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Texas Lawbook: What was your best day working at Kimberly-Clark?
Shonn Brown: Attending our Chairman’s Leadership Summit just before Covid. The top leaders at Kimberly-Clark were all in a room for several hours, and for this trial lawyer it was like a crash MBA course. We worked on strategy and truly came together as leaders to think through the continued success for K-C. I definitely felt more like a business leader and team player than a lawyer advising the business. We were truly “One K-C.”
Lawbook: How has the Covid-19 pandemic impacted the K-C-C legal department and what have been the biggest pandemic-related challenges for you?
Brown: We have been at home for a year. Our corporate offices have been closed. We are truly grateful for our frontline heroes who are working day in and day out in the mills to produce our products and make sure that our supply remains stocked for our consumer purchases. That being said, I hired a new member of the litigation team and onboarded her during the pandemic. It went very well, but making sure the team had the ability to work together was of extreme importance to me. The changing nature of the laws regarding imports and exports as well as the extreme halt for a brief period of the courts impacted our team.
For me I’d say being a teacher, lunch worker for my kids and being a lawyer all at the same time and in the same space has been particularly challenging.
Lawbook: What are the most important factors for you in choosing outside counsel?
Brown: Most important are subject matter expertise, efficient and lean staffing and succinct communication. Diversity is a key consideration.
Lawbook: How important is diversity in your selection of outside counsel?
Brown: Diversity in outside counsel selection is of extreme importance. I am interested in the best, most qualified counsel and am committed to identifying diverse talent either directly on the matter or as relationship partner to manage the relationship both internally and externally.
Lawbook: Is racism and gender discrimination still prevalent in the corporate legal profession? If so, how do you see it being manifested?
Brown: Yes, while I think that overt actions and more prominent statements or behaviors are muted, there are still vestiges of a system that historically did not benefit women and BIPOC individuals. The notion that just focusing on the merits and ability alone is enough is not sufficient to address the systemic issue. Intentional action regarding the elevation, support, participation and advancement of women and BIPOC lawyers is necessary. Using the same system and same practices will yield the same results. This cannot be passive, it must be active.
Lawbook: What are your pet peeves with outside counsel?
Brown: Communications around budgeting and forecasting. Inability to think as a partner in the financial management of a case.