DE&I means progress and not perfection in taking action every day to make sure that people of all backgrounds can thrive and receive equitable opportunities to have successful careers.

O’Melveny has the guts to try. No one has solved DE&I – not in the legal profession, not in any organization. What is required to be successful is to be innovative (for example, being the first law firm to use pymetrics as a debiasing agent in our recruitment process), do hard things (like engaging in the Redesign Project, which is a review along the employee lifecycle to identify potential structural bias for people of color in firm processes) and engage senior leadership (as we have done in our Leadership Mentoring Program, which is led by our firm’s Chair and features the members of our most senior firm committees to mentor our midlevel first generation, LGBTQ+ and racial/ethnic minorities to address attrition at this level). I am proud to be working with my colleagues to be the forefront of positive change for DE&I in the legal profession.