I, Guy Halgren, personally commit to the following:

Personal Commitment

  • Serve as the Firm's key ambassador and advocate on diversity and inclusion issues both internally and externally
  • Use my position, platform and voice to identify, recruit, retain, promote and enhance visibility and opportunities for advancement of historically underrepresented lawyers and staff at Sheppard Mullin (and in particular with a view to positions of management as current and future leaders of the Firm)
  • Commit to continued learning and having difficult and courageous conversations with a spirit of true curiosity and intellectual humility
  • Listen to, and learn from, the experiences of our historically underrepresented lawyers in order to address and eliminate inequities impacting our talent and advance systemic change in our community
  • Regularly meet with members of our D&I community (including our LCLD Fellows, our partners from underrepresented backgrounds and our diversity professionals) to address and enhance their development and leadership goals
  • Communicate our D&I strategy and commitment to the Firm community and meet with our clients in order to foster and advance opportunities for women attorneys, attorneys of color and LGBTQ attorneys
  • Work with firm leadership and encourage our senior partners and colleagues to actively support diversity and inclusion initiatives
  • Participate in dialogue with clients, peers and legal diversity organizations to support meaningful progress in the legal industry at large

Organizational Commitment

  • Analyze quantitative and qualitative data and review methods developed in two internal studies that focused on advancement and outcomes for women, of color and LGBTQ+ attorneys and demonstrate a willingness to address issues that are having disparate impact on the success and levels of engagement of Sheppard Mullin lawyers and staff
  • Implement a new D&I dashboard so data review and potential interventions can be developed and executed in real time 
  • Integrate professional staff into the Firm’s diversity and inclusion program and initiatives to develop a more inclusive and cohesive Firm environment and culture
  • Execute on diversity and inclusion objectives outlined in the Firm’s strategic business plan including those relating to growth, leadership, people management and operations
  • Ensure diversity efforts of attorneys are rewarded through the evaluation and compensation processes of lawyers at all levels, including periodic review to ensure the billable hours credit is at the appropriate level
  • Ensure diversity and inclusion considerations are integrated in firm processes and decisions (e.g., succession planning, performance management, compensation, recruiting and integration, client and business development, etc.)
  • Regularly review diversity representation in Firm management and leadership and intentionally address gaps in key areas
  • Assess and implement recommendations from the Inclusive Engagement Task Force, which was launched in 2020 to focus on racial justice and equity issues, including internal education engagement, pro bono and community service, charitable giving and providing service and financial support to organizations fighting the effects of systemic racism and driving inclusion 
  • Develop, implement and integrate the Firm’s newly launched Sheppard Mullin Impact Initiative to develop a culture of giving throughout the Firm 
  • Continue to work with legal diversity organizations, like LCLD, to promote and engage in collaboration with law firms, clients and other external partners and to stay abreast of industry trends and best practices

Make a move,
join the movement.

Draft Your Pledge