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I, Peter Michaud, personally commit to the following:

Personal Commitment

  • Ensure diversity, equity, and inclusion remains a visible core value of the Firm
  • Use my position as Chair to foster a culture of engagement, accountability, trust, wellbeing, and belonging which are tangible outcomes of a diverse, equitable, and inclusive Firm
  • Actively lead and participate in conversations with our Elected Board, Senior Leadership Team, and the Diversity, Equity, and Inclusion Council that reinforce and strengthen our commitment to diversity, equity, and inclusion and increase accountability among senior leaders of our Firm
  • Engage in open, meaningful, and regular communication with individuals, our business resource groups/affinity groups and other organized groups of attorneys and professionals to ensure that I am aware of the priorities that are key to their continued success, ensure they feel seen and heard, and seek to addresses their ideas and concerns
  • Be open to new ideas and personally educate myself on topics that will help me to be a leader who makes decisions that are respected by attorneys and professional staff and that meet a wide range of unique needs

Organizational Commitment

  • Ground our diversity, equity, and inclusion strategy in outcomes and not just intentions
  • Increase accountability among senior leaders related to diversity, equity, and inclusion outcomes
  • Actively work with our Department Chairs to ensure that all attorneys, including, but not limited to, attorneys of color, are engaged in client work that they find challenging, rewarding, and allows each of them to be a fulfilled and productive member of client teams
  • Cultivate a culture where every attorney and professional staff member understands and exemplifies behavior that demonstrates mutual respect, support, decency, and an appreciation of diversity in backgrounds, identities, and ideas
  • Thoughtfully and intentionally consider the full range of talent as part of succession planning of work and client relationships, business generation opportunities, and when making leadership appointments
  • Ensure that partner and associate compensation systems reward meaningful diversity, equity, and inclusion efforts
  • Build and strengthen engagement and connections with external stakeholders (clients, alumni, and potential candidates) through our shared values of diversity, equity, and inclusion
  • Consistently achieve certifications and recognition that signal we have positive outcomes and achievements related to diversity, equity, and inclusion