Report examines efforts to implement recommendations addressing systemic racism in the province
The Nova Scotia Barristers’ Society has released the "Regaining Trust Progress Report 2025" – the first in a series of yearly progress reports focused on the organization’s efforts to address systemic racism.
The report examined the organization’s implementation of the 21 recommendations outlined by former Nova Scotia Labour Board chair Douglas Ruck in his “Regaining Trust: The Ruck Report,” which was published on October 29, 2024. Ruck called for the NSBS to name an independent implementation lead who would supervise the implementation of the recommendations and facilitate coordination and transparency; the society appointed Janna Hines as the IIL in May 2025.
To track progress, the society also developed a seven-step maturity model with the following steps: not started/awareness, planning/initial commitment, initial implementation/pilot, partial implementation/early integration, full implementation/standardization, operationalization/embedded in systems, and sustainability/continuous improvement. The NSBS said this model “emphasizes sustained engagement and integration, aligning equity goals with the day-to-day functions of the legal profession.”
The society first focused on Ruck’s first two recommendations: the IIL appointment and the imposition of mandatory training and resources tackling systemic discrimination. The NSBS developed an African Nova Scotian module, debuted a cultural competence framework, and launched Indigenous experience The Path. It was also involved in de-escalation efforts and conducted challenging conversations. Moreover, the society conducted training needs analysis and developed a competency framework being evaluated through an equity lens.
Last October 2025, the NSBS launched the Regaining Trust website.
For 2025-2026, the NSBS concentrated on four recommendations:
- Reviewing and updating of anti-discrimination policies and regulations
- Setting a reporting and investigation system that includes whistleblower protection and representation from equity-deserving communities
- Modifying its code of professional conduct
- Mandating collaboration with equity-deserving groups
The society drafted changes to Respectful Workplace Policy, amended D&H policy and the complaints process, and incorporated systemic discrimination understanding. It also launched duty-to-report consultation and sought input on changes.
In addition, the NSBS contributed to the LOSMC Equity and Diversity Standard. The draft went to council in February following equity committees’ evaluation.
The society created a proposal for a trauma-informed complaints process consultant. It also urged lawyers to engage a support person in disciplinary processes and concluded a jurisdictional scan of D&H best practices in professional responsibility.
The NSBS is currently consulting with the national code of conduct’s standing committee regarding its code of professional conduct. The society also highlighted its membership in the Federation of Law Societies of Canada’s standing committee on the model code.
It backed CTA 27–related reforms and engaged with stakeholders. Moreover, the society was involved in the Equity Coalition, IB&M initiative, and Dara Gordon event. The NSBS hosted a red dress day event, and a Friendship Centre member conducted a workshop for society staff.
