P2P

12 P E E R T O P E E R : I L T A ' S Q U A R T E R L Y M A G A Z I N E | F A L L 2 0 2 2 thinking and focus their attention to make sure they're not inadvertently being guided by bias. The payoff – aside from the satisfaction of doing the right thing when it comes to diversity, equity, and inclusion – comes in several tangible forms. Any legal organization's ability to innovate and lead the industry is fueled by its ability to tap into diverse thought and experience. When a wide array of unique perspectives is valued and sought out with intention, an organization is better able to harness the power of its collective wisdom. The more voices that legal organizations hear from, the more knowledge there is for them to leverage and unlock. Also, as no legal organization likely needs a reminder, there's a fierce war for talent in the legal space right now. This has implications from both a recruitment and retainment perspective. Prospective employees as well as those that are already within the company fold have their choice of employer at the moment and are actively seeking companies that sincerely embrace DEI. If a legal organization has a monolithic culture and a non-welcoming environment, employees will be more than happy to take their services to the competitor down the street who takes DEI a little more seriously. The journey towards becoming a truly inclusive organization doesn't happen overnight – but each small step will add up to big change. For legal organizations who want to create the best possible environment for their employees while creating better business outcomes for the organization itself, DEI is an investment that pays ongoing dividends. ILTA F E A T U R E S Amy Nordness is the Chief People Of f icer at iManage and is responsible for driving innovation to ensure the success of their global people programs. Previously, she was Head of Human Resources at Fieldglass.

• Cover