In June 2020, I urged the legal profession to take action and figure out what role it could play in making society more equitable for all. My plea was provoked by the untimely death of George Floyd, whose image is etched into my brain to this day. Floyd's death triggered a domino effect around the United States (or, rather, the world), with corporate and public entities alike issuing myriad statements meant to take a "stand" against the injustices that have plagued our nation since its inception. While commendable, without an action plan, many of those statements merely became a footnote in the long list of harrowing events that took place in 2020, including the global pandemic brought about by COVID-19.

As a young associate who assisted in drafting a statement issued by the law firm I called (and still do) my second-home, I felt obligated to ensure that our pledge didn't fall by the wayside. Luckily, or intentionally, my firm's management team felt the same. So how did this midsize firm, managed by middle-aged White men, hold to their word and turn their statements into action? They stepped aside and trusted a then second-year, Black woman associate to lead a budding diversity, equity and inclusion (DEI) program designed to promote inclusion of individuals, irrespective of gender, race, sexual orientation, gender identity, religion, ethnicity or disability status. Through collaboration, our DEI committee has brought fresh ideas and solutions to confront the seemingly intractable inequities that permeate the legal profession. It has masterfully organized and presented exceptional programming that allows firm attorneys and staff, as well as professionals in the broader legal community, to develop a better understanding of why diversity in the workplace is important, and the value it brings to not only employees, but to clients as well.