In this Q&A, Sander discusses with The Lawbook what she considers when hiring outside counsel, what it is about her job that gets her out of bed, how diversity became front and center for her and what diversity and inclusion initiatives law firms can be doing to create change.
Texas Lawbook: What has been your best day working at Ascend?
Adel Sander: I have not had any bad days at Ascend, because I am fortunate to work with an amazing group of people. If I had to pick one day, it would be the settlement of a major commercial matter involving damages caused to Ascend’s ammonia pipeline.
Lawbook: What does outside counsel need to know about you?
Sander: I am hands-on. I expect to be included in making all the major decisions on my cases. Also, I hate surprises — if we have bad facts, I want to know about them right away so that we can make early settlement decisions.
Lawbook: What do you see as the biggest challenges for law firms and corporate legal departments achieving diversity and inclusion?
Sander: Lack of flexibility in meeting its employees’ needs. For attorneys with young children, the need to have flexibility in their workday is truly invaluable. Speaking from a personal experience, women like to be recognized for their hard work and contributions without having to constantly ask for that recognition to be bestowed upon them. So many law firms and corporate legal departments get this wrong.
Lawbook: What impact do you think recent anti-DEI legislation and court decisions will have on diversity efforts and what can be done to address those?
Sander: I believe that anti-DEI legislation and court decisions will discourage women and minorities from seeking a career in law. The way to counteract these consequences is for law firms and corporate legal departments to continue to be intentional about having the diverse representation among its ranks.
Lawbook: When and how did diversity and inclusion first come front and center for you?
Sander: My entire life I’ve always stood out. Growing up in Sugar Land, I was literally the only one of my kind. No one knew what Baku, Azerbaijan was. No one truly understood what made me tick because who you are and where you come from really does shape a lot of you as you’re growing up. My experience of being born in a different country, going through immigration and coming to this country, not knowing the language and then moving mid-year — all the things that I’ve gone through really opened my eyes to being inclusive because I didn’t necessarily get that in Sugar Land Middle School and Kempner High School. I knew that going forward I wanted to be kind towards people and I wanted to give those who come from different backgrounds the opportunity.
It wasn’t that long ago, but in 2005 it was not unusual for me to be the only female on the trial team. That of course had a lasting effect on what I did, when I got into a role where I could select my own outside counsel. And I am very picky and very intentional about who does my outside work.
Lawbook: What factors do you consider when deciding about hiring outside counsel?
Sander: When hiring outside counsel, I consider the reputation of the lawyers and their law firm. I select lawyers and law firms who are committed to diversity and inclusion and giving credit to the younger attorneys who work on my cases. I like to have a say in the composition of the teams staffing my cases — having female and minority lawyers are required. And of course, the lawyers’ and law firms’ track record of success is top of mind.
My labor and employment docket is comprised of women, minority women and minority men. That is truly taking the charge because I like having the diverse thought process as we’re working through a case and people who are not like me bring something to the table that I cannot. They’re looking at things through a different lens.
Lawbook: What are two or three diversity and inclusion initiatives or efforts that law firms and corporate legal departments can implement to have an impact?
Sander: Ensuring that trial teams and transactional teams have a diverse group of lawyers. The more diverse the group, the broader and richer the perspective. Promotions and rewards which attract and retain diverse attorneys — those not based on hours billed, but rather based on the quality of work and client feedback — will ensure that lawyers are not being excluded simply due to personal matters which may keep an exceptional attorney from being able to bill over 2,000 hours per year.
Lawbook: What is it about the practice of law that gets you out of bed?
Sander: I really love the collegial environment you have in a corporate setting. For me, it’s solving the daily problem. Because when you’re running a business, you’re having daily issues. So I love being a problem solver and a troubleshooter, and being able to help people get things back on track. The day-to-day client counsel is my all time-favorite because I’m very much a people person. Getting that opportunity to meet with people and help them solve problem is just the greatest feeling ever.
Click here for the full profile of Adel Sander.