I, Jami McKeon, personally commit to the following:

Personal Commitment

• Communicate to the firm annually my commitment to diversity, equity, and inclusion (DEI), and my strategy on advancing diverse lawyers, including BIPOC, women, and LGBTQ+ lawyers
• Advocate for changes to our firm’s practices and procedures to address impediments to DEI
• Continuously engage senior partners on the value of their active support for DEI
• Meet with the Black Lawyers Network’s members at least twice a year to gather and implement their DEI recommendations
• Promote leadership and partner accountability by actively reviewing work assignments, hiring, and compensation processes
• Meet annually with LCLD’s Fellows, Pathfinders, and Alumni to discuss their experiences with the organization and recommendations on how our firm can improve

Organizational Commitment

• Define firm best practices to include DEI on the agenda of every major practice meeting to help ensure DEI is receiving attention at all levels of the firm
• Implement a firmwide sponsorship program for mid- to senior-level Black and Hispanic/Latino associates to be sponsored by firm Advisory Board members
• Establish Diversity Liaison roles within each practice to heighten the accountability of the individual practices for bringing in diverse legal talent and advancing the careers of our BIPOC, women, and LGBTQ+ lawyers
• Require practice leaders to prepare talent management and sponsorship plans, and track related metrics
• Aligned with Mansfield Rule 4.0, consider at least 30% women, lawyers of color, LGBTQ+, and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions 
• Reassess and implement firmwide mandatory implicit bias and anti-racism trainings for all lawyers and for professional staff with direct reports
• Institute review and selection procedures for pitch teams to ensure our practices are putting forward diverse talent and fairly distributing the resulting leadership and staffing opportunities across all gender, race, and other diverse categories
• Launch a task force to determine what more we can do as a firm to more directly, effectively, and aggressively mobilize against racial injustice
• Create and integrate DEI programming for lawyers and professional staff
• Integrate wellness initiatives for all lawyers and professional staff