9 minute read
Making Connections
Driving DEI Dialogues
At no time has there been more emphasis on ensuring diversity, equity and inclusion (DEI) among major employers. But is what’s being done enough, and is it leading to real progress? What are potential clients of major law firms such as Holland & Knight looking for on the DEI front, and how important is it to them when hiring legal representation?
Thomas Kim
Patricia Menendez- Cambo According to Thomas Kim, law firm DEI efforts are not only a consideration among potential clients, but of major importance to many companies, including tech giant Thomson Reuters Corp., where he is chief legal officer and corporate secretary.
Mr. Kim joined Patricia Menendez-Cambo, deputy general counsel of SoftBank Group, for “Dialogues in Tech DEI: Creating Leadership and Driving Innovation,” a Sept. 22 webinar hosted by the Technology & Telecommunications Industry Sector Group’s DEI subcommittee and moderated by Diversity Partner Tiffani Lee (MIA), who also serves as chair of the firm’s Diversity Council. Ms. Cambo said that in the current economic climate, diversity is simply good business. Mr. Kim concurred, saying that it’s not only the right thing to do, “it’s the best way to run a business and drive innovation and creativity in an organization.”
While agreeing that the tech and legal industries have been “DEI-challenged,” Mr. Kim said there have been decades of struggle and hard work to overcome, but it is starting to pay off.
“There is consumer and investor sentiment, which is to say, ‘I want to hear where you, a place where I may spend or invest my money, stand on such issues.’ This is a real moment we can use for people who actually do care to get further accountability from these institutions,” he said. “It’s great to see this happening, but it’s really just another step for the long term.”
Ms. Cambo said that Holland & Knight is among the firms that have directly addressed diversity issues. “A benefit of the time we’re living in now is people have had the opportunity to see these programs, and now people are talking about accountability,” she said. “What are the results of that? And if it’s not working, what are you doing to make it better? There’s a tone to this initiative that focuses much more on accountability and getting results.”
Accelerating Change
The goals of DEI are clear, but how to make them reality is not. When asked what can be done to increase the pace of change, Ms. Cambo suggested setting three-year goals, then “reverse-engineering” how to achieve them.
“One of the challenges for law firms is that lateral partner recruiting disproportionately favors men, either because women don’t put their resumes out there or because they’re afraid they won’t be able to achieve the same level of success they have at their current firm,” Ms. Cambo said. “Having something that’s attractive at a firm for female laterals is great for business.”
EXPECTATIONS FOR OUTSIDE COUNSEL
Thomas Kim of Thomson Reuters and Patricia Menendez-Cambo of SoftBank Group provided a few key considerations that they and their companies are looking for from outside counsel in regards to DEI:
The introduction of diverse rising talent to in-house counsel, keeping in mind that they will be watching to see who gets elevated.
Pitch teams should be diverse and stay diverse.
They do not want to be pitched one team and receive another.
Partnership opportunities between in-house counsel and outside counsel are welcomed.
Diversity successes should be shared with in-house counsel on an ongoing basis; use social media to highlight successes real time.
According to Mr. Kim, the key is to “encourage people not to be discouraged” and that the arc to justice is long.
“When I started in private practice, the system was one of seniority, and when you have some who have started further back, it’s almost impossible to catch up,” he said. “A big focus of mine has been putting systems in motion where you’re reevaluating talent in a dynamic manner and allowing it to rise. You also have to be honest about where you’re not successful and change your approach. An organization has to be strong enough to say, ‘This is not working, and we need to specifically address the issue.’ “
GRASPING THE POWER OF DIVERSITY
Holland & Knight’s strong commitment to diversity, equity and inclusion (DEI) was the subject of a Nov. 3 webinar hosted by Managing Partner Steven Sonberg, Diversity Partner Tiffani Lee (both MIA) and Partners Dan Mateo, John Martini (both PHL), Kwamina Williford (WAS) and Max Bodoin (BOS).
“The Power of Diversity” program examined the intersection between DEI, business opportunities, strengthened relationships and revenue. It also presented recent examples of how the firm’s Diversity and Inclusion Engagement Initiative has been leveraged by partners across the firm to open doors with clients and land engagements that might have otherwise been awarded to other firms.
Tools and resources available to support the business development efforts of all Holland & Knight lawyers also were shared.
5 PRACTICAL TIPS FOR ENGAGING CLIENTS ON DEI
The Power of Diversity is real. Engaging clients on DEI is for everyone throughout the firm. Are you eager to talk to your clients about our shared values? Below are five practical tips you can use to engage your clients on DEI. For more details, see this expanded guide.
1. Know our effort.
2. Understand our talent platform.
3. Think about the client’s needs and preferences.
4. Talk to your clients.
5. Leverage the D&I Engagement Initiative.
MAKING CONNECTIONS
Ari Alvarez, left, and Zoe Phelps
THE IMPORTANCE OF SELF-PROMOTION
The Dallas/Fort Worth Women’s Initiative hosted an interactive discussion, “Self-Promotion of Women and Diverse Lawyers,” on Oct. 1. Associate Zoe Phelps (DAL) moderated the discussion and Q&A with Partner Ari Alvarez (FTL), who offered tips for self-promotion. Among the topics covered: what self-promotion is and why it’s important, how attorneys can implement it in their daily lives inside and outside of work, who the target audiences should be and how they may differ for partners and associates, how to develop the best elevator speech for successful self-promotion and the importance of positive reinforcement of colleagues.
INCREASING ENGAGEMENT AND CONNECTIONS
In December, the Law Firm Antiracism Alliance (LFAA) hosted its third summit, “Maintaining the
Momentum.” The three-day virtual event included a review of ongoing LFAA work and the challenges that lie ahead. Holland & Knight is a charter member of the organization, which is a coalition of law firms that aims to leverage resources of the private bar in partnership with legal-services organizations to amplify the voices of communities and individuals oppressed by racism, better use the law as a vehicle for change that benefits communities of color, and promote racial equity in the law. Holland & Knight
Partner Paul Kiernan (WAS), chair of the firm’s
Public and Charitable Service Department, is the firm’s liaison to the LFAA, co-chair of its Banking and
Consumer Working Group, and co-chair of its Projects
Committee. Members of the LFAA community heard from colleagues and thought leaders on critical threats to racial justice, including voter suppression, police violence and the shortage of affordable housing. The summit’s final day featured discussions with leading experts – including keynote speaker Nikole Hannah-
Jones, Pulitzer Prize-winning creator of the 1619
Project – about how best LFAA can advance racial equity in the law and multiracial democracy in the U.S. The Leadership Council on Legal Diversity (LCLD) hosted its 12th Annual Virtual Membership Meeting on Oct. 18-19. Some 15 Holland & Knight attorneys attended, and the firm received two awards – Top
Performer and Compass – for its participation in
LCLD programs and promotion of the organization’s mission.
First-year Associate Yemi Adewuyi (DAL) participated in the second annual
Charting Your Own Course First Year
Academy, which is designed to help first-year attorneys of color accelerate their professional progress.
Yemi Adewuyi
Holland & Knight was well-represented at the 21st annual Charting Your Own Course Conference, with eight attorneys attending the event on Dec. 5-8.
The group was comprised of Partners Loren Forrest (NYC), Kwamina Williford (WAS), Brandon White (MIA), Kevin Gooch and Alvin Johnson (both
ATL), Senior Counsel Nneka Obiokoye (DEN) and
Associates Andrea James (HOU) and Kristina
Rochester (MIA).
Holland & Knight sponsored the 2021 NAPABA
Convention, which was designed to help Asian
American and Pacific Islander attorneys achieve optimal representation and influence in every facet and level of the legal profession and beyond. Associates
Lawrence Liu (LAX), Sheila Shen (LAX) and Eric
Yoon (PHL) represented the firm at the Dec. 9-12 event in Washington, D.C.
Four Holland & Knight attorneys attended the
Sept. 22-25 Corporate
Counsel Women of Color
Conference in Los Angeles, which is known as one of the most valuable business development and networking conferences due to its large size and draw of women of color attorneys who work primarily for Fortune 1000 and Forbes 2000 corporations and legal departments. Partners Vivian
Arias (NYC) and Nadia Haghighatian (DAL), along with Associate Kendall Wilson (TPA) and former
Associate Sydne Collier (DAL), took part in the event’s many professional development and networking opportunities. More than a dozen Holland & Knight attorneys and professionals participated in the 2021 Seramount
Working Mother Conference on Dec. 9 as part of the firm’s Women’s Initiative sponsorship of the event.
Partner and Government Section Leader Karen
Walker (TAL/WAS) was part of a breakout session addressing how to stem the “great resignation” of women professionals during the pandemic. Other speakers included leaders from Seramount and several major corporations and advisory groups. Seramount provides organizations guidance, strategies and tools to navigate the changing DEI workplace landscape.
Ten Holland & Knight attorneys attended the Corporate
Counsel Men of Color Conference in September.
The mission of this conference, which is a subsidiary of the Corporate Counsel Women of Color Conference, is to provide a professional support network to men of color in the workplace. Holland & Knight attendees were Partners Loren Forrest, Duvol Thompson (both NYC), Kyrus Freeman (WAS), Omari Sealy (MIA), Kevin Gooch, Alvin Johnson (both ATL) and
Brandon White (MIA), along with Associates Kenny
Jefferson (WAS), Samir Patel (MIA) and Fernando
Tevez (TYS).
2021 Corporate Counsel Men of Color Annual Conference Attendees
Left to right: Loren Forrest, Kyrus Freeman, Kevin Gooch, Kenny Jefferson, Alvin Johnson
