I, Scott Rodgers, personally commit to the following:

Personal Commitment

• Continue identifying the unique challenges underrepresented and diverse lawyers and staff face within our firm and the legal profession.
• Work collaboratively with the firm’s LCLD Pathfinder, Recruiting Chair, DE&I Committee, and practice group leaders to promote and ensure awareness of DE&I issues and address any inequities that are raised or identified.
• Model inclusive behavior by advocating for the recruitment, advancement, and retention of underrepresented and diverse lawyers and staff.
• Actively engage underrepresented and diverse attorneys in decision-making, firm leadership roles, and committee assignments.

Organizational Commitment

• Transparency:
• Continue to prioritize unparalleled top-down transparency and accountability in firm management, recruitment, and compensation by providing firm-wide access to the firm’s monthly financial reports, including compensation and revenue information. 
• Community Impact:
• Commit significant, consistent firm sponsorship to causes and organizations geared toward addressing systemic racial injustice and gender discrimination in our community.
• Continue to be a community leader in attorney participation in pro bono work, community organizations, and national networks dedicated to providing legal services to underserved clients and communities, advancing access to justice, and promoting diversity, equity, and inclusion in the legal profession.
• Recruitment, Advancement, & Retention:
• Continue to support the DE&I Committee and Recruiting Chair in all efforts to stay current on best practices for the recruitment, retention, and advancement of underrepresented and diverse attorneys.
• Continue to maintain and communicate a consistent common set of benchmarks and metrics in the firm’s evaluation and compensation systems to ensure transparency and equity.
• Stay abreast of evolving metrics for measuring success in DE&I efforts.
• Workplace Environment & Culture:
• Ensure all our underrepresented and diverse lawyers and staff have appropriate career support and opportunities to share concerns related to workplace issues; react swiftly and sensitively to concerns raised.
• Continue supporting and promoting initiatives to build a more diverse and inclusive workplace.
• Continue promoting the accomplishments of our underrepresented and diverse lawyers, both within the firm and publicly, to strengthen their visibility within the legal profession.
• Maintain and promote consistent inclusion of underrepresented and diverse lawyers in business development opportunities and client relationships.
• Continue to prioritize the mental and emotional wellbeing of attorneys by offering sabbatical programs and flexible working arrangements.