I, Mark Wasserman, personally commit to the following:

Personal Commitment 

• Use my voice to confront and address industry-wide DEI issues, and work to expand opportunities for those who have been historically underrepresented in the legal industry
• Communicate with the firm’s leaders to ensure Eversheds Sutherland (US) LLP supports anti-racism efforts, and continues to develop and advance attorneys from underrepresented backgrounds, including people of color, women, and members of the LGBTQ+ community
• Increase the visibility of our DEI efforts by including DEI regular updates at both leadership and firm-wide meetings throughout the year
• Use my position among our firm’s leadership to examine hiring, evaluation, compensation, and promotion practices to determine how they support or inhibit our DEI efforts
• Hold semi-annual meetings with our affinity groups which will serve as both listening sessions and opportunities to provide guidance on the skills and relationships needed to build a successful practice and to step into firm leadership roles
• Personally sponsor one diverse junior associate and one diverse new partner each year
• Meet with LCLD Fellows and alumni each year to discuss the firm's DEI efforts

Organizational Commitment 

• Continue to offer a robust training and education curriculum on DEI topics for our attorneys in 2022
• Expand our DEI program to our business professionals to maximize an inclusive culture across the firm
• Encourage all colleagues to engage in the various awareness and discussion programs we offer on critical DEI issues such as allyship, antiracism, bystander behavior, engaging in thoughtful and productive difficult conversations, empathy, and implicit bias
• Continue to recruit from and deepen our relationships with minority-serving institutions, to further develop a diverse pipeline of talent
• Continue to develop and implement client succession plans to ensure diverse lawyers are included to ensure that they play meaningful roles in client relationships and have opportunities to step into relationship partner roles
• Continue offering opportunities to diverse law students and lawyers to partner with clients in joint summer associate programs
• Maintain our Mansfield Certification Plus status as it relates to lateral hiring and firm leadership positions
• Establish metrics to measure our various processes to better understand and address any disparate outcomes for our underrepresented groups across the partnership
• Continue our commitment to, and support of, the Law Firm Antiracism Alliance (LFAA)