Promoted to the post in 2016, Lambert provides counsel to the company’s business services division as well as drafting and negotiating agreements between the operator and its business service customers. Flying is his personal hobby—something he’s been doing nearly as long as has practiced law. He says its important company do more than just say they support diversity and inclusion. “The tough conversation includes seeking assurance that professional firms that we hire are doing their part to achieve diversity and inclusion in their respective workplaces,” Lambert says. “We won’t know that unless we ask and encourage them to do so. The conversations are not as difficult if there is buy-in from the top.”
The conversation about racial injustice in 2020 has been… polarizing. I don’t think there has been sufficient effort to see each other’s position from each other’s relative perspective.
In what ways can companies best show a sincere commitment to diversity and inclusion?
Actions speak louder than words. Companies show commitment to diversity and inclusion by acting and modeling behaviors that make diversity and inclusion conspicuous parts of the overall tapestry of the organization. This is done through hiring and retaining talent representative of our diverse populous in roles spanning all levels of the organization including management and the C-Suites.
What initiatives in our industry best embrace diversity?
Certainly the Kaitz, NAMIC, Emma Bowen, WICT and other affinity organizations present excellent diversity and inclusion paradigms. These initiatives embrace diversity throughout our industry and beyond.
What are some of the tough conversations this industry needs to have?
It is not enough to say we are in support of diversity and inclusion. We have to behave as if diversity and inclusion is a priority for the organization. It should be. It takes conversations with organization leaders about goals and initiatives and measuring achieving those goals and initiatives that will advance the diversity & inclusion ball. The tough conversation includes seeking assurance that professional firms that we hire are doing their part to achieve diversity and inclusion in their respective workplaces. We won’t know that unless we ask and encourage them to do so. The conversations are not as difficult if there is buy-in from the top.
