Chief Diversity, Equity & Inclusion (DEI) Officer

Job Description

Job Description TITLE: Chief Diversity, Equity & Inclusion Officer

Firm X, a law firm with 170+ attorneys and offices in the New Jersey-New York metropolitan area, Delaware, Florida, Maryland and Dallas, seeks a dynamic, imaginative, and innovative Chief Diversity, Equity & Inclusion (DEI) Officer to lead the firm in its ongoing and future DEI initiatives.

Since mid-2020 Firm X has utilized an outside consultant to help coordinate the firm’s multiple DEI initiatives. The firm has now decided to solidify its work around DEI by creating the role of Chief Diversity, Equity & Inclusion Officer who will be able to engage with leadership and colleagues on a day-to-day basis. This first-of-its-kind role will be a supported position, and the firm’s goal is for the Chief Diversity, Equity & Inclusion Officer to have a direct and lasting impact on the firm’s recruiting, hiring and retention of diverse attorneys (as broadly defined) and other team members.

Candidates with diverse lived experiences are especially encouraged to apply. The successful candidate can be located in the NY-NJ metro area or in another city in which the firm has a presence. If located outside of the NY-NJ metro area, some travel will be required.

Responsibilities:
1. Designing and implementing a recruitment strategy and plan for finding, attracting, interviewing, hiring, and retaining attorneys, law clerks, paralegals, and support colleagues from diverse backgrounds and life experiences.
2. Supporting the firm’s Diversity, Equity & Inclusion Committee and related committees and groups.
3. Organizing, scheduling, and overseeing the firm’s DEI training and ensuring for CLE accreditation for such trainings.
4. Preparing responses to client DEI-oriented RFPs and assisting with RFIs that inquire about the firm’s DEI work and initiatives.
5. Building and maintaining networks to attract diverse attorneys and law students; this should include ongoing, personal relationships with law school educators/administrators and various law school affinity groups.
6. Creating and maintaining interview protocols for diverse candidates and teaching firm team members on best interviewing practices.
7. Creating and then overseeing the firm’s DEI-related mentoring programs.
8. Maintaining proficiency on legal profession DEI-related topics and developments.
9. Maintaining the effectiveness of the firm’s website related to DEI.
10. Assisting with the firm’s marketing strategies, which demonstrate that Firm X is a desirable law firm for clients that place particular emphasis on having diverse legal teams for their legal needs.
11. Creating, and then serving as the primary liaison to, employee resource groups, an ally network and other DEI subgroups.12. Creating content for, and ensuring for the successful production of, key marketing materials, including social media posts and articles.
13. Representing the firm in public settings and promoting Firm X as an extraordinarily inclusive workplace for team members of many diverse backgrounds.
14. Travel as required, given pandemic-related restrictions and protections. We always want our team members to be safe.

Qualifications:
1. A four-year degree in a field that demonstrates a solid foundation to engage in DEI-related work (this could include majors focusing on psychology, sociology, human resources, history, African American studies, women’s studies, LGBTQi2 studies, or the like), along with a demonstrable record of workplace leadership in the DEI field. Candidates with a two-year degree who have equivalent experience and a clear demonstrable record of workplace leadership in the DEI field are also encouraged to apply.
2. A proven/demonstrable ability to create, grow and maintain professional networks, which would directly lend to diverse attorney interest, recruitment, application, and hiring.
3. Proficiency in basic computer skills, including working with online platforms such as MS Teams and Zoom, and with Microsoft Word, Power Point, Outlook, Excel spreadsheets and internet resources and researching..
6. Employment-related references familiar with the candidate’s strengths and challenges.