Yusuf Z. Zakir
Chief Diversity, Equity & Inclusion Officer

Davis Wright Tremaine LLP
Headquarters: Seattle, Washington
Industry: Law
CEO: Scott MacCormack
Website: www.dwt.com

His Credentials: HBA, business management), University of Toronto; JD, Loyola Law School (Los Angeles)

His Philosophy: To foster a culture where all talented individuals—including those from traditionally underrepresented communities—can have, and can see, a path to success.

In 2021, Davis Wright Tremaine launched its Office of Diversity, Equity, and Inclusion (DEI) and built a team of seven full-time DEI professionals, including me. I am privileged to lead this team of DEI experts, as we embed DEI across our organization. In March 2021, we introduced our 2021–22 DEI strategic plan. With this plan, we seek to foster a culture where all talented individuals—including those from traditionally underrepresented communities in the legal profession—can have, and can see, a path to success.

We build this vision on four pillars: Community, Growth, Education, and Engagement. Our strategic plan had a number of key strategic priorities, and we have been able to make significant progress on all of them, including (i) developing a fully embedded DEI structure; (ii) launching our inaugural DEI@DWT Client Summit; and (iii) offering monthly education sessions for our organization, including by speakers like Nikole Hannah-Jones (The 1619 Project).

In 2022, we seek to continue the work outlined in our 2021–22 DEI Strategic Plan. This includes (i) refining our efforts to build community, including launching First Generation Professionals Affinity Group; (ii) elevating our practice group efforts ensure equity in access to opportunities; (iii) offering DEI training at critical pivot points in the progression process; and (iv) further deepening our partnerships with clients to build on our shared commitment to DEI.

Satra Sampson-Arokium
Chief Diversity, Equity & Inclusion Officer

Dechert LLP
Headquarters: Philadelphia, Pennsylvania & New York, New York
Industry: Law
CEO: Henry N. Nassau
Website: www.dechert.com

Her Credentials: Master of Public Administration, Marist College; BA, political science, State University of New York at Albany

Her Philosophy: In the words of Dr. Maya Angelo, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Take the time to listen and always treat people with dignity and respect.

Dechert was one of the first firms to pilot the Mansfield Rule principles outside the United States, and in the United Kingdom, and the first law firm to sign the Business Statement Opposing Anti-LGBTQ State Legislation, taking a stance against discrimination of LGBTQ people in proposed U.S. legislation. In 2021. the firm spoke out as hate crimes toward members of the Asian community increased around the United States.

We sponsored the Black British Network (BBN), a 2021 initiative created by 56 Black Men campaign founder Cephas Williams. Our Stand Against Racism Town Hall and Speaker Series, launched in 2020, has become an integral part of our culture. Dechert was also a market leader in giving time off to commemorate Juneteenth (June 19).

In 2022, we will design and launch an effective firm-wide mentoring program; implement a partner diversity scorecard to track diversity representation on client matters and pitch teams; build on our town hall and racial justice; and continue our interactive sessions on inclusive leadership, including allyship, affinity bias, attribution bias, covering, in and out groups, priming and unconscious bias. Dechert will also host an in-person Diverse Lawyers’ Symposium and a virtual SASS program for senior female associates, counsel, and national partners; and design DEI initiatives and professional-development opportunities for business service professionals.

Nikki Lewis Simon
Litigation Shareholder and Chief Diversity, Equity, and Inclusion Officer

Greenberg Traurig, LLP
Headquarters: N/A
Industry: Law
CEO: Brian L. Duffy
Website: www.gtlaw.com/en

Her Credentials: JD cum laude, University of Miami School of Law; University of Miami Law Review Member & Moot Court Board; BA cum laude, journalism, Florida A&M University; Reporter, The FAMUAN DJ, WANM 90.5 FM The Voice of Florida A&M University

Her Philosophy: At Greenberg Traurig, we believe that when our colleagues are free to bring their authentic selves to work, we can achieve true diversity.

In 2022, we will continue to expand our strategic plan for diversity, equity, and inclusion by listening to our folks at GT and to our communities, and we will continue to take this feedback and turn it into action with measurable success. We also look forward to collaborating with existing and new clients to make changes that will transform societies across all regions where GT has a presence.

Greenberg Traurig’s DE&I 2022 theme, Empower | Amplify | Act, will mobilize diversity and inclusion discussions and empower colleagues to speak on issues that matter inside and outside of our organization, amplify the voices that advance our firm’s commitment, and act toward changes that allow us to meet our ever-evolving goals.

Our firm will continue to hold discussions that highlight our differences, and add to our collective culture and pool of skills and talents. This will allow us to continue to build our teams, strengthen our communities, source a more representative firm culture, and invigorate our client relationships and services.

Systemic racism, implicit biases, economic disruptions, and political upheaval are all challenges to creating a more diverse and just society. We regularly partner with clients to further their and our objectives in this area, and will continue to do so. Our DE&I Leadership has developed and streamlined our DE&I training and programming.

Mark Smalls
Senior Vice President, Chief Marketing Officer and Chair of the JAMS Diversity Committee

JAMS
Headquarters: Irvine, California
Industry: Alternative Dispute Resolution
CEO: Christopher K. Poole
Website: www.jamsadr.com

His Credentials: MBA, marketing, Columbia University (a Johnson & Johnson Leadership Fellow); BA, management, Duke University

His Philosophy: To reap the full benefits of DEI, it must be imbedded in the culture of an organization. That includes education, candid conversation, goals, metrics, training, rewards and recognition.

Over this past year, JAMS laid the groundwork to make lasting change in our organization and in the ADR industry. We created the JAMS Neutral Utilization Report, a tool that tells clients how often they choose diverse neutrals and conducted an internal survey of our 400-plus neutrals to encourage them to self-identify as to specific demographics so clients gain a more comprehensive view of our panel.

The company established the JAMS Diversity Fellowship Program to provide training, mentorship, sponsorship, and networking opportunities for up-and-coming diverse ADR professionals. We also created an external newsletter called DE&I Pulse, which provides a comprehensive update regarding our efforts to combat discrimination in all forms and the progress we are making in promoting diversity, equity, and inclusion at JAMS and within the legal industry.

JAMS created a tracking tool that records how often clients use our diversity and inclusion clause, which was designed to encourage the appointment of diverse neutrals, for arbitration agreements.

Finally, we established six employee resource groups for diverse associates: Allhands@JAMS, Latinx@JAMS, Black@JAMS, AAPI@JAMS, Out@JAMS, and Body Positive@JAMS.

Harsh Arora
Partner; Co-chair of the Diversity and Inclusion Committee

Kelley Kronenberg
Headquarters: Fort Lauderdale, Florida
Industry: Law
CEO: Michael Fichtel
Website: www.kelleykronenberg.com

His Credentials: Certificate, Program on Negotiations, Executive Education, Harvard Law School; LLM, taxation, Boston University School of Law; JD, University of Central Florida, BS, Rosen College of Hospitality Management; DP, International Management Institute, Switzerland

His Philosophy: I am committed to combating racial injustice and advancing the fundamental principles of equality, inclusion, and justice. I am committed to serving communities from underrepresented backgrounds with a team of diverse lawyers and legal support staff.

I plan on starting a program to retain diverse partners and attorneys, and to hire new candidates at all levels from different backgrounds, through participation in minority bar associations and historically black universities and colleges. Adding a component of internal mentoring by pairing minority hires with partner-level and management employees will make the orientation process welcoming and help minority hires feel comfortable in getting to know the inclusive culture of the firm.

I’m committed to working with firm management to showcase diversity and talent by providing opportunities to minority attorneys and including them in direct client relationships and business-development activities. I also intend to explore the firm’s resources and talent to bring together a group of attorneys and consultants who can lead the diversity and inclusion practice. This includes working with clients who need assistance, with a focus on issues of diversity and working with culturally sensitive legal teams that have both the life and work experience in handling matters where diversity issues are at the forefront.

I look forward to collaborating with external diversity professionals who can provide targeted consulting services, including training for the hiring partners and managers on how to effectively hire and retain strong and diverse teams.

Katerina Taylor
Director of Diversity, Equity, and Inclusion

Nelson Mullins Riley & Scarborough LLP
Headquarters: Columbia, South Carolina
Industry: Law
CEO: Jim Lehman, Managing Partner
Website: www.nelsonmullins.com

Her Credentials: MBA, finance, Argosy University; BBA, marketing, Texas Wesleyan University

Her Philosophy: I base all my leadership decisions in humility and humanity.

In a year of firsts for Diversity, Equity & Inclusion at Nelson Mullins, the firm hired me in March 2021 as its first director of diversity, equity and inclusion, and appointed Mike Brown as its first chief diversity partner. After holding conversations with firm management, we expanded the Executive Committee to nine voting members, which now includes three women and one Black attorney.

We persuaded the Executive Committee to approve a “Cultural Holiday,” which allows employees to take paid time to celebrate a day important in their culture; a DEI Credit Policy that allows attorneys to receive billing credit for time spent on DEI initiatives; and approval for pursuing Mansfield certification, granted to law firms that achieve equitable and inclusive workplaces. With my team’s coaching and mentoring, diverse attorneys met annual firm goals at the same rate as their non-diverse counterparts for the first time in firm history.

In 2022, our goals include achieving Mansfield certification, increasing the number of diverse attorneys meeting billing goals from 70 to 80 percent, expanding the Diversity Department and increasing its budget, and increasing the number of non-diverse partners participating in the DEI Committee or its initiatives. I am hopeful that, with buy-in from leadership and staff, we can keep pace with the positive results we began to see in 2021.

Patty Arvielo
Co-Founder & President

New American Funding
Headquarters: Tustin, California
Industry: Mortgage
CEO: Rick Arvielo
Website: www.newamericanfunding.com

Her Credentials: La Mirada High School

New American Funding has long outperformed other large lenders when it comes to lending to minorities. This is a result of our Latino Focus and New American Dream initiatives, and the company’s belief in hiring “mirrors”—people who are familiar with cultural differences and equipped to help those in minority communities. This has resulted in significant growth in our minority employment in the last several years.

New American Funding’s purchase lending in 2020 was 44.9 percent more than the industry percentage in lending to minorities. By working carefully and thoughtfully with minority borrowers, the company is enabling the minority community to build wealth, stabilize communities, and create generational opportunities. Despite two years of upheaval due to the pandemic, New American Funding had its two best years in 2020 and 2021.

In 2017, New American Funding pledged to increase Hispanic homeownership with $25 billion committed to new mortgages for Hispanic borrowers, and to lending $20 billion in new mortgages to Black borrowers, by 2024. The company partners with Freddie Mac to host monthly virtual events to educate on and encourage Black homeownership as a means of creating wealth, and engages in numerous virtual events designed to educate the Hispanic community regarding the benefits of homeownership. These efforts will continue throughout 2022 and beyond.

Sheryl Battles
Vice President–Global Diversity, Inclusion, and Engagement

Pitney Bowes
Headquarters: Stamford, Connecticut
Industry: Global Shipping & Mailing
CEO: Marc Lautenbach
Website: www.pitneybowes.com/us

Her Credentials: BA, human biology, Stanford University

Her Philosophy: Rev. Dr. Martin Luther King, Jr. sums it up best: “The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” The work to create equitable, inclusive opportunities for all voices to be heard and all talents to be valued is not for the faint of heart. It requires knowing that the things you focus on some may not want to hear or be comfortable with, and going forward anyway.

In 2021, we continued to increase awareness, stimulate conversation, and facilitate advocacy for the rich mix of diversity found within our workforce. We focused on deepening inclusion as employees learned more about themselves and each other. We conducted regular joint sessions and planning processes, created and delivered inclusive leadership training to all managers, enhanced digital presence, revised section in Corporate Responsibility Report, developed new employee portal, produced 25+ interviews, articles, and speaking engagements, and created space and opportunity to more fully see and know one another. We launched a Caregivers Network and created a series of activities addressing topics that included intersectional allyship, women on the frontlines, courageous conversations on race, LGBTQ+ Roundtables, resilience and mental wellness, and leadership conversations.

In 2022, we will leverage our diverse workforce and inclusive culture to attract and retain the talent needed to win in our markets; enhance global alignment, collaboration, and support for diversity and inclusion initiatives; upgrade and expand our digital presence; strengthen operational efficiency and impact of inclusion networks; deepen inclusion, understanding, and advocacy through activities, webinars, conversations and articles; add to our diversity and inclusion learning curriculum; embed diversity and inclusion into talent management; and monitor the disclosure landscape and refining metrics.

By Bhavana Bartholf, Chief Digital & Transformation Officer for Microsoft Commercial Solution Areas (Global)

As we all continue to adjust to life with the pandemic, 2022 is off to an interesting start. I hope you have taken the time to reflect and recognize the importance of mental health and your personal well-being. In addition, I hope you have made the space to take the time to recognize what is a priority for you. I’m grateful to be back for this edition of the Profiles in Diversity Journal to share part 3 of my Advocate for Yourself series.

Let’s start with the question: WHAT continues to hold us back from asking for what we want? Decades of research show that women continue to struggle with having the confidence to go after what they want and speak up for themselves. In fact, research shows that by age 14 women lose confidence in the power of their voice. I’ve spent nearly a quarter century in corporate America, and through my conversations with women at various stages of their journey, I have learned that their struggle with self-advocacy is centered around guilt in prioritizing themselves, fundamental anxiety, and/or fear of the unknown.

How is this possible with so many highly educated and intrinsically talented women everywhere? We must make progress. And progress starts with laying the foundation to teach women how they can work through building their confidence and courage to advocate for themselves, so they are inspired to dream—and dream BIG.

So HOW do we get there? It starts with taking the foundational steps that will give you the resources you need to feel confident, so you can ask for what you want. Based on decades of experience gained during my own journey, as well as conversations with other women at various stages of their careers, I would like to offer the 5 Steps for How to Advocate for Yourself:

1. Believe in yourself
2. Be proud of your journey
3. Know that you always have a choice
4. Be brave and ask for what matters
5. Find your pack

As I lay this out, I know it may seem pretty straightforward, but advocating for yourself can be easier said than done. In this article, I am going to unpack the first three steps. So let’s dig in….

Step 1–Believe in yourself

“You can’t BE what you can’t SEE.” I love this quote and it is so foundational to helping us recognize our potential and ability to dream. And it starts with YOU. Have you stopped to notice that women got everyone through the pandemic, and it still lingers on?

We have stepped up as mothers, homemakers, workers, bosses, teachers, nurses, caretakers, and more. As Melinda Gates shared recently that women are the world’s fallback plan—and … that the whole economy relies on the unpaid labor of women. This is huge! But as women, we underestimate how critical our skills are and the impact of the contributions we make. A lot of what we struggle with stems from needing validation from others to believe that we matter and we’re capable of doing something. We become discouraged and look at past limitations or failures, and tend to not challenge ourselves. This has to change.

Remember when you were little? You truly believed that you could do anything! Take a second to think about who you wanted to be. I am totally fine if you planned to be the next President or start your own secret society of Female Warriors. But that fire, that confidence that you could do whatever you set your mind to, is what I am encouraging you to reignite. Use that to reimagine what is possible and remember you have got it in you… so dream!

Step 2–Be proud of your journey

So many women struggle with this, and I can’t say it enough: It is so important to own who you are. Sharing your journey is about your life—personal and professional—and all the ups and downs that come with it. Your personal and work journeys shape your life and test you. It’s also not about being like everyone else. It’s about embracing the road you have been on that makes you, YOU. There have been times, as I take the interest to learn more about a person and stay curious, I find that the person is surprised at how powerful her story is.

As women, we sometimes look around and compare ourselves to others and focus on what we believe are our shortcomings. I know how tough it is to not do that, but your struggles are what have made you the amazing, one-and-only YOU! When you’re willing to be real and share your journey, you open up and the world opens up, too. This is how we create connection, and people get to know the real you and see what makes you unique.

When you can’t be your authentic self, it’s exhausting. My grandfather always reminded me that it takes fewer muscles to smile than it does to frown. So, let’s not overwork ourselves. Just BE YOU!

Step 3–You always have a choice

As I mentioned earlier, one of the biggest reasons we don’t advocate for ourselves is our fear of the unknown or feeling like we are stuck and don’t have options. I remember a situation in which I ended up working for a leader who was very confrontational and had values I didn’t align with. I remember clearly how overwhelmed, stuck, and demotivated I was. I struggled to recognize my options, as I wasn’t in a great place. I’m grateful for having a psychologist as a spouse who helped me recognize I felt this way because I was afraid of losing my job and I realized it had been a while since I had interviewed for a job. He encouraged me to work through my fear and asked me to look at ways I could handle it. That is when I realized I had so many options I had not considered.

This helped me take control of the situation. It was so empowering to know that I had options—some of them may not have been ideal, but at least I knew they were there.

Finally, as I said in my part 2 article, my hope is that going forward you seek ways to extend kindness to yourself. It starts with the courage to advocate for yourself. Remember, you don’t have to be anywhere where you are not valued. Believe in yourself. Be proud of your journey. Step up and speak out, and you’ll empower others to believe that they can do it, too. It takes each of us advocating for ourselves to help drive the change we want to see in our personal lives, in our workplaces, and in our world!

Please join me in the next issue of Profiles in Diversity Journal, where I’ll share the final steps that changed my life once I started advocating for myself.

By Yusuf Z. Zakir

To foster diversity, equity, and inclusion (DEI), it is critical to have a framework to clearly guide your efforts. The framework we developed at Davis Wright Tremaine sits on four pillars: Community, Growth, Education, and Engagement.

Community involves fostering a culture of belonging, supporting authenticity and intersectionality, and embracing and appreciating our differences. Within the community pillar, we strive to recognize and reward individual commitment to DEI through billable credit for DEI work. In an effort to foster belonging, we support our affinity groups, employee resource groups, and office DEI committees. Through the development of additional networks, we offer support, guidance, and allyship, including developing a new commitment to first generation professionals.

Growth involves building a diverse pipeline of talent and ensuring equitable access to opportunities, information, and leadership. Within the growth pillar, we understand and uncover equity challenges by studying the data. Working closely with our recruiting and professional-development teams, we develop the pipeline and support paths to success. We launch sponsorship programs to offer access to influential networks, complex work, and business-development opportunities.

Education involves generating opportunities to learn about DEI to elevate our individual and collective consciousness. Within the education pillar, we broaden our mindset by offering firmwide presentations and discussions focused on broader societal topics. We offer interactive presentations to our affinity groups focused on resiliency and perseverance. At key pivot points in the recruiting, development, and advancement process, we deliver DEI training and provide DEI lenses to encourage individuals to take ownership of their DEI commitment.

Engagement involves collaborating with external stakeholders, including our clients, affinity bar organizations, and the broader business and investment community. Within the engagement pillar, we partner with clients around our shared commitment to DEI, including hosting a DEI client summit. We support the important work of external diversity organizations through sponsorship and collaboration. To support women-owned and minority-owned businesses, we enhance and improve our supplier diversity program.

These four pillars offer a comprehensive approach to building a diverse, equitable, and inclusive organization. These four pillars encourage greater involvement from everyone in our organization. This includes helping every person chart a path forward—on an individual level and an organizational level—to learn, grow, and offer allyship, so that we may always lead with a DEI mindset.