Gil Soffer

• Regularly communicate throughout the year to the firm community our diversity, equity and inclusion commitment and provide transparency into the strategy and actions we will take to support the development of attorneys who are underrepresented in the firm’s leadership and partnership roles.
• Along with the firm’s CEO, annually report the state of diversity and inclusion at the firm.
• Act as an executive sponsor to our Kattalyst Sponsorship Program.
• Meet regularly with our firm’s affinity groups to build relationships, better understand their experiences, and learn how the firm can leverage their feedback to support individual and organizational goals.
• Engage throughout the year with our LCLD Fellows and Pathfinders to understand their experiences at our firm, gain feedback on the LCLD programming, and learn how I can support their careers.
• Partner with clients and LCLD member colleagues on DEI initiatives that support our mutual objectives to advance diversity in the legal profession and our respective organizations.
• Dedicate the financial and staffing resources needed to foster an inclusive environment.
• Encourage my partners to inspire change by example.
• Support the firm’s efforts to provide access to opportunity for all.

• Invite challenging conversations across our firm community to promote change, foster inclusion, and create understanding of the identities, intersectionality, and experiences that our attorneys and business professionals bring to the firm.
• Continue to achieve Mansfield Certification to ensure fair and equal opportunity for all lawyers to advance into leadership.
• Together with the CEO, ensure that practice group leaders have the necessary resources and support in connection with their implementation of the firm’s DEI initiatives.
• Monitor and track the diversity of our key client teams and work with relationship partners to improve diversity in staffing and create client engagement opportunities.
• Implement recommendations from the firm’s Equity and Well-Being Task Force to eliminate disparities, biases and any negative impact on attorney and business professional well-being.
• Ensure that partner and associate compensation systems reward diversity and inclusion efforts.
• Recognize and reward contributions to building a more diverse and inclusive workplace, including by providing billable credit for DEI involvement and considering DEI engagement during performance evaluations for attorneys and business professionals.
• Build upon the expansion of our strategic focus on DEI to include business professionals.
• Continue to require anti-bias training for all attorneys and staff.
• Commit firm resources through financial contributions and pro bono work to causes that help alleviate social injustice in our communities.

To learn more about Gil, click here.