through community networking, etc.
  • Be informed of the services provided by Eva’s and publicly support them
  • Promote, enhance and support the organization’s equity philosophy
  • Actively support the organization in the raising of funds while participating as a donor
  • Prepare for and participate in the discussions and the deliberations of the Board
  • To foster a positive working relationship with other Board members, and staff
  • Track record of strategic leadership


If you are interested in joining us, please reach out to Louise Smith at: to discuss the next steps!


Canadian Lawyer Women-In-Law Summit – February 12, 2020

Register Now

The Women in Law Summit is part of an ongoing mission to recognize, celebrate and boost the careers of women in law and inspire the next generation of leaders in the profession.

From supporting continued career progression, to tackling the wage gap, to improving the transparency of partnership pathways and retaining female talent, join us on February 12th in Toronto for a day of inspiration and empowerment.

We’ll be discussing solutions to the unique challenges faced by women in the legal sector, across a packed agenda of industry presentations and panel discussions featuring influential thought-leaders from Canada’s top law firms and companies.

When: February 12, 2020

Where: Arcadian Court, Toronto

Women in Law Masterclass has been accredited for 1 hour and 30 minutes of Professionalism Content and 4 hours and 15 minutes of EDI Professionalism Content.

8:15 am

Registration and networking breakfast

8:55 am

Opening remarks

9:00 am

Panel discussion: Breaking through the glass ceiling: supporting women into leadership positions

Although law school graduations rates are almost equal between men and women, there continues to be a major gap in the number of women in leadership positions across the industry. What are the challenges and structural barriers facing women and how do we address them? What changes need to be made within law societies, bar associations, law firms, corporate legal departments, government and judiciary to address the historical lack of female leadership? This session provides key strategies for promoting female leadership and supporting women in senior positions.

  • Evaluating the latest strategies being deployed by top legal firms to advance female leaders
  • Addressing unique challenges faced by female leaders in different legal professions: in-house, private practice, sole practitioners and government
  • Improving transparency of partnership pathways
  • The implications of family life; eliminating biases associated with family obligations
  • Breaking through the boy’s club network; accessing networking and client development opportunities
  • How can male allies help support the advancement of women in the industry?


Lydia Bugden

Chief Executive Officer and Managing Partner, Stewart McKelvey


Alena Thouin

Corporate Secretary & Deputy General Counsel , Financial Services Regulatory Authority (FSRA)

Dale Osadchuk

Partner, Davies

Jacquelyn Stevens

President of the Women’s Law Association of Ontario, Partner, Willms & Shier Environmental Lawyers LLP

Collette Stewarts

Senior Legal Counsel, Interac

9:50 am

Panel discussion: Addressing unconscious bias and discrimination

Unconscious bias is often deep-rooted, affecting everything from hiring, assignment allocation, promotions and compensation. Does bringing awareness to bias and discrimination help alleviate its impact? What strategies are effective for addressing discrimination? How should women respond when confronted with individual instances of unconscious bias or discrimination? This session explores practical steps for addressing bias within the legal industry.

  • Ensuring understanding and acknowledgement of discrimination, harassment, unconscious and structural bias
  • Changing organizational processes and policies to create a safe and inclusive work culture
  • Best practice strategies for mitigating the impact of unconscious bias
  • Tools for challenging bias with professionalism and authority


Denise Dwyer

Ontario Ministry of Education, Assistant Deputy Minister, Indigenous Education and Wellbeing Division


Shara Roy

Partner, Lenczner Slaght

Sunil Gurmukh

Human Rights Lawyer and Adjunct Law Professor, Western Law

Laleh Moshiri

National Director, Diversity and Inclusion, Borden Ladner Gervais

10:40 am

Morning refreshments and networking break

11:00 am

Panel discussion: Defining your own success as a lawyer

The stereotype of a successful female lawyer is often limited to traditional measures of success, alongside a perception that women need to be hard, masculine and unemotional in order to succeed as leaders. However, many women thrive in the industry, establish diverse practices and remain authentic to their identity. This panel discussion seeks advice from prominent leaders on how to become successful in a male dominated industry, define your own career path and develop into an authentic leader.

  • Success strategies from industry leaders
  • Methods for defining your own measures of success
  • Exploring different career paths
  • Being a successful female lawyer whilst being authentic to yourself
  • Key lessons learnt from overcoming adversity to rise to the top


Cheryl Reicin

Partner, Torys LLP


Kelly Kwan

Senior Counsel, Uber

Gina Alexandris

Senior Director, Law Practice Program, Ryerson University

Leila Rafi

Partner in the Capital Markets and M&A Group, McMillan LLP

Lynne Vicars

Chief Innovation and Strategy Officer and Senior Counsel, Heuristica

11:40 am

Leveraging flexible work practices to support better work-life balance

The benefits of a work-life balance and flexible work schedule are well known and an important factor in supporting women juggling their careers with their personal responsibilities. Although many organizations promote flexible work arrangements, there continues to be a discord with the long hours and competitiveness demanded by the legal profession. How do work practices need to change to support flexible working? How can efficiencies be created to minimize the number of work hours? How can you take advantage of flexible hours without being sidelined? This session will discuss:

  • How to evolve traditional legal work models to develop a more agile and flexible profession
  • Bridging the disconnect between availability and use of flexible work policies
  • Moving beyond an industry culture that values long hours and presenteeism
  • Leveraging technology to increase productivity and support a flexible work life
  • Ensuring client care whilst maintaining flexibility
12:25 pm

Networking lunch

1:30 pm

Utilizing mentorship opportunities to grow your career

Creating a supportive network is key to empowering women with the insights, ideas and confidence to advocate for themselves, navigate career challenges and prepare for the future. This session looks at how to leverage the value of mentorship, sponsorship and coaching to advance your career and support the next generation of legal talent.

  • Establishing authentic mentorship with diverse groups
  • Top tips for finding and becoming a mentor
  • Maximizing the benefits of mentorship and sponsorship to pursue career goals
  • Advice for establishing mentorship programs and diversity groups and measuring return on investment

Kim Le

Partner, Stikeman Elliott

Mario Nigro

Partner, Stikeman Elliott

2:15 pm

Panel discussion: Tackling the wage gap

Despite an increase in female leadership across many legal fields, the gender pay gap shows no sign of narrowing and remains a key barrier to achieving gender equality. What policies have been effective at tackling the disparity? How can closing the pay gap become an industry priority? How can women successfully navigate pay discussions? This session looks at key strategies for tackling the wage gap at an industry wide level.

  • How do you correctly value yourself as a lawyer and negotiate your salary?
  • Strategies for establishing equal development opportunities for both men and women
  • Examples of successful policies that move the needle on the wage gap
  • Increasing salary transparency and reevaluating pay models
  • How can the legal sector work together to eliminate the wage gap?

Michelle Henry

Partner, Borden Ladner Gervais LLP

Rebecca Bromwich

Manager, Diversity and Inclusion, Gowling

3:15 pm

Afternoon coffee break

3:45 pm

Panel discussion: Executing diversity and inclusion strategies that attract and retain female talent

Achieving a healthy representation of women in leadership positions is dependent on a supportive industry throughout a woman’s career. How can firms and organizations attract more female talent? What does a successful inclusion program look like in action? How can the industry empower women from the start of their careers? In this session, hear from leading firms and organizations about how they have actioned reform and their strategies for recruiting and retaining women from day one.

  • Tools to implement a successful diversity and inclusion program
  • Effective strategies to attract, engage and retain women in the industry
  • Key learnings from successful diversity and inclusion programs: what impact have these had on recruitment, culture and profits?
  • How to foster the next generation of female lawyers
  • Steps you and your organization can take tomorrow to action diversity and inclusion strategies

Nikki Gershbain

Chief Inclusion Officer, McCarthy Tétrault

Charlene Theodore

In-house legal Counsel, Ontario English Catholic Teachers Assoication

Rose Leto

Partner, Neinstein

Patience Omokhodion

Partner, Cassels Brock & Blackwell LLP

4:40 pm

Closing remarks

4:45 pm

Drinks reception

SABA / FACL / CABL New Year’s Kickoff! January 13, 2020

SABA / FACL / CABL New Year’s Kickoff!

Join FACL, SABA and CABL at our annual New Year’s Kickoff social!


January 13th 2020



The Duke of Westminster

First Canadian Place


Join the FACL, the South Asian Bar Association, and the Canadian Association of Black Lawyers at our annual New Year’s kickoff event!

Ticket Type Price Cart
FACL / SABA / CABL Kickoff 2020 $10
Add to Cart





Diversity is broad and multi-faceted. Join us as we examine this as well as the barriers to full inclusion within the workplace. Our speakers will examine these barriers and their impact – from religion to disability – while discussing the implications of recent case law on the top issues in the legal workplace.



Raj Anand, WeirFoulds LLP

Marian MacGregor, York University, Centre for Human Rights, Equity and Inclusion

For information and to register visit:





The RODA-OBA Annual Diversity Conference returns by popular demand to provide thought-provoking, practical discussions on current issues affecting diverse lawyers and allies.


The need for lawyers to be champions for diversity is acute, but the lack of consensus around lawyers’ professional obligations and how to promote equality, diversity and inclusion within the profession has been both exhausting and troubling. Conflict and division in broader society is reflected in law firms and legal workplaces, as lawyers and clients grapple with these issues. Building resilience as individuals and as a profession, is key to deepening our capacity to deal with these challenges.


This year’s day-long conference will examine how to build consensus across difficult divides, and recent developments related to equality and inclusion. We will explore the challenges lawyers are dealing with and ways to build resilience. Hear from fellow lawyers and other professionals, and be inspired by their experiences and the strategies they have used. Choose from sessions in both substantive and career tracks that will address the often-complex issues facing equity-seeking and racialized lawyers and their allies.



Adrian Ishak, Vice Chair of RODA

Sojourner King, Chair of OBA Equality Committee

For more information and to register visit:


Join the CBA in Toronto on Thursday, December 5, 2019, 11 h 30 to 14 h at the Ontario Bar Association as leading Senior Racialized Lawyers and Experts gather to discuss leadership success and challenges, and develop an action plan to continue to support the racialized bar.

Some of the topics to be covered include:

• Overcoming Challenges as a Racialized Lawyer

• Senior Racialized Lawyers as Leaders

• Keys to Success in Law and Leadership

• Getting to the Next Career Destination

• Call to Action

This program is open to Lawyers who have been called to Bar for at least 10 years.

Space is limited so don’t wait and book now!

For more information and to register visit:

7:00 pm - 8:30 pm

WLAO Annual Awards Virtual Gala – August 6, 2020

12:00 am

19th Annual Deb Snead Memorial Golf Event – August 17, 2020 – Postponed

Special Events


Women’s Law Association of Ontario
1 Toronto Street, Suite 900
Toronto, ON M5C 2V6



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