I, Bob Johnson, personally commit to the following:
Personal Commitment
- I will use my voice as a leader to advocate for Diversity, Equity & Inclusion in the legal profession, within my organization and in my community.
- I will continue to oversee the career and professional development of lawyers as advocated by the LCLD within the legal department by implementing career path planning objectives, requiring both internal and external development opportunities, and mentorship by senior level executives.
- I will meet annually with other general counsels to learn about and discuss best Diversity, Equity & Inclusion practices for attraction and retention of diverse lawyers and supplier diversity.
- I will meet twice a year with my organization’s LCLD Fellows, Pathfinders, and Alumni to discuss their experiences within the organization, and ask each individual to come to the meeting with a recommendation for how the organization could improve.
- I will ensure that my organization’s attorneys are familiar with our Diversity, Equity & Inclusion key objectives and support data transparency across core DE&I focus areas.
Organizational Commitment
- I will ensure my organization conducts a regular pay review based on race, ethnicity, and gender and adjusts for unexplained pay differences as appropriate.
- I will enhance retention of diverse lawyers by emphasizing inclusive leadership and development/succession planning for all talent, including diverse talent.
- I will ensure that leaders within the legal department understand the business need for diverse talent and garner their commitment to recruiting and retaining diverse talent.
- We will continue to participate in and support LCLD.
- We will measure our efforts through metrics focused on representation, inclusion, growth and development, contributions to USAA’s success over the course of their careers, and retention.
- I will support broad outreach, recruitment, and referrals to enable a diverse applicant pool, including outreach to DE&I-focused professional organizations and minority-based law schools.
- We will partner with our Preferred Counsel Program to communicate USAA’s commitment to DE&I and influence law firms handling USAA matters to adopt DEI best practices in their operations and workforce. We will also recommend that the origination credit be properly apportioned to lawyers, including diverse lawyers, selected to lead USAA matter(s).