Regina Bynote Jones

"So, each of the leaders that report to our CEO have a diversity action plan. In those plans, it states now based on the profile of your organization, what are the objectives that need to be taken to move the needle within your part of the organization? Secondly, what are the measurable results that you're focused on as part of that? Because the story and the expectations need to be based on the data within your respective team and within your respective part of the workforce. "

"So, with that said, what we've done in Legal is something else that I think is fairly innovative in that we have a diversity council that's made up of about 30 members of the leadership team. So now you're talking, I'm sorry, not the leadership team, the legal team. So you're talking about 10% of the organization within legal. The nice thing about this council is it is led 100% by the individuals that are a member of the council. They tell me what we need to do as a function, and that's with an internal and external focus. There's four subcommittees on the council, and each of these subcommittees has its own action plan, and they take accountability for driving that. The first one is community. Their focus is finding opportunities for us to engage within the communities. Second is well being, which is now the team's physical, mental health, and also driving a culture of inclusion. Third, there's the panel council, I mean the panel part of the council, which is focusing on how do we engage with our law firms in DEI initiatives. And when I use the word engage, I really mean partner. I don't mean just put the hammer down on the firms and say, you got to do this or else. There is an element of making sure there's alignment, but it's more important that we try to work together with our firms as real partners. And then the fourth subcommittee is Talent Development, which is making sure we're finding learning opportunities for the team and also developing art and talent so that once we are actually making commitments, they stay around and hang around with Baker Hughes."

"Because if you remember I mentioned that we have lawyers all over the world. So what we do around DEI in one part of the world may be distinctly different from actions that we may be taking in another part of the world or in us."

"And then we have a diversity dashboard that leadership has access to now to see across the board what does our diversity profile look like based on some of the characteristics and areas where we want to focus on as a company. And we look at that at the full ELT twice a month."

"They could have 99% non diverse partners, but if you see in their partner classes they're continuing to move the needle and they have a commitment to diversity, you can go on their website. Do they even have a section of the website related to diversity? If they don't, right there. To me, that's an indication that I don't want to work with that firm because I don't feel that our values are aligned. For me, it's more about value alignment, it's more about outcome based actions."