I, Daljit Doogal, personally commit to the following:
- I will continue championing and supporting the firm’s D&I strategic plan and the Call to Action—Foley’s initiative focused on increasing the number of Black/African-American attorneys at the firm.
- I will personally sponsor one diverse junior associate and one diverse new partner each year.
- I will work with senior leadership to identify and consider underreprested attorneys for key leadership roles within the firm.
- I will personally champion the firm’s new work allocation pilot program, which ensures new associates have fair access to opportunities to build their skills and do varied work.
- I will support and champion the efforts of Foley’s Talent Department to update and elevate the key talent management process to minimize bias and to ensure equitable treatment. The key talent management process includes hiring, work allocation, review/feedback processes, promotion, and compensation processes.
- I will partner with a general counsel to host an LCLD Leadership Lunch.
- Foley & Lardner will continue to pursue Mansfield Rule Certification and consider expanding the application of the Mansfield’s criteria to create more opportunities for hiring, leadership, and the promotion of attorneys from historically underrepresented groups.
- Over the next two years, Foley & Lardner will develop and implement client succession plans to ensure diverse lawyers are considered and identified for key relationship roles.
- In 2022, Foley & Lardner will create practice group level D&I plans/metrics and annually report the results to the management committee.
- In reviewing partner compensation, Foley & Lardner will continue to consider each partner’s personal contributions to D&I efforts and initiatives.
- Foley & Lardner will create a diverse partner recruiting strategy aimed at identifying diverse talent and ensuring candidates from underrepresented groups will be considered for lateral partner positions.