In the broadest sense, DE&I means offering opportunities to make sure that we combine the best of all backgrounds to enrich our collective experience at the firm, including the way we practice law and engage with one another. We go beyond representation—we listen and learn so that people of different backgrounds have the best opportunity to make an impact and be successful at O’Melveny.

Enhanced recruiting methodology is top-of-mind for the firm—and so, too, for our practice group. We take a critical look at the demographic makeup of our group and review our recruiting models to identify disproportionate barriers to entry. Rather than racing to meet percentages, we ask ourselves how we can build processes and identify and pursue candidates that will further our DE&I goals. We apply this same thought process when we think about approaches to staffing, work allocation and, most importantly, long-term attorney retention.

I accepted the honor of chairing the Partner Admissions Committee because I want to continue the firm’s legacy of promoting diverse classes. There is a deep focus within our committee on ensuring that our partner classes are representative of our community and the global clients we serve. We strongly believe that having a diverse, equitable and inclusive partnership will lead to better service for our clients and better decision-making for our firm. Our partner admissions process is designed to evaluate not simply individual partner candidates, but also partnership classes that will continue our collaborative approach to client and community service while enhancing our shared values of excellence, leadership, and citizenship. My goal will be to continue to find ways to ensure that the pathway to partnership is as open as possible to diverse attorneys.