I, Joshua Petty, personally commit to the following:

Personal Commitment

• To be a tireless advocate for achieving greater diversity in the legal profession 
• To actively listening, learning, and encouraging continued dialogue to understand and support diverse perspectives
• To using my voice within Booz Allen and the legal community at large to champion diverse talent and support diversity, equity and inclusion (DEI) in all the work we do.

Organizational Commitment

At Booz Allen, we’re committed to cultivating an environment that fosters respect, equity, and opportunity for all employees—a place where people can bring their whole selves to work. Our four-point DEI strategy is backed by a clear action plan, and we’ll continue to be transparent about our goals and progress.

I commit to advancing the firms’ four principal goals of:

• Leading by example: As a sponsor and leader for DEI, I will work to ensure transparency, model inclusion, and drive accountability across all levels.
• Empowering potential: I commit to driving equitable access and outcomes in line with Booz Allen’s efforts to decrease bias and increase clarity around business, hiring, and advancement processes to ensure all employees have a chance to enhance their skills and grow their careers at the firm. 
• Inspiring belonging: We strive to be a safe space where people feel seen, heard, valued, and cared for across the firm. I commit to offering increased opportunities for employees to learn from and engage with each other.
• Using our voice: Allyship and sponsorship are pivotal to the long-term success of our DEI strategy. As we continue our philanthropic and pro bono relationships, we’ll deepen our commitment to deploying our world-class capabilities in support of organizations that build pathways to equity. 

External Law Firm Accountability & Relations

• To partnering with an external law firm to participate in the LCLD 1L program. We’ll offer internal resources to support the professional development of diverse law school interns.
• To the continued support of employees’ participation in the LCLD, the Minority Corporate Counsel Association (MCCA), the National Association of Minority and Women Owned Law Firms (NAMWOLF), and other diversity-championing legal organizations. I’ll also continue to support the work of these groups and partner with colleagues to provide increased development opportunities for diverse counsel through programs such as the LCLD Fellows and Pathfinders.
• To leading the charge to become Mansfield Rule Legal Department 2.0 Certified. As we progress towards certification, we’ve laid the groundwork for more inclusive hiring and promotion practices; for implementing a more formalized approach to identifying and selecting team members for high-visibility opportunities; and for sharing knowledge gained with Diversity Lab and other internal counsel teams. We’ll also ensure that at least 50% of the group of individual lawyers we consider as potential leads or co-leads of all new or expanded matters are from historically underrepresented groups.
• To continuing to consider a broader range of DEI measures in our bi-annual reviews with outside counsel—a commitment and practice we have long-held in the Legal department.