2022 Year in Review

Inclusion & Diversity in 2022

Overview

We believe people matter first. It’s why we are intentional in fostering a culture of inclusion and belonging—one where everyone feels seen, is supported, and can thrive. Seyfarth continues to focus on strategies that strengthen our culture, support our people, and attract top talent that reflects our communities. Partners play an important leadership role in our inclusion and diversity initiatives through their leadership on the national Diversity & Inclusion Action Team (DIAT).  

Tamaron Houston Named To DIAT Leadership

In 2022, Tamaron Houston became the new Co-Chair of our Diversity and Inclusion Action Team, joining Laura Maechtlen as Co-Chair. Together, they serve in the important roles of advisor to the Chief Inclusion & Diversity Officer, internal liaison on I&D initiatives, and champion of I&D within the firm.

Houston comes to this role with demonstrated long-term commitment to advancing inclusion and belonging within the firm. She was the chair of the A+ affinity group for five years, has been active in mentoring and advising professionals from underrepresented groups, has served as the Firm’s LCLD Fellow in 2018, and participated in the Minority Corporate Counsel Association’s equity partner program. Since 2012, she has chaired the Spelman and Morehouse Internship Program for the firm, which provides students who are interested in attending law school with an opportunity to gain practical experience working at Seyfarth. Houston is a certified Lean Six Sigma Yellow Belt and a member of Seyfarth’s Lawyer Development Committee. She is an active member in the Atlanta division of CRE Finance Council’s Women’s division and serves on the board of Out of Hand, which aims to build a better world by using the tools of theater to build a culture of anti-racism.

This is an exciting time for Seyfarth and we look forward to seeing what the future holds.

 

Belonging and Engagement

Just as feeling valued and connected are basic human needs, so is a sense of belonging. One way we intentionally foster belonging at Seyfarth is through inclusive cultural storytelling that highlights our people. In 2022, we began telling stories of various cultural observances—including Passover, Ramadan, and Durga Puja—by sharing employees’ personal accounts. We also continued our inclusive leadership training, our ally program, and held numerous education and learning sessions around inclusion and belonging. We understand that employees who feel a strong sense of  belonging are more engaged, more likely to bring their authentic selves to work, and do their best work.

The Pronoun Initiative

In 2022, we implemented the second phase of the Pronoun Initiative, encouraging employees to embrace and help normalize the use of pronouns. The initiative also focuses on educating employees on how we can support non-binary, gender-fluid, and transgender communities so they feel valued, included, and heard.

Employees globally can add their pronouns to various Seyfarth applications and platforms, with ongoing review to identify new areas of opportunity. In addition to fostering an environment of respect and inclusion, using pronouns signals to clients, potential employees, and others that Seyfarth is a diverse and welcoming workplace. Connection and belonging drive our excellence and success.

We are better when we make space for our individual authenticity.

Recognition

Our commitment to inclusion and diversity has never been stronger and we continue to see our efforts acknowledged. We’re not just making a difference within our firm; we’re making an impact on the legal profession, and in the world.