Kermitt Brooks

• I will continue to take on formal I&D advocacy leadership roles within my organization and provide executive sponsorship to employee resource groups to create greater community for our employees.
• I will invest in law department programs and activities that foster both belonging and inclusion.
• I will routinely evaluate pay equity among the law department staff and partner with my organization’s Human Resources function to identify and remedy any unfair pay disparities.
• I will require my law department leadership team to commit to personal Justice, Equity, Diversity and Inclusion (JEDI) development goals and to promote department-wide goals.

• Promote and increase JEDI inclusion certification within the law department.
• Strive for 100% diverse hiring slates in law department executive level recruiting to support the organizational goal of increasing representation of women and underrepresented racial/ethnic groups.
• Communicate to our outside law firm partners our organization’s commitment to diversity and inclusion and specify our preference to do business with those firms that share and execute on similar values.
• In coordination with department leadership team, prioritize the development of a strong pipeline of diverse leaders and to sponsor those individuals for leadership development opportunities (both internal and external).

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