John Cafiero, co-chair of LCBE Fellows Program, Andrene Smith, co-chair of LCBE I&D Town Hall, Ann M. Kappler, co-executive sponsor of LCBE I&D Steering Committee, Kevin Canberg, co-chair of LCBE I&D Steering Committee, Tim Harris, executive vice president & general counsel, Prudential Financial, Inc., Miguel Nieves, co-chair of LCBE I&D Town Hall, Dolly Von Hollen, co-chair of LCBE Intern Program, John Rosero, co-chair of LCBE Fellows Program, Lisa Martinez Wolmart, co-executive sponsor of LCBE I&D Steering Committee, Steve Shine, co-chair of LCBE Intern Program.

Newark-based Prudential Financial Inc. in 2010 joined with numerous other corporations to create the Inclusion Initiative program to push more outside counsel work to women- and minority-owned law firms. Last year it was announced that the program had led to legal spend of $1.4 billion at such firms since its creation, including $240 million in 2017. And Prudential, which sets an individual annual goal for outside counsel spend with minority- and women-owned firms, surpassed its 2018 goal by 25 percent, the company said. Prudential also works to improve pipeline diversity through its work with NJ LEEP, a program through which lawyers and others offer guidance on education and professional development to high school students.

** The responses were provided by Vice President and Corporate Counsel Lisa Wolmart, co-executive sponsor of the law, compliance, business ethics and external affairs department's inclusion and diversity steering committee. **

What are the department's proudest achievements of 2018 in advancing diversity, and why?

We are proud that we make a measurable impact through the retention of minority- and women-owned firms. We are also a driver with the Inclusion Initiative, a collaborative effort of companies committed to outside counsel spend with minority- and women-owned firms. To date, total annual spends have averaged over $200 million in the last six years. Prudential commits to a goal every year for outside counsel spend with minority- and women-owned firms, and in 2018, we exceeded our goal by 25 percent.

In addition, we are proud of the pipeline development work to which we have been committed for years. Through the NJ LEEP program, designed to support inner city high school students' progress toward college; through our 1L summer intern program focused on diverse law students; and through our targeted support for diverse attorneys in majority law firms, we strive to build a broad, diverse base of attorneys who can contribute to the work of our company and others.

How have legal departments and other organizations evolved in how they approach diversity? What has been your experience?

While diversity is still a challenge in law, we have seen more organizations not only launch diversity initiatives, but also become culturally committed to hiring candidates and building teams made up of associates from different backgrounds, ethnicities, genders and sexual orientations. Like Prudential, more law departments resolve to identify high-potential diverse candidates and to provide them with mentorships to help drive their success within and outside the organization. Corporations like ours are seeing the long-term benefits of diversity and inclusion, and they are constantly striving for change by promoting diversity and inclusion internally and externally.

What is your best advice for in-house lawyers trying to make an impact with their corporate clients, their communities, and beyond?

The best way for our in-house lawyers to make an impact on our internal corporate clients is to be a valued strategic partner. Given that business continually evolves and needs change, we encourage our attorneys to be highly-adaptable and embrace change by taking advantage of opportunities to expand their experience and expertise so that they can continue to be of value in the years ahead.

Prudential's Law Department also believes that pro bono is one of the most important things we can do as lawyers. As more inequities face individuals and families in our communities, we are proud that Prudential attorneys are dedicated to give those in need access to important legal services. It is a unique way that attorneys can give back to and support the communities in which we work and live.

What's the most important thing for outside counsel to know about working with in-house lawyers?

It is critical that outside counsel understand the value of diversity and inclusion. Prudential has a long-standing commitment to diversity in our workplace and in our partnerships. We hold ourselves, our management team and all employees accountable for promoting an environment that values differences and capitalizes on these opportunities for the ultimate benefit of our customers, shareholders and employees. We do not believe we can fulfill the company's purpose without creating a fully inclusive environment where associates can contribute their whole selves. And we look for the same with our outside partners.