Neil Barr

• 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 a diverse pipeline of partnership candidates.
• Consider a diverse 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.

• 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 diverse lawyers, as well as the substance, variety and client exposure of their assignments with a view to advancing diverse talent within practice groups.
• Recognize lawyers’ contributions to the Firm’s DEI efforts during the annual review process.
• Sponsor diverse lawyers to attend industry-leading conferences focusing on the advancement of underrepresented lawyers.
• Continue to collaborate with clients on joint diversity-themed programs and social events to provide opportunities for diverse 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.

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