Describe how you came to focus on diversity, equity and inclusion (DE&I).
As a labor and employment attorney, I often counseled clients on their work environments. These matters typically involved allegations of harassment or discrimination. Ultimately, it came down to how do you create the most inclusive environment where employees feel valued as people? Clients struggled with talking about race, gender, LGBTQ and other matters, so as a result they typically didn’t allow those conversations to come into the workplace. I would say, “We can have healthy conversations that will make your environment stronger.” It was a natural flow into diversity and inclusion work, and I ultimately left my legal practice to focus on this full time in house.
While we can have professional relationships without talking about key areas of our identity, I don’t think we can have the best work environment until we know who our colleagues really are. We need to know that the people we’re around care about our experiences and are willing to engage. Not everyone is comfortable with that, but I can help.
What is one thing that makes Husch Blackwell special?
The willingness to try things. Sometimes that can lead to a lot of activity without results, but many times it can be scaled and leveraged across the organization. I hope the firm’s spirit of innovation doesn’t change. When something should be done or something that’s working should be scaled, there’s no hesitation.
How has Husch Blackwell supported you in achieving work/life balance?
Working remotely as part of The Link allows me so much flexibility. My philosophy has always been to focus where my feet are. So, when I was in the office I focused on work, and when I was at home I focused on my family. That philosophy is completely out the window now, but it’s more freeing because I get everything done when I need to and somehow it all works.
How does Husch Blackwell encourage your potential?
My efforts to ensure the future leaders of the firm are being supported have been embraced firm-wide. When I was interviewed, I was told that the process was to first hire a chief diversity officer then allow that person to build a team. It’s extremely empowering to hear, “Work with Talent Acquisition to get what you need.” I don’t have barriers. My counterparts at other firms say, “If only we had X, Y and Z we could do this.” I’ve been told, “Here’s X, Y and Z.”
What is your advice for a new hire?
Ask for what you need! This is a firm that’s willing to try new things, is dedicated to removing barriers, and is focused on success. Sometimes that willingness to speak up is missing. So, my recommendation is to tell the firm’s leadership your great ideas, then let us do what we’re committed to do to make it happen.