As Osler’s Senior Manager of Diversity and Inclusion, Amy plays a critical part in leading Osler’s efforts in building an inclusive and diverse work environment. She works closely with the Chair of national Diversity Committee, the Chief Legal Talent Officer, members of the national and regional Diversity Committees, Legal Professional Resource Groups (LPRGs) and a broad audience of key stakeholders to further refine, deliver and drive diversity and inclusion (D&I) strategies and initiatives to embrace and leverage diversity within the Firm.
Amy joins Osler from another law firm where she summered, articled and was an associate practicing in the tax department. While at her former law firm, Amy was actively involved as a member of the firm’s LPRGs and Diversity Network and dedicated time outside of her practice to volunteering with organizations such as Pro Bono Law Ontario's Free Legal Advice Hotline and the Trans ID Clinic Project with Pro Bono Students Canada. Amy is particularly passionate about the experience of law students and junior lawyers and previously served as a mentor at Law in Action Within Schools, Federation of Asian Canadian Lawyers and Western Law Black, indigenous and Persons of Colour Mentorship program.
Amy’s specific responsibilities in this role include the following:
- Plan, develop and implement effective programs, training opportunities and other events to drive and reinforce D&I firm-wide;
- Collaborate with professional development, legal talent and human resources teams to identify opportunities and tactical measures to integrate D&I initiatives in talent processes and enhance the diversity of talent pipeline;
- Partner with legal professionals and staff teams to identify opportunities to embed D&I throughout all facets of the firm’s workplace experience and employment life cycle;
- Help cultivate and embed champions of D&I within the firm and build strong and effective relationships with key internal stakeholder groups to provide them with the support, encouragement and expertise necessary to strengthen their commitment;
- Develop metrics and manage the collection, communication, and implementation of meaningful D&I data and related recommendations to key stakeholders to create insight and influence opinion;
- Work closely with the firm’s marketing and communications team to develop internal and external D&I communication materials, including finding meaningful ways to promote the firm's progress and providing D&I responses for pursuits, request for proposals and client-related inquiries;
- Budget for and manage D&I-related expenses, memberships, sponsorships and donations; and
- Partner with and actively follow relevant external stakeholders, market, community and associations trends and programs.