BL A C K
2021
Partner, International Trade
LEADERS Worth Watching
TM
Education: JD, Georgetown University Law Center; AB with honors, University of Chicago Company Name: Akin Gump Strauss Hauer & Feld LLP Industry: Law Company CEO: Kim Koopersmith Company Headquarters Location: Washington, DC Number of Employees: 1,770+ Your Location (if different from above): Los Angeles, California Words you live by: “I am still in progress, and I hope that I always will be.” – Michelle Obama Who is your personal hero? My parents, Bruce H. Edwards and Lavona Davidson-Edwards What book are you reading? Caste: The Origins of our Discontents by Isabel Wilkerson What was your first job: Sales Associate at American Eagle Outfitters; I seem to have lost my folding skills over the years! Favorite charity: Smile Train Interests: Traveling with my family, baking, and 70s Soul Family: I am incredibly grateful to have the support of my husband, Adam, and our two children, Levi (6) and Naomi (4).
The Importance of Mentorship I have been incredibly fortunate to have devoted mentors throughout my life, personally and professionally. Starting at home, my parents were ready illustrations of the value of hard work, perseverance, and rising to meet new and unplanned challenges with courage and integrity. Professionally, as an attorney in private practice, I have had many mentors throughout different seasons of my life, some of which looked like me and had similar life experiences as they navigated the world, but most of which did not. I can say with certainty that despite my focus, diligence, and client service, I would not be a partner at Akin Gump without the investment in my development made by my mentors at all phases of my career. This investment looked like pushing me to take risks to capitalize on new opportunities, highlighting my strengths (and sharing where I
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2021 Fourth Quarter
still need to grow), and being the person to speak up in meetings I was too junior to attend to say, “Jaelyn can do this.” Despite the spotlight on DEI in 2020, we have not seen much change in the landscape of senior leadership in most industries. While we are seeing slow and steady progress in many key areas, retention of diverse talent and representation in leadership positions continues to be uphill. As we progress to a “new normal” in whatever form that takes, we are noticeably welcomed by an environment that has more of the hallmarks of a diverse workforce (e.g., formalized DEI leadership and established mentoring programs). However, what I hope we don’t lose focus on is the cross-cultural sense of personal ownership—to know that even one person can, and must, try to make a difference.
The framework of DEI programs is a positive step, but much work remains to be done to actually achieve our collective highest ideals. Intentional and engaged mentoring is a critical component. There are inevitable bandwidth constraints if diverse professionals in leadership positions are always the primary mentors of diverse juniors—there simply aren’t enough. It is my hope as we continue to move forward, that, in addition to diverse professionals, allies will seek out talented protégés from backgrounds different from their own, and be unabashed and intentional in doing so. My mentors were. We all have an opportunity and a responsibility to set the example for the next generation of leadership and to ensure we do our part to cultivate the ideals, skills, and talent we want to see in the room in the years to come.
www.diversityjournal.com
AWARD
Jaelyn Edwards Judelson
