I, John Polson, personally commit to the following:

Personal Commitment

• Invest personally in the success of our diversity and inclusion initiatives in partnership with our Chief Diversity Officer.
• Hold myself, Management Committee members, Regional Managing Partners, and Practice Group Leaders accountable for meaningful progress and the advancement of women, people of color, LGBTQ+ individuals, and individuals with disabilities into partnership and leadership roles at the firm.
• Actively participate on the firm’s DEI Committee.
• Ensure that my own commitment to building a more diverse, equitable, and inclusive workplace is consistently evident in my words and actions, not only in my leadership role but in my day-to-day working relationships with colleagues.
• Meet annually with our LCLD Fellows, Pathfinders, and Alumni to discuss their experiences with the organization and recommendations on how our firm can improve.
• Ensure that diversity and inclusion continue to occupy a prominent place in the execution of our firm’s overall strategic plan and at our attorney meetings.

Organizational Commitment

• Continue to 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 for lateral partner, senior associate, and C-level positions.
• Increase transparency by ensuring that at least 80% of the leadership and governance roles have written job descriptions and election/appointment processes which are accessible to all lawyers.
• Continue to champion the examination and improvement of our policies and practices to ensure the principles of diversity, equity and inclusion are systematically embedded into all the ways in which we run our business. 
• Assess our key talent management processes including recruiting, work allocation, performance feedback and training, with an eye to improving diversity, equity and inclusion and ensuring our underrepresented lawyers have fair and equal access to quality work, influential sponsors, and other career-advancing opportunities. 
• Ensure that diverse perspectives are included in important firm decision-making processes. through committee and leadership appointments and by drawing those voices into important discussions and giving them an opportunity to be heard.
• Continue to deliver DEI curriculum and workshops for lawyers and staff to provide opportunities for awareness and learning, e.g., internal and guest speakers, workshops, written communications, etc. 
• Sponsor minority, women, LGBTQ+, and veteran professional, civic and non-profit organizations, and champion the active participation of lawyers and staff in such organizations.
• Require each partner to report their contributions to DEI at the firm, in the profession and in the community during the annual compensation process.
• Formalize our DEI Practice Group and leverage the expertise of the practitioners in the group to provide value-added services and programming which deepen our relationships with clients around our shared commitment to DEI and support the advancement of client DEI initiatives.