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Sean Jamieson tells The Lawbook his thoughts on effective diversity and inclusion initiatives the legal industry can be engaging in, what outside counsel needs to know about him and what he perceives as the biggest challenges when it comes to DEI.
Texas Lawbook: What does outside counsel need to know about you?
Sean Jamieson: I welcome all perspectives and will challenge outside counsel to walk me through the conventional thinking but also the unconventional legal path for how we can achieve our business objectives.
Lawbook: What do you see as the biggest challenges for law firms and corporate legal departments achieving diversity and inclusion?
Jamieson: It requires leaders to be intentional in how they assign work and create opportunities for client engagement — and this applies to both in-house leaders and law firm relationship partners. From my perspective, it is imperative that we get this right to ensure the sustainability of our businesses.
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?
Jamieson: Research continues to demonstrate the importance of DEI in driving sustainable business success, and I am certain companies and law firms have more often than not experienced firsthand benefits of developing a diverse and inclusive workforce. The best-in-class companies and law firms will innovate to attract and maintain the workforce they need to be successful for years to come.
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?
Jamieson: First, leaders in corporate legal departments and law firms should mandate unconscious bias training for themselves and employees. Second, these leaders should ensure work assignments are distributed in a fair and transparent manner. And third, these leaders should be intentional in creating opportunities for diverse employees to engage with clients.
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