Anjan Sahni

• I will use my voice as a leader in my organization and in the profession to advocate for diversity, equity and inclusion (DEI) in my firm and the legal profession.
• I will seek opportunities to actively listen, learn and lean into difficult conversations regarding DEI issues and obtain constructive feedback regarding the firm’s efforts.
• As Chair of WilmerHale’s Executive Diversity and Inclusion Committee (EDIC), I will continue to work with the committee to drive diversity, equity and inclusion goals and programming with a focus on leadership commitment, professional development and inclusive workplaces, recruiting and retention of diverse attorneys, and partnering with clients and diverse alumni.
• I will ensure that WilmerHale’s diversity, equity and inclusion efforts are highly visible and integral to the firm culture.
• I will engage with WilmerHale partners about the value and importance to the firm of their active and visible support of diversity, equity and inclusion initiatives, among other things through discussions at our firm-wide partner meetings, EDIC meetings and Management Committee meetings.
• I will communicate to the WilmerHale community regarding our firm’s diversity, equity and inclusion principles and strategy.
• I will meet with the firm’s Diversity Committee chairs and Director of Diversity, Equity and Inclusion to reaffirm my personal commitment to diversity, equity and inclusion and to discuss any concerns or suggestions for improving the firm’s diversity, equity and inclusion efforts.
• I will meet with relevant stakeholders to learn about their experiences at the firm, feedback on LCLD programming, and recommendations for increasing and improving the firm’s diversity, equity and inclusion efforts.
• I will continue to lead our firm’s commitment to remain Mansfield Rule Certified Plus for our U.S. offices.

• WilmerHale practice groups and practice group leaders will make efforts to continue to drive diversity, equity and inclusion progress, including that diverse lawyers receive appropriate work assignments, development support, and client engagement opportunities for advancing their career paths.
• WilmerHale will include efforts to support diversity, equity and inclusion and the ability to develop talent equitably and lead inclusively among the criteria it considers in assessing the contributions made by its partners.
• WilmerHale will continue to provide all associates and counsel with up to 50 billable hours equivalent credit for eligible activities and leadership that advance the firm’s diversity, equity and inclusion efforts.
• WilmerHale will include diversity, equity and inclusion competencies, such as inclusive leadership, developmental mindset, and allyship in its training modules.
• WilmerHale will strive to remain Mansfield Rule Certified Plus for our U.S. offices.
• WilmerHale will continue to ensure our diversity, equity and inclusion efforts are inclusive of our professional staff, including striving to increase diversity at the senior levels of our professional staff through development, promotion and hiring.
• WilmerHale will increase pipeline efforts at the college and law school levels and continue to support programs designed to expand and diversify our talent pipeline, including LCLD and SEO.
• WilmerHale will continue the Payton Fellowship, in which associates are seconded for a year to a civil rights organization that addresses issues related to systemic racism, criminal justice and police accountability.
• WilmerHale will continue the Pickering Fellowship, in which associates are seconded for six months at a public interest organization, where they participate as lawyers in the organization’s work.
• WilmerHale will continue to support a broad range of pro bono representations and initiatives that address systemic changes to uproot racial inequity in our society, including the representation through our Racial Justice Reform Initiative.
• WilmerHale will continue to support the Law Firm Antiracism Alliance (LFAA) through our membership.
• WilmerHale will continue to provide opportunities so that diverse and women attorneys have the ability to actively participate in diversity-related programs and professional/business development opportunities that promote their careers, including opportunities offered by organizations such as LCLD, MCCA, CCWC, NAPABA, NBA, HNBA, Lavender Law, and CYOC.

To learn more about Anjan, click here.