I, Wade Cooper, personally commit to the following:

Personal Commitment

• Foster an inclusive and supportive culture, by personal example, and by advancing policies and programs that help attract, develop, and retain high-caliber associates, partners, and staff. 
• Support the D&I Chair in her role and advance the goals of our D& I Committee.
• Advocate for the advancement of Jackson Walker’s diverse attorneys, which includes insuring that in addition to technical training, they acquire business development skills and the opportunities to meet clients and prospective clients in order to develop a client base, and that they have the opportunity to become leaders within the firm.
• Leverage my position to advocate for D&I throughout Jackson Walker, including All Attorney Meetings, Annual Partner Meetings, and firm committee meetings.
• Participate in D&I-related programs and signature events, such as Jackson Walker’s D&I Hours, which help Jackson Walker employees to listen, learn, and engage with those from different backgrounds and celebrate the great work of our diverse attorneys, staff, and clients.
• Encourage attendance for all of Jackson Walker’s D&I training programs, including 100 percent participation by all Jackson Walker employees for sexual harassment, micro/macroaggression, and implicit bias trainings. 
• Champion Jackson Walker’s participation in the Mansfield certification process.
• Support our LCLD Fellows and Pathfinders in order to advance and improve Jackson Walker’s D&I efforts.

Organizational Commitment

• Instill the firm’s D&I mission statement to all employees.
• Promote and advance goals outlined in the D&I Committee’s business plan—Mansfield certification, client outreach, office visits, and our Pillars of Success.
• Integrate D&I into all firm committees and departments.
• Educate and communicate the firm’s commitment to Mansfield certification through D&I Hours, All Attorney Meetings, and Monthly Partner Meetings. 
• Work with clients and our local communities to increase awareness of internal and external D&I initiatives. 
• D&I Committee Chair will visit each office and meet with diverse talent, management, and allies to discuss initiatives and programs to promote D&I; host one firm-wide D&I Hour from each office; conduct welcome interviews and meet with summer associates; actively pursue the recruitment and hiring of diverse talent; and meet with lateral hires and introduce them to our D&I program resources. 
• Leverage the firm’s Labor & Employment Diversity & Inclusion Counseling practice to identify, design, and administer training for attorneys and staff. 
• The D&I Committee’s four Pillars of Success will continue to advance their goals and initiatives, including Lawyer Resource Groups, hosting GC/client panels, administering self-ID surveys, creating D&I content for programs, finalizing the supplier diversity and pronoun policies, launching the 2022 annual D&I report, making the case for a cultural mindset change in order to affect long-term success of advancement and retention of diverse talent efforts, making the business case for retaining and advancing diverse teams, work allocation, sponsor program, leveraging minority bar association involvement, expanding law schools where we recruit, evaluating law fellowships and judicial clerk pipeline. 
• Continue partnering with D&I-focused organizations and initiatives, such as LCLD, Mansfield, Lambda Legal’s Landmark Dinner, the Black Tie Dinner, Asian American Bar Association, United Negro College Fund, etc.
• Expand pipeline initiatives.

Accountability

• Implement accountability models for achieving the goals outlined above by working with our office managing partners, practice group leaders, as well as the leaders of our Pillars of Success (Professional Development, Advancement, and Retention, Cultural Awareness/HR, Recruiting, and Marketing/BD), firm committees, and staff leadership. 
• Appropriately publish goals and results both internally and externally.