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JGL fully supports and encourages diversity, inclusion, and equity for our employees, on our Executive Committee and Board, and in delivering legal services to our clients and the communities we serve. The Diversity & Inclusion Committee is formed with the purpose and mission of furthering JGL’s commitment to fostering an environment that embraces diversity and does not discriminate on the basis of race, color, creed, religion, national origin, sex (including pregnancy and parenting status), disability, age, veteran status, sexual orientation, gender identity or expression, marital status or genetic information in our work, including in employment, our interactions with the communities we serve, with our vendors, and with the judiciary.

JGL values and respects the strengths in our differences, and is committed to having all voices heard, respected, and included in every level of leadership within the organization. Our commitment is consistent with our recognition that it is the outstanding people within the firm who have always been the source of our strength, and our desire to foster a culture of belonging. Our people are the firm’s greatest assets. We have long embraced the principles of equal employment opportunity. We further recognize that promoting diversity, inclusion, and equity is an integral component of our continuing quest for excellence as individual attorneys, legal staff, and as a firm.

As part of the effort to advance our commitment to build a culture of diversity, inclusion, and belonging throughout the firm, the D&I Committee will take the following initiatives, among others, as part of this mission:

• Create a work environment that engages, enables and empowers people to do their best work and fosters a culture of belonging.
• Emphasize the firm’s long-standing policy that encourages reporting of any discrimination or harassment based on sex, race, national origin or other protected status.
• Strengthen and develop a strategic plan for the recruitment, retention, and development of diverse talent at all levels in the organization.
• Provide regular and repeated diversity and inclusion training to our entire workforce.
• Improve the level of diversity and equity within the firm’s leadership positions, committees and practice development efforts.
• Develop an attorney and senior administrative manager evaluation process to set clear expectations and accountability around diversity and inclusion.
• Annually review and recognize the contributions made by attorneys and managers to advance the firm’s commitment to diversity, inclusion, and belonging.
• Participate in opportunities outside the firm to explore diversity and inclusion initiatives underway with clients, bar associations and other organizations that share these common objectives.
• Develop mentoring and sponsorship programs for our employees.
• Recognize diversity as a business imperative in increasing our business opportunities and partnerships with key vendors and strategic partners.
• Lead in our community at large not only by fighting as trial lawyers for the values of civil rights, but by demonstrating that value in all aspects of firm culture.

The D&I Committee will work closely with the Executive Committee to carry out these and other initiatives to help strengthen diversity, inclusion, and equity throughout the firm. Of course, all of us must accept responsibility for, and do our part to fulfill, our organization’s commitment to diversity, inclusion, and belonging. A culture of belonging is built from within. To that end, it is the mission of the D&I Committee to actualize JGL’s commitment to fostering a transparent and open dialogue at all levels of the organization to build a culture of belonging and inclusion – and to provide an open door to all employees to share in this commitment.