In this Q&A with The Texas Lawbook, Jacobs’ Sarah Wariner discusses the traits she seeks in outside counsel, what outside counsel needs to know when working with her and more.
Texas Lawbook: What are the biggest challenges facing diversity and inclusion efforts within corporate legal departments today?
Sarah Wariner: The changing/changed legal landscape. Many companies have had to adapt to changes in the law since the Supreme Court issued its decision in the SFFA cases, despite having seen the benefits of their diversity and inclusion efforts to their business.
Lawbook: What are the critical elements that make diversity and inclusion programs successful?
Wariner: One of the most critical elements is creating a safe space where your talent can thrive and doesn’t feel pressure to conform to a norm or to suppress their ideas. Everyone needs to have a voice and be encouraged to use it. Another is making sure that their successes are championed so they can continue to ascend up the ranks internally.
Lawbook: What are the mistakes that leaders at corporate legal departments or law firms need to avoid when developing a diversity inclusion program or strategy?
Wariner: At times, these programs can feel hollow, or like they were created to check a box as opposed to fostering an atmosphere of inclusion. This can happen when there isn’t executive level support behind these programs or when diverse talent is undervalued and not given equal opportunities. Plainly put, the company’s belief in inclusion needs to be authentic.
Lawbook: What do you look for in hiring outside counsel?
Wariner: A strategic mind, creativity, good communication skills and knowledge of our business.
Lawbook: What does outside counsel need to know about working with you?
Wariner: I am a direct person, so if there is an issue, I will talk it through. However, a few things that are often missed by outside counsel are:
(1) An appreciation from my schedule. My day is riddled with meetings, with little breaks for substantive work. So, giving me documents with enough time to review and comment is very important.
(2) The importance of budgets. While it is challenging to budget a matter, a large part of my job is managing our legal spend, and my finance team and business count on me to do this. An accurate budget is paramount.
(3) My team and I expect to be involved in the strategy and development of a matter. So it is important for outside counsel to pull us in and discuss the matter with us, as opposed to just telling us the actions they are taking.
Lawbook: Regarding DEI, where do most law firms drop the ball? Why are law firm diversity numbers struggling to improve?
Wariner: I think that law firms do a decent job in recruiting diverse talent but then fail to take the steps to retain and nurture that talent into partnership. Firms should be more conscientious about making sure their associates have the work needed to develop and the mentors to help them thrive. Also, oftentimes clients are inherited, so making sure diverse talent is given the opportunity to foster client relationships is also important.
Click here to read the Lawbook profile of Sarah Wariner.