State Athletic Commission v. Joseph Dorsey, Jr. Motion to Affirm

    AKBAR FUND



THE AKBAR FUND, INC.
514 CAMINO CABRA 

SANTA FE, NEW MEXICO 87501 
505-982-9805

f^ '

18 September 1978

Jean Fairfax, Director 
Division of Legal Information 

and Conmunity Service
NAACP Legal Defense and Educational Fund, Inc. 
10 Colus^s Circle 
New York, NY 10019

Dear Ms. Fairfax:

I regret that the Akbar Fund will not be able to provide assistance for 
the educational and technical assistance program for minority women 
lawyers described in your recent proposal.
The Akbar Fund is a small foundation of tenqwrary life that is now 
approaching the conclusion of its current grant program. Because of 
substantial reductions in our budget, we are able to assist only a few 
of the ma^y significant projects subinitted for consideration. Our 
primary emphasis for the next two years will be to provide one-time 
grants for American Indian projects dealing with a few critical issues 
relating to the exercise of sovereign powers by tribal governments. We 
are no longer able to make grants for the wide range of other types of 
organizations and issues we were formerly able to consider.
We do hope that you will be able to attract funds from other sources 
for youT work.

Sincerely,

John A. Folk-Williams 
Program Consultant

JAJV/pJg



\Jjl

egal efense
N A A C P  LEGAL D E F E N S E  A N D  E D U C A T I O N A L  F U N D ,  INC .  

U n d l  10 Columbus Circle, New York, N.Y. 10019 •  (212) 586 -8397

September 8, 1978

Mr. Robert A. Levin
President
AKBAR FUND
514 Camino Cabra
Sante Fe, New Mexico 87501

Dear Mr. Levin:
Would the AKBAR FUND be willing to consider a grant to the 
NAACP Legal Defense and Educational Fund (LDF) for partial 
support of our new Western Regional Minority Women Lawyers' 
Training and Technical Assistance Program (MWLTTP)? If so, 
we would like to submit a proposal for consideration at your 
fall board meeting. We are seeking $20,000 a year for two 
years to enable this program to reach Asian, Chicana and 
Native American women more effectively.
MWLTTP is a continuing education and technical assistance 
program which has been designed to assist minority women 
lawyers in their professional and personal development. Our 
constituents are about 200 Black, Chicana, Asian and Native 
American lawyers in the West, The pilot phase of this pro­
gram was launched in 1976 out of our concern about the serious 
economic plight of minority women, an increasing number of 
whom are heads of households and poor. Convinced that mino­
rity women lawyers can play a significant role in enhancing 
the economic status of minority women, we set out to determine 
whether we could identify a constituency with whom we could 
fashion a program and test out some project ideas. Our goals 
have been to help our constituents broaden their understanding 
of the dimensions of the economic problems faced by minority 
women, to increase their knowledge of the laws that provide 
tools for addressing these problems and to sharpen their 
skills as lawyers. Knowing that many of our constituents 
are pioneers in positions that have historically not been 
open to minority women, we have had a special concern to 
help them develop survival skills.

Contributions are deductible for U.S. income tax purposes



- 2 -

Since 1976 we have sponsored a variety of projects on an 
experimental basis. Two regional seminars were held. The 
agenda for the 1978 seminar, which drew multi-ethnic parti­
cipants from seven states, is attached. We co-sponsored 
with the University of New Mexico Law School an institute on 
employment discrimination. We have held smaller workshops 
and consultations and have arranged special training assign­
ments for individual women. We engaged in extensive con­
sultations and conducted a survey to ascertain the special 
needs of minority women lawyers in the West. The findings 
of this survey are presented in "The Sisters - In - Law" 
which is also attached.

We have now moved beyond the experimental phase and have 
designed a three-year program that would have the following 
components:

1. Continuing education in an academic setting, 
drawing on the rich and varied resources of 
a major university.

We are currently involved in discussions which we hope will result 
in scheduling our annual seminars at the Stanford University 
Law School and in developing cooperative relationships with 
other schools and centers at Stanford. These 3-4 day seminars 
for intellectual stimulation and professional development 
would cover a range of topics: analyses of the economic sta­
tus of minority women in the West; briefings on the state of 
the law and on developments in Federal and State courts, 
legislatures and administrative agencies on issues relating 
to race and sex discrimination; substantive presentations 
on such issues as credit, consumer fraud, and discrimination 
in employment, housing, and vocational, apprenticeship and 
professional training programs. There would also be sessions 
on practical matters: preparing cases for trial, administra­
tive hearings, negotiating settlements, the management of a 
law office, etc.

Stanford's Center for Research on Women, which is currently 
studying problems of stress experienced by women in nontradi- 
tional jobs, has expressed interest in working with us as 
new multi-ethnic approaches are incorporated into its research 
agenda. If Stanford's African and Afro American Studies Pro­
gram succeeds in expanding its research capability, it would 
be eager to provide resources that could help us assess prob­
lems faced by minority women in the West. The increased



-  4 -

4. Dissemination of materials.

Key decisions of Federal courts and administrative agencies; 
analyses of regulations; information about special assign­
ments# etc.

5. Vocational counseling.

Although we do not desire to become a placement agency# we do 
wish to respond to requests from our constituents for help 
in getting information about and evaluating job possibilities 
This is a very mobile group of women who appear to need this 
kind of counseling when they are four or five years out of 
law school# as well as the year they graduate. We have 
observed that# among our constituents# the Asian and Native 
American women lawyers are more likely to experience stress 
in their new roles and especially welcome counseling and 
support from other Third World women.

6, A litigation backup center to provide legal# 
technical and financial assistance to women 
lawyers in private practice who are engaged 
in race and sex discrimination cases.

LDF has successfully developed a network of cooperating attor­
neys# most of whom are Black and in the South. We would like 
to replicate this model in the West# but on a more modest 
scale and redesign it to meet the needs of minority women 
lawyers.

We are currently seeking funds from several foundations for 
MWLTTP's basic budget. What we would like you to consider is 
a grant that would enable us to ensure that our program# as we 
move into this new phase# will be genuinely multi-ethnic. 
Seventy-five percent of our present constituency is Black. 
Non-Black minority women lawyers are urging us to make this 
program more representative and inclusive# to be more sensitive 
to the differing needs of Asian# Chicana and Native American 
women and to find ways to address these needs programmatically.
Grants of $20#000 a year for 1978 and 1979 from AKBAR would 
be used for:

1. Active recruitment of Asian# Chicana and Native 
American women as participants and resource per­
sons for the projects.



J t

- 5 -

2. Visits to, and consultations with, individuals 
and organizations of the above groups to ascer­
tain their needs and to get specific program 
ideas. We have already initiated consultations 
with MALDEF's Chicana Rights Project, the American 
Indian Lawyer Training Program and the Native 
American Rights Fund, as well as with several of 
the tribal based legal agencies.

5.

Peer support. As we launch MWLTTP's new phase, 
we plan to use women who are already in the 
program as outreach persons. A grant from 
AKBAR could help us finance a multi-ethnic team 
of part-time program asociates.

Travel subsidies to enable Third World women 
lawyers to participate in our programs.

Resource materials and technical assistance from 
the backup center which are especially designed 
for a multi-ethnic constituency.

This program will be based in LDF's San Francisco Office.

Please let us know whether you can consider this request at your 
fall meeting and, if so, whether you would like detailed infor­
mation about our plans and the budget. We look forward to hear­
ing from you.

Sincerely,

/ rrm 
end.

Jean Fairfax 
Director
Division of Legal Information 
and Community Service



egal efense
N A A C P LEGA L D E F E N S E  A N D  E D U C A T I O N A L  F U N D ,  INC.  

illlld 10 Columbus Circle, New York, N.Y. 10019 • (212) 586 -8397

THE SISTERS-IN-LAW

In 1976 the Division of Legal Information and Community 

Service of the NAACP Legal Defense and Educational Fund (LDF) 

launched the Western Regional Minority Women Lawyers' Training 

and Technical Assistance Program. Our objectives during the 

initial phase of this pilot project were to understand the 

special problems encountered by minority women lawyers because 

of their ethnicity and conceptualize programs that might 

address their needs. By 1978 we had developed a constituency 

of about 200 Black, Chicana, Asian and Native American women 

lawyers in the West.
In the spring of 1978, we sent a questionnaire (see 

appendix) to the participants in LDF's Second Western Regional 
Seminar for Minority Women Lawyers, which had been held in 

San Diego in February. The observations that follow are a 

preliminary report of that survey —  we have received about 

25 very thoughtful returns to date —  and also reflect the 

sessions on "Surviving as a Minority Woman Lawyer" during the 

San Diego Seminar, a consultation held in November 1977, and 

letters from individuals.

Contributions are deductible for U.S. income tax purposes



- 2 -

A. How Minority Women Lawyers in the West Perceive Themselves 
and Their Needs

"We are the first generation of black women 
doing a masculine thing."

Of course, there have been minority women who have suc­

ceeded individually as lawyers in the past, but now that their 

ranks are increasing, minority women lawyers are beginning to 

see themselves as a group whose problems need to be addressed 

collectively. As the "first generation," they communicate their 
sense of exhilaration as pioneers, but also the strain and in­

security of persons who are paying a heavy price for charting 

a new course. Although they believe that higher and more 
rigorous standards of performance are being demanded of them, 

they do not perceive themselves as inadequately trained or 

professionally incompetent. With the exception of a few who 
have had trouble passing their bar examinations, these are 

women who are confident that their basic legal training has 
equipped them for their professional responsibilities.

Whether their sex or their ethnicity is the greater 

barrier to acceptance and success as a professional is an 

academic issue to these women. It is the experience of the 

more than double disadvantage resulting from the compounding 

of sex with race discrimination, exacerbated by the handicap 
of modest socio-economic origins, which makes life a daily 

and constant hassle. As one black woman poignantly wrote:



-  3 -

"The stresses and pressures of practicing law 
are compounded with the fact that as a black 
woman I am behind to start with socially and 
economically speaking; all of my needs are 
compounded in this male anglesized society in 
which I live and work,"

Constantly confronting stereotypes, while attempting to resolve

difficult professional relationships, achieve financial security,

contribute to their communities and lead a rewarding personal

life, they risk getting burned out. Therefore, they identify
coping and survival skills and support mechanisms as major needs.

"Black women attorneys must cope with the problems of 
the 'Sapphire' image, that is, too aggressive, pushy 
and loud— but that's how attorneys succeed."
"As an Asian woman, I have to overcome the biases of 
my own ethnic group towards women in professions. 
Furthermore, my culture imposes certain responsibi­
lities towards my family that result in a heavier 
burden than other women might encounter."
"Minority women lawyers, like Anglo women "will be 
seen as radicals. It is assumed that your politics 
are different, that you will be involved with left- 
wing issues. This gives a weird twist to your back­
ground. You are not trusted on political grounds."

"I must be careful about my dress in court so that 
the judge and other court personnel don't take me 
for a defendant."
We Native Americans "feel more pressures from the 
community we come from because we are friends, as 
well as lawyers, to our clients. It can't be any 
other way because we are so few. Few other attorneys 
understand our particular needs or care what we do 
within the Native American community."



- 4 -

Many problems in the workplace were identified as creating 
special needs,

"Minority women lawyers are so rare that people have 
problems relating to them. The women need to define 
themselves as professionals rather than to work 
within definitions imposed externally."

Women have shared with us their problems in developing sound 

professional relationships with colleagues. Women in large 

private firms or in corporations spoke of their sense of iso­

lation, of being a rarity in their workplace.

"I am in a corporate law firm. My colleagues are 15 
years older, male, white. In the office, things are 
okay, but not outside in social situations. Then, 
they fall into the old boy syndrome."

"The black woman in a corporation has, more so than 
any other woman, the problem of identifying with 
her white male co-workers. Generally, the black 
woman has the least in common with her co-workers.
She cannot relate to the white male in areas, such 
as sports, as a black man could and she cannot relate 
in areas of community as could a nonblack woman."

A woman in a state agency spoke of her problems of relating to

her colleagues who were predominantly white, male and Jewish.

Another, in a legal services office reported that male colleagues

resented her being out of the office even when she was doing

intake work in prisons.

Some described secretaries as "being on the warpath" while 
others felt that their relationships with secretaries and para- 

professionals were mutually supportive.



- 5 -

Problems with clients were reported.
"I am overworked, underpaid and often times taken 
advantage of. My own clients refuse to pay after 
services have been rendered satisfactorily.
(Black women in private practice.)

"Latinos don't want to take advice from a woman."

"I'm in the corporate sector. I have no problems 
with small businessmen? I do little extra things and 
quicker. I deliver the goods. My problem is with 
the vice-presidents of larger corporations from 
whom I get a lot of resistance. They are not used 
to women giving advice."
"My problem is that women lean on me. I'm getting 
out of domestic relations!"

Some reported that they have no problems with clients. Two black 

women who are criminal lawyers— one whose clients are in jail 

and the other who has established a reputation for defending 

persons charged with illegal gun possession— said that their 
clients are only interested in the competence and not the sex 

or race of the lawyer.
The women described their "survival" needs differently.

Some, particularly sole practitioners, voiced very practical 

survival problems:
"Attracting a clientele of paying clients, small 
businesses, private entrepreneurs, etc., is a major 
problem for me as a sole practitioner. A special 
need is the availability of a more experienced, 
learned practitioner from whom I can ask advice and 
seek assistance."



- 6 -

Others, in large private firms, corporations and academia, are 

concerned to survive as committed persons— that is, to keep 

the faith:

"How to cope, learn what I can, keep myself together 
until I can rejoin the struggle more openly— not feel 
co-opted.,."

"In academia, I need to keep in close touch with the 
relevant issues and problems of minorities so that I 
can keep myself apprised of them."
"I need to be kept aware of the attitudes and develop­
ments in areas affecting black people that are outside 
the scope of my practice. Need help in developing 
strategies to bring more minority related work into 
the larger law firms as pro bono work or at a reduced 
rate."

While some, like the Asian-American with EEOC, appeared to

be very satisfied with their professional life, still others

reported that they are totally fed up, such as the Native

American woman who is planning to resign and take six months
off to rest. Perhaps the majority are basically happy with

what they are doing and learning at this point in their careers
but want to add another component:

"I'm satisfied with what I do but want to do outside 
things also." (Black woman in a large private firm 
who is currently not involved in her community);

or, to move into work which would be more relevant
"I am satisfied insofar as I am involved in the only 
available outlet for my concerns. However, I am 
frustrated professionally by the lack of social 
change that attorneys are able to effectuate...! 
would like to see a group of women obtain the



- 7 -

financial resources to establish a minority women's 
law office especially designed to focus on women's 
issues. If I were able to work directly with a group 
sharing a common perspective, I feel my work would 
be less frustrating."

Many want to build on valuable accumulated experiences and de­

velop the special skills which they believe minority women can 

bring to the struggle for justice.
"I would like to be involved in some type of ongoing 
forum to assist in continuing my preparation and edu­
cation as an advocate for poor women. I am a legal 
services attorney, and while both male and female 
attorneys of all races do function in the same 
capacity, I feel that the additional background and 
perspective that minority women bring into this role 
can and should be developed in an organized approach."

To our question concerning the needs which minority women

lawyers share in common, the women responded as follows;
In-service training and continuing education were favored

by the majority.
"Because the present support mechanisms are inadequate, 
minority women need to be competent, current and well- 
versed in the fields of law in which we practice.
Because we are easily recognized and remembered, it 
is important that the impression we leave with all 
those with whom we come in contact, judges, lawyers, 
clients, and the public in general be impressive and' 
competent. The in-service training and continuing 
education enables us to do that; with competence also 
we can develop self-support mechanisms."
Support mechanisms were overwhelmingly advocated.

"Support mechanisms and coping skills are a must.
After two years in poverty law programs and pre­
paration for a fourth bar exam, I am 'topped out' 
and need help."



- 8 -

"There are plenty of law-oriented courses available.
It is the psychological, human side, we need help with."

"Black women need to be a resource for each other.
That's what this is all about."

"I need someone to call on when the need arises."

Help in developing management skills was identified only by 

half of the respondents as a need, but for this group— especially 

the private practitioners or those planning to shift from agency 
work to private practice— it is a serious survival issue.

Career counseling and personal counseling which one-haIf 

and one-third, respectively, of the respondents indicated would 
be helpful may, therefore, have a lower overall priority. It 

is our observation, however, that for a significant minority 

of women lawyers, the availability of counseling is critical 
if they are to develop coping skills.

B. The Current Interests and Involvements of Minority 
Women Lawyers

In our survey we tried to ascertain not only whether 

this group of minority women lawyers regards certain issues as 
important but whether they are personally involved either as 

professionals or as citizen volunteers in addressing them.



ISSUE

- 9 -

NR. LAWYERS RATING 
ISSUE IMPORTANT

LAWYER'S INVOLVEMENT 
Citizen

Volunteer Professional
Job Discrimination 15 2 7
Credit Discrim. 14 3 4
Housing Discrim. 14 0 4
Discrim, in Prof. 

Education
14 3 4

Minority Women 
Prisoners

13 4 4
Min. Girls in 

Juv. Justice
13 1 2

Discr. in Public 
Schools

13 2 3
Discr. in Higher 

Educ.
13 1 2

Discr. in Train­
ing Prog.

13 1 1
Welfare Benefits 13 0 2Consumer Fraud 
Equal Opportunity for

11 0 0
Minority Business­
women

11 3 3
Battered Women 10 2 1Discr. in Health 

Services
10 0 0

Occup. Health 
Hazards

9 0 0
Minority Women in 

Military
Battered Husbands

6

1
0 0

We were not surprised to discover that strong majorities 
identified most of the issues as important. Only "Minority 

Women in the Military" and "Occupational Health Hazards" received 

less than half the votes, probably because our respondents had 

not thought of these issues of concern to minority women as ones 
which lawyers could address.



- 10 -

What did surprise us— and we hesitate to generalize from 

a small sample— was the low level overall of current involvement 

with issues in which the women stated a strong interest, al­

though some of the women reported that they have been actively 

engaged in litigating in these areas and in addressing them 
through volunteer work in their communities or by service on 

boards of agencies.

In response to our question concerning whether they desire 
more involvement, those who are already litigating, for example 

lawyers handling Title VII cases either as EEOC staff members or 

private practitioners, indicated satisfaction with what they are 

doing in a particular area. A few, such as a professor, want 

to become better informed about the issues but do not anticipate 

becoming actively involved in litigation. A lawyer who works 
with a bank expressed interest in the issues but stated that 

she has "neither time, intellect nor emotion to do anything 
other than have a theoretical knowledge" of development. The 

Native American woman who has been handling students' rights, 
landlord-tenant, welfare and prisoner's rights cases wrote 

that she seeks withdrawal from involvement for a while.

Most of the respondents indicated their desire to become 

more involved in areas where they are not currently active.

For example, a lawyer who is tackling employment discrimination 
in a university-based program wants to become involved in



11 -

credit, housing and health issues. Private attorneys who 

are active as citizens as well as professionally want more 

involvement with issues. Some want to move into new areas such 
as those affecting prisoners and businesswomen. Others are 

eager to litigate in areas where they have worked primarily as 
citizen volunteers. One member of a large firm, who has 

performed pro-bono service and worked as a community volun­
teer, wants to become involved in housing discrimination cases; 

another, to find ways to get her firm to take pro-bono cases 

of concern to minority women. A corporation lawyer, interested 

in most of the issues but not involved in any, expressed a 

desire to become active in jobs, housing, welfare and especially 

public school issues.



:P Legal Defense & Educational Fund
12 Geary Street San Francisco, California 94108

WESTERN REGIONAL MINORITY WOMEN LAWYERS TECHNICAL ASSISTANCE PROGRAM

TO:

FROM

RE

Participants
SECOND WESTERN REGIONAL SEMINAR FOR MINORITY WOMEN LAWYERS

Elaine Jones 
Jean Fairfax 
Allen Black

QUESTIONNAIRE

As we have consulted together concerning the survey to follow up the seminar, the 
list of questions has grown. Perhaps you will forgive us if we assure you that we 
are not just inquisitive; we are trying to design a program to fit your needs I 
Please send your comments to LDF's San Francisco Office by April 1. We promise to 
report the results soon.

NAME
(First) (Middle) (Last)

AGENCY

MAILING ADDRESS 

GRADUATED FROM

TELEPHONE

LAW SCHOOL
(Area Code) (Number)
YEAR

MEMBER OF BAR(S)

I. YOUR PERCEPIION OF THE NEEDS OF MINORITY WOMEN LAWYERS
A. What needs do minority women lawyers share in common? (Check)

__ In-service training and continuing education
__ Support mechanisms
__ Help in developing management skills
__ Career counseling and assistance with job changes
__ Personal counseling; help in developing copying skills
Elaborate on any of the above. Describe other needs: ______

B. How do differences among minority women lawyers, e.g. related to their 
ethnicity or workplace, indicate special needs?
1. How do you define your unique needs because you are a Chicana, Black, 

Asian or Native American woman?

2. What special needs do you have because of your current workplace (cor­
poration; large private firm; legal services; public interest or govern­
ment agency; sm.all private firm; solo practice)?



II. SCOPE OF TOUR CURRENT INTERESTS AND INVOLVEMENTS
A- YOUR INVOLVEMENT IN PROBLEMS FACING MINORITY WOMEN

DO YOU PERCEIVE THIS ISSUE AS A MAJOR PROBLEM? 

Consumer Fraud

YES NO YOUR
None

INVOLVEMENT
Citizen
Volunteer

WITH IT 
Professionally

WOULD YOU LIKE MORE INVOLVEMENT? COMMENTS 
Describe present or desired involvement

Minority Women Prisoners —

Minority Girls in Juvenile Justice System
Minority Women and Military Service
Job Discrimination
Credit Discrimination -----------

.

Housing Discrimination
Discrimination in Education & Trng. Prog, 
as students and/or staff 

Public Schools
Higher Education
Vocational Education & Apprenticeships
Professional Schools (Law, Med., Eng., etc.) - — -

Occupational Health Hazards
-

Battered Women
Welfare Benefits
Equal Opportunities for Businesswomen
Discrimination in Health Services

B. Describe the range of cases which you handle. Are you satisfied with your professional life?



V

III. KINDS OF PROGRAMS LDF SHOULD SPONSOR TO ADDRESS NEEDS YOU IDENTIFIED
A. Inclusiveness; Should LDF try to reach all Third World women lawyers or just 
black women? Should programs include men and Anglo women lawyers interested in 
civil rights and economic issues? Comment.

B. Projects; Would any of the following meet'your needs?
1. Miniconsultations; One-day sessions in varying locations around the West for 
intensive, single issue focus, with LDF providing speakers but not travel costs. 
Suggest subjects that would interest you.

2. Regular groups: LDF might provide staff assistance and consultants for groups 
that would meet regularly on a geographic basis or around an issue; e.g. a par­
ticipant expressed interest in a task force on occupational health in the Bay 
Area. Would you be willing to be the nucleus around whom 6-12 others might cluster 
or is there a group in your community to which LDF might send resources?

3. Regional conferences; On the reverse side, give your evaluation of San Diego: 
range of topics covered, format, quality of presentations, mix of participants, 
location, length. When funds are scarce, what priority should be given to large 
conferences? Could money be used more effectively in other activities? Since 
travel is the major cost, would you be willing to cover your travel expenses if 
LDF paid other costs?

4. Technical assistance on your legal work: What would be most helpful? 
a. Individualized help on specific cases from a backup center: Specify.

b. Workshops on practical matters: E.g. litigating specific kinds of cases; dis­
covery in a Title VII case; exhausting administrative relief in public employ­
ment cases.

5. Training assignments: Would you be interested in working with experienced LDF 
lawyers on a Title VII case; for example, joining a team for a week during trial 
preparation or being a Title VII intern for several months in our San Francisco 
office (if funds are available)?

6. Lawyers in the corporate world: What kinds of LDF-sponsored programs would 
meet your needs?

C. What kinds of materials would be useful to you?

IV. LIST NAMES AND ADDRESSES OF MINORITY WOMEN LAWYERS WHOM LDF SHOULD CONTACT RE 
PARTICIPATION IN OUR PROGRAMS.



{ M E M O R A N D U M September 8, 1978

TOt Jack  G reenberg 
B e tty  Stebman 
Anne D ow ling

FBOMs Je2m  Fairfax 
REt AKBAR Fund
Attached is a copy of the letter which I am sending today to 
Robert A* Levin# who is the President of the AKBAR Fund. As 
you know# I wrote to Kenneth Cuthbertson# Administrative 
Vice President of the Jeunes Irvine Foundation# last w e ^  
rcsquesting permission to submit a proposal for basic support 
of the next phase of our Minority Women Lawyer's Training 
Program.
1 have asked Irvine to consider a grmnt of $50#000 a year 
for three years. My strategy is to get a basic grant for at 
least one year and then to seek similar grants for specific 
projects within the total progreun. For example# I think we 
should return to Columbia with a proposal for a backup center 
in San Francisco that would enable us to develop a regional 
cooperating attorney's network on a modest basis in the West.
I want to approach Texas foundations to support some activities 
which we y/ould like to develop to provide assistance to a very 
energetic group of black women lawyers who are concentrated 
in Houston.
Following Barbara Wells Anderson's advice# I am asking AKBAR 
to help us ensure that this program will be genuinely multi­
ethnic. I gathered that AKBAR has a special interest in 
Native American 2Uid Chicano affairs. Our seminars have in­
cluded non-blacks# but Asian# Chicana and Native Ainericem 
women have been underrepresented emd it will take special 
efforts to reach them effectively. AKBAR may be suspending 
its grant program at the end of 1979. I wish we could get 
two grants from them# <me in 1978 2Uid the other in 1979.
Since this fund has finauiced litkgaticm# we should not hesi­
tate to seek financial assist2uice. Hence# my inclusion of 
the backup center in Sem Francisco aunong the itema which 
would be financed by an AKBAR gremt.
Lets get together early next %̂ eek to discuss whether a direct 
approach to some of the board menbers would be appropriate.
/rrm
att.