Insights from the Chief Talent and Inclusion Officer “Belonging� is the feeling that you fit into a specific place or environment, that you are fully a member or part of a particular group, that you have the right personal or social qualities to be a member of a particular group, that you are rightly placed in a specified position. Belonging is what we all strive for individually. A place of belonging is what Crowell & Moring strives to be.
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Don Smith
When I joined Crowell & Moring over a year ago, I knew I was coming to a law firm that truly valued diversity in its ranks and was committed to fostering an inclusive culture across the organization. What I found when I got here was a place where I felt I belonged. By creating the chief talent and inclusion officer role, the firm has further committed to living its principles of maximizing inclusiveness, opportunity, and our ability to best serve our clients by strategically aligning the recruitment, professional development, and diversity and inclusion functions of the firm. I am incredibly proud and honored to represent the firm in this capacity.
our affinity group networks; develop deeper client partnerships and engagement; and tap into our diverse alumni network.
When it comes to our diversity and inclusion efforts, attracting diverse talent is a priority, but we recognize that supporting our community of lawyers and staff and fostering an inclusive workplace is equally important. To that end, in 2020, we will continue to expand unconscious bias trainings and provide a space for members of the firm to dialogue with one another. We also intend to broaden
A diverse and inclusive work environment ensures that we will continue to provide the finest representation and service that clients have come to expect from Crowell & Moring. A place of belonging will ensure that members of our community will thrive. We look forward to building on the successes of 2019 and advancing even further in 2020.
Diversity & Inclusion 2019
In line with our talent development approach to diversity, I will continue to work with firm practice group leaders and staffing partners to review work utilization and opportunities for all of our lawyers, with a specific focus on our women and diverse lawyers, as well as lawyers working on balanced hours and other flexible schedules. I strongly believe that issues raised at this level will have an immediate and meaningful impact.
