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I, Neil Barr, personally commit to the following:

Personal Commitment

  • Lead by example in fostering an inclusive environment where all who work at the Firm—regardless of their background—feel a sense of belonging and respect.
  • Ensure that our focus on diversity, equity and inclusion is not a standalone initiative, but rather that these values permeate everything we do at Davis Polk.
  • Meet at least quarterly with our affinity group steering committees—comprised of counsel and associates—and meet regularly with our Chief Diversity, Equity & Inclusion Officer to monitor the experiences of our diverse lawyers.
  • Work with practice group leaders to ensure an inclusive pipeline of partnership candidates.
  • Consider an inclusive slate of candidates in the appointment of Firm leadership roles to ensure a range of backgrounds, experiences and ideas.
  • Continue to communicate key DEI initiatives and convey the importance of active participation in such initiatives during firmwide town halls.
  • Provide regular opportunities for lawyers to receive DEI training during internal professional development programming and milestone events.
  • Advocate for a “speak-up” culture and create psychological safety, so that people can share their opinions, acknowledge our differences openly where appropriate and constructively resolve problems.

Organizational Commitment

  • Bring Davis Polk’s renowned tradition of excellence and rigor to our DEI efforts, so that our approach remains thoughtful and cutting-edge, rooted in the latest research in social and behavioral psychology and neuroscience.
  • Monitor the experiences of individual lawyers, as well as the substance, variety and client exposure of their assignments with a view to advancing talent within practice groups.
  • Recognize lawyers’ contributions to the Firm’s DEI efforts during the annual review process.
  • Sponsor lawyers to attend industry-leading conferences focusing on the advancement of underrepresented lawyers.
  • Continue to collaborate with clients on joint programs that focus on DEI and social events to provide opportunities for lawyers to build relationships with clients outside of their work.
  • Continue to enhance our DEI learning and development strategy and curriculum, with specific trainings for all lawyers at the Firm, from summer associates to partners.
  • Working closely with our Pro Bono Counsel for Racial Justice Initiatives, remain committed to eradicating racism and racial injustice through four strategic areas intended to effect meaningful change: advocate, serve, support and educate.