Engagement, communication, listening, and understanding different perspectives—those are the key tenets I believe make the community at O’Melveny—and the legal industry, more broadly—more equitable and inclusive.

DE&I is not a new endeavor for O’Melveny—it’s been a strategic priority for the firm for many years. Given this emphasized importance, DE&I isn’t just something we say or something we strive towards: it’s who we are. The DE&I programs, initiatives, networks, and committees the firm offers center on historically marginalized and underrepresented communities, providing resources that empower those and inspire them to succeed. Additionally, we ask underrepresented groups about what they need to succeed and feel more included. O’Melveny actively listens and makes strong efforts to respond accordingly. Our strength is we recognize that we learn more by listening to each other, inspire others, and have an impact on our respective communities.

O’Melveny’s culture is incredibly unique—and its commitment to expanding DE&I exceeds the DE&I efforts at my prior law firms. DE&I is a strategic firm priority and has full support of the firm’s Chairman and firm leadership. Throughout my recruitment process, O’Melveny colleagues, firm management, and staff continued to highlight the firm’s distinct approach to expanding community, equity, and inclusion—and the promises made then ring true to this day. At O’Melveny, there isn’t a singular approach to DE&I—it’s not just one way or the highway. Rather, a multitude of people speak on the importance of DE&I and are given the opportunity to promote and foster DE&I, resulting in widespread and sustained DE&I engagement year over year. I’ve stayed at O’Melveny for the sophisticated legal work, the collaborative culture, and the opportunity to inspire and inform belief in diverse lawyers. I firmly believe that if you see someone who looks like you succeed, you believe that you can too.