I, Richard Allendorf, personally commit to the following:

Personal Commitment:

• Seek and leverage opportunities to be an advocate for meaningfully increasing diversity in the legal profession.
• Ensure that D&I is a core value of the Law Department, and is reflected in how we recruit, develop, retain, and advance talent.
• Ensure that our legal service providers understand, value, and advance our D&I expectations
• Connect with peers and national and local resources and groups, including LCLD, to share best practices and support initiatives that advance diversity in the legal profession.
• Use my senior leadership position at the Company to advance D&I across the organization and to support the Company's internal and external D&I and equity initiatives.
• Have an ongoing understanding of where we are, how we are doing, and what we need to change to make meaningful progress against our D&I goals.

Organizational Commitment:

• Ensure an ongoing and effective Law Department D&I Committee that builds and strengthens diversity and inclusion through policy development, programming, leadership opportunities, and team connection activities.
• Methodically track and respond to culture, engagement, and belonging survey scores, focus group feedback, and informal input.
• Actively support and leverage the Company’s Allyship programs, Courageous Conversations, and related D&I programming and resources.
• Include in each monthly Department meeting an Inclusion Contact and regularly report on D&I goals, initiatives, resources, and results.
• Ensure diverse candidate pools for all open positions and support the Company’s commitments to increase minority representation.
• Have development plans in place for diverse talent to support retention and advancement.
• Leverage the Department’s unique skills to support the Company’s racial equity initiatives in the local community, including through pro bono representation and government relations efforts.
• Critically evaluate and employ law firm metrics and survey data to better inform the D&I status of potential and Preferred Providers.
• Ensure a set of Preferred Providers that understand, value, commit to, and make measurable progress against our D&I expectations, including diverse staffing on our files, mentoring and development, and creating meaningful direct business relationships between the firm’s diverse attorneys and the Company.
• Work with local partners, including HCBA and TCDIP, to support diversity in the local legal community, including participation in and sponsorship of intern programs, programming, and board membership.
• Help to increase the diversity of the pipeline into the legal profession through work with local high school and undergraduate students.