I, William Malley, personally commit to the following:

Personal Commitment

• Be an active listener, an effective advocate, and a supportive colleague in my relationships with diverse lawyers and staff members across the firm.
• Educate myself about the unique challenges facing diverse lawyers within and outside the workplace.
• Speak with clarity and conviction about the importance of living up to our commitment to the values of diversity, equity, and inclusion.
• Ensure that my own commitment to building a more diverse, equitable, and inclusive workplace is consistently evident in my words and actions, not only in my leadership role but in my day-to-day working relationships with colleagues.
• Model inclusive behavior by reaching out to diverse lawyers to learn about their practices and career goals, to help build connections across the firm, and to open the door to leadership opportunities within the firm and in client relationships.
• Invest personally in the success of our diversity and inclusion initiatives in partnership with our Strategic Diversity Committee and our Resource Groups.
• Set our goals high and pursue them with creativity, passion, and confidence.
• Participate actively and regularly in LCLD programs.

Organizational Commitment

• Ensure strong representation of diverse lawyers in leadership roles within the firm at all levels, including practice group, office, and firm-wide management positions.
• Ensure that our evaluation and compensation systems, including partner compensation, properly recognize and reward contributions to building a more diverse and inclusive workplace.
• Ensure that our recruiting practices are consistent with best practices for recruitment of diverse lawyers.
• Ensure that diverse lawyers are consistently included in business development opportunities and succession planning for client relationships.
• Continue to champion the examination and improvement of our policies and practices to ensure the principles of diversity, equity and inclusion are systematically embedded into all the ways in which we run our business. 
• Actively monitor workflow to diverse associates and counsel through a combination of high-quality data and analytics and close communication and coordination by practice leaders and use this information to help ensure that work assignments are conducive to career goals.
• Provide opportunities for training, secondments, public speaking, and networking that enable diverse lawyers to develop the broad set of skills and connections that are vital to success in the legal profession.
• Establish a common set of measures and benchmarks that are applied consistently across practice groups and offices to track our progress toward increasing diversity and use the data to identify and address deficiencies.
• Require consistent firm-wide training for attorneys and staff on ways to recognize and address bias in the workplace, with an emphasis on not only avoiding in one’s own actions but also interrupting bias.  
• Commit significant firm resources on a consistent basis - through our financial contributions, our pro bono work, and our programs - to causes that help alleviate systemic racial inequality and social injustice in our communities. 
• Celebrate the successes of our diverse lawyers, ensuring that we give them visibility within the firm and beyond.

Metrics 

• Continue to increase representation of diverse lawyers in leadership positions.
• Continue to increase representation of diverse lawyers at all levels in the firm, including the equity partner ranks.
• Establish retention metrics and monitor retention rates for diverse lawyers relative to other lawyers in the firm.
• Maintain and expand our 1L and 2L diversity fellow program.
• Maintain and expand our staff diversity program.
• Carry out our Racial Equality Commitments, announced in July 2020, including the commitment to contribute $500,000/year to organizations that advance racial equality and social justice in our communities.