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Home / Supplements and Special Sections / Diversity & Inclusion 2020 / Jehan Kamil Moore, Partner, Lathrop GPM

Jehan Kamil Moore, Partner, Lathrop GPM

As co-chair of Lathrop GPM’s Culture, Diversity and Inclusion Committee, Jehan Kamil Moore is driven to open doors for others in the same way people did for her earlier in her career.

Jehan Kamil MooreHer nominator noted: “Jehan helped to create the firm’s Diverse Professionals Network and served as its chair for three years. The DPN serves the professional and personal goals of underrepresented attorneys by encouraging connections, networking, professional development and engagement to build and grow impactful business, cultural and social relationships. Jehan also assisted the firm in developing its Diversity Fellowship program.”

Moore also participates in a businesswomen’s network in Kansas City, the Black Female Attorneys Network, the Leadership Council on Legal Diversity and an alumni diversity advisory council at the University of Kansas School of Law, where she also mentors.

What motivates you most in your work as an attorney and as an advocate for Diversity & Inclusion?

I know that there are many extremely talented people who just need the right opportunity to succeed. When you see successful diverse attorneys, they aren’t exceptions or unique, they just had an opportunity. Sometimes opportunity is given to us, and sometimes we make it for ourselves. I am motivated to help to provide opportunities for diverse attorneys whenever I can. There should not be just one woman or BIPOC at the table — there should be many. I continue to work for diversity and inclusion because law firms and companies are better, stronger and more successful with more women and BIPOC.

Who has most inspired you in your work for Diversity & Inclusion, and why?

When I was a young associate, an established partner took the time to mentor me, give me opportunities and help my career. He was always willing to answer questions, always willing to provide honest feedback, and [he] helped me to navigate a large law firm. That experience showed me the importance of mentorship and opportunity, and how those two things can change the course of someone’s career. I am grateful for each person who has mentored and advocated for me throughout my career, and it inspires me to continue helping others. Not only is it the right thing to do, but it is also very fulfilling for me to help other diverse attorneys succeed.

What must Missouri’s legal community do to promote meaningful and long-term diversity within its legal/justice system?

We must stop doing things the way they have always been done and expect different results. Meaningful diversity requires diverse attorneys in leadership positions. Law firms and companies should be considering diverse attorneys to lead departments, to sit on important committees and boards, and to have a voice when decisions are made. If you are not considering diverse attorneys for every important role in your organization, then you should ask yourself: Why not? We can’t have meaningful and long-term diversity if everyone in leadership positions looks the same.

Other details you wish to include?

I am married, and I have a 6-year-old daughter. Spending time with my family is my greatest joy. When I watch my daughter and her friends, it gives me so much hope for the future. It also inspires me to continue to work towards diversity, equity and inclusion.

2020 Diversity & Inclusion Awards

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