Kelley Bender

• I will champion the Firm’s DEI efforts, including recruiting, retention, and advancement initiatives.
• I will encourage a diverse group of Partners to seek out leadership positions at the Firm.
• I will meet with Chapman’s LCLD Fellows and Pathfinders at least twice a year to solicit their input on our DEI initiatives and to provide them support on their professional development.
• In my quarterly meetings with Practice Group Leaders, I will discuss diverse associates’ progress, work allocation and paths to partnership.
• I will continue to be a safe place for underrepresented attorneys and staff members to be their authentic selves and I will engage in bystander behavior when I witness offending behavior.
• In our new “Beyond 111” innovation initiative, I will support projects, ideas and best practices that drive a collaborative and inclusive culture.

• Chapman will support strategies to improve our pipeline of diverse talent, including growing our partnerships with focused non-profit organizations and establishing relationships with students earlier in their academic careers; as well as continuing to deepen and expand our recruiting relationships with HBCUs.
• Chapman will continue to ensure that DEI is on the agenda at the highest level (i.e., Management Committee meetings and joint meetings of the Management Committee and the Practice Group Leaders).
• Chapman will expand its commitment of firm resources, including investing in additional DEI staffing, training, and educational programming.
• Chapman will continue to monitor our diversity supplier spend and look for opportunities to enhance our supplier diversity program.
• Chapman will continue its commitment to Mansfield Certification principles.
• Chapman will continue to give billable credit for time spent advancing diversity, equity, and inclusion at the Firm and within the legal profession.

To learn more about Kelley, click here.