I, Todd Rodriguez, personally commit to the following:

Personal Commitment 

• Actively seek to identify and develop opportunities for attorneys and staff who have been historically underrepresented in the legal industry.
• Serve as a role model and mentor in my position as a firm leader and Hispanic attorney to support underrepresented attorneys and bring attention to and ensure diversity, equity, and inclusion.
• Meet regularly with the Chief Diversity & Inclusion Officer to identify and develop strategies and mechanisms to advance our DE&I objectives.
• Meet regularly with the DEI Council to hear and address the concerns and recommendations of its constituent members.
• Participate meaningfully in the oversight of the Firm’s sponsorship program for underrepresented attorneys.

Organizational Commitment 

• Seek ways to track and monitor data on DE&I metrics and demographics as a tool to enable the firm to monitor our success and improve our DE&I initiatives over time.
• Develop and implement procedures and processes focused on holding partners accountable for the success of the Firm’s DE&I efforts.
• Develop programming and structures designed to enhance retention and advancement of underrepresented attorneys, including a sponsorship program.
• Implement firmwide educational programming focused on expanding Firm employees’ understanding of all dimensions of DE&I.
• Actively consider diversity and inclusion in succession planning of work and client relationships, promoting equal access for all.
• Continue to provide attorneys with 50 hours of billable hour credit for DE&I activities.
• Support the Business Development team to ensure that pitch teams reflect the diversity of the Firm and ensure that the diversity of pitch teams is further reflected in staffing decisions for client matters.
• Continue to build a diverse supplier/vendor program with the goal of increasing the number of and spend with diverse vendors.
• Continue participation in programs designed to build a pipeline of diverse lawyers not only for the Firm, but also to the legal profession.
• Achieve Mansfield Rule certification every year.
• Publish this pledge on the Firm’s internal and external websites.

Metrics:

• Ensure that at least 30 percent of protegés in the annual sponsorship program, when fully implemented, identify as underrepresented lawyers (defined as women lawyers, lawyers who identify as members of underrepresented racial/ethnic groups, LGBTQ+ lawyers, lawyers with disabilities, and veterans).