I, Lara Pitaro Wisch, personally commit to the following:

Personal Commitment

  • As a leader at MLB and in the legal profession, I will use my voice to champion DE&I values in our workplace, in our ballparks, and in our communities.
  • I will partner with a law firm to host an LCLD Leadership Lunch and select at least two Fellows in attendance for a follow-up conversation.
  • I will annually select at least one diverse lawyer at Major League Baseball to join the LCLD Fellows Program.
  • I will meet twice annually with MLB’s Fellows, Pathfinders, and Alumni to discuss their experiences within the organization and require each individual to come to the meeting with a recommendation for how the organization might improve.
  • I will choose an outside counsel firm and identify a specific diverse young partner or senior associate to be introduced in-depth to my company’s business.  I will also ensure that they have opportunities within their firm to share their knowledge.
  • I will ensure that the Managing Partner/Chair of each of my preferred firms knows my personal expectations regarding DE&I on the work they complete for me.
  • As Executive Sponsor of the MLB Women Employee Resource Group, I will cultivate and champion an inclusive environment that inspires women to advance their skill set and leadership potential through networking, mentorship, and collaboration.

Organizational Commitment

  • We will collect internal data to inform our progress on diversity within our legal department and set goals to hold ourselves accountable for progress.
  • We will develop and implement a policy by which our outside law firms will be held accountable for promoting diversity in their ranks and in their goals for the teams working on our matters.
  • We will endeavor to develop a mentorship program for each of the junior members of our legal team that also bolsters our efforts to foster diversity in our legal department.
  • We will continue to mandate DE&I training for all people managers, including on the topic of inclusive leadership.
  • We will continue to require diverse slates for all open legal team roles, and I will ensure that people leaders in the legal, talent recruiting, and DE&I departments continually review and refine selection processes for all such hires.
  • We will investigate avenues to further diversify our pipeline of talent and service providers with the continued goal of ensuring the widest possible pool of talent working within and around our organization.
  • We will maintain and encourage  our team members’ continued participation in LCLD and other professional organizations dedicated to promoting diversity in the legal profession, through our financial commitment and engagement with such programs.

Make a move,
join the movement.

Make Your Pledge