Skip to Main Content

I, Ellen Dwyer, personally commit to the following:

Personal Commitment

  • Meet on a quarterly basis with the active participants and Alumni in LCLD Fellows and Pathfinder programs to both learn about their experience in our programs and to identify ways to enhance their visibility and opportunities within the firm;
  • Use my voice, as a leader of my law firm and Chair of LCLD, to advocate for material, systemic change in our profession to redress inequities impacting our diverse talent;
  • Visit with no fewer than eight clients and LCLD Members each year to discuss the firm’s and my personal commitment to enhancing the diversity of the profession and to explore opportunities to partner together to advance the careers of named diverse lawyers within the firm. Opportunities to be explored include secondments of our diverse lawyers, specific recommendations of diverse lawyers to handle client matters, inclusion of diverse lawyers in partner succession planning, joint participant in public service projects where diverse talent from the firm and our clients can network and work alongside one another in support of a shared public interest;
  • Sponsor two Black lawyers at Crowell & Moring through the balance of 2020 and 2021 to secure concrete stretch opportunities, enhance their internal and external visibility, and position them well for advancement within 12 months.

Organizational Commitment

  • Undertake a systematic effort to understand the experience of our Black and other diverse lawyers, and through the implementation of annual firm-wide implicit bias and ally training, and other measures, seek to improve that experience;
  • Engage our human resources and general counsel functions to conduct annual equity analyses of the compensation (base pay and bonus) and performance ratings of our lawyers and to take steps to redress any apparent inequities;
  • Develop and implement client succession plans that ensure that a diverse lawyer is one of a team of lawyers identified to succeed a senior partner to one of his/her primary client relationships at the time the partner reaches the age of 65;
  • Implement a system to include in a partner’s year-end performance metrics the number of occasions when the partner has designated a diverse lawyer as either billing attorney or matter responsible partner status for a client matter, and to account for this and similar contributions to the firm’s diversity, equity and inclusion efforts through the partner compensation process;
  • Continue to refine and support the firm’s sponsorship program, which facilitates relationship building and advocacy between partners of influence and our diverse talent. Ensure that African American attorneys are invited to participate in each sponsorship cohort.


  • Measure comparative compensation (base and bonus) and performance assessments.

  • Subject to availability, ensure 30 percent of sponsorship annual program is comprised of diverse lawyers.

  • Ensure that a diverse lawyer is one of a team of lawyers identified to succeed a senior partner in relationship partner role for no fewer than six clients in the next 18 months.