Danny David

• I will 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.
• I will continue to ensure that the firm works to include women, attorneys of color, and LGBTQ and disabled lawyers in leadership roles, formal pitches, lateral recruitment, and equity partner promotions.
• I will regularly consult with our Chief Diversity & Inclusion Officer and Diversity & Inclusion Committee to discuss our progress on D&I across the board and commit my time and energy to the success of our D&I initiatives.
• I will ensure that we as a firm are more purposeful in our D&I efforts by continuing to encourage partners to take ownership and responsibility for promoting diverse teams of lawyers in client/matter workstreams and client relationships.
• I will solicit ongoing feedback on our D&I efforts from our partners, associates, and business professionals.
• As part of the Inclusion Blueprint’s “Do Something Hard” initiative, I will continue to seek input on the contributions of lawyers making meaningful contributions to promoting diversity and inclusion at the firm and in the profession.
• I will ensure that our DEI efforts are highly visible and integral to our culture by including regular DEI updates in my Firmwide messages and at leadership meetings and other events throughout the year.

• We will continue to consider our partners’ meaningful contributions to the firm’s D&I efforts as part of the partner evaluation process.
• We will continue to monitor utilization and implement programs and initiatives to ensure all associates have equal access to high-quality work and skill-building opportunities.
• We will expand our existing affinity groups to include professional staff and create additional affinity groups to support individuals with disabilities and individuals of Middle Eastern or North African descent.
• We will continue to provide training on diversity and inclusion to all lawyers and professional staff to promote advanced learning and an inclusive culture.
• We will maintain and enhance our Mansfield certification plus status by further broadening the pool of women lawyers, LGBTQ lawyers, lawyers with disabilities, and/or racial/ethnic minority lawyers who are considered for entry-level and lateral attorney job openings, leadership opportunities, equity partner promotions and opportunities to connect with clients.
• We will continue our efforts to enhance the recruiting process across the firm by increasing targeted outreach to diverse talent pools, expanding the role of the firm’s affinity groups in the recruiting process, and increasing funding for diversity scholarships to grow our pipeline.
• We will continue to offer Management Approved Nonbillable credit to associates for certain D&I-related activities, including leadership of firm affinity group activities, leadership of or substantive involvement in Diversity & Inclusion Committee initiatives, serving as firm ambassadors for on-campus inclusive recruitment initiatives, or substantive involvement in firm-sponsored social justice-related community initiatives.
• We will continue to leverage our platform to provide pro bono legal services to underserved communities as part of our Pride In Action initiative and partnership with the Innocence Project.
• We will continue to encourage all our lawyers and staff to actively participate in our D&I initiatives and programs to raise further awareness about the lack of a truly diverse legal profession and to provide insights on how we can all do our part to be more inclusive.

To learn more about Danny, click here.