Effective July 1, J. Danielle Carr was named chief officer of inclusion at Lowenstein Sandler, according to a Tuesday announcement from Gary Wingens, chair and managing partner at the Roseland-based firm. Wingens credited Carr with elevating and growing the firm’s strategy, programs and results for diversity, equity & inclusion since she joined Lowenstein.
“Danielle has been a fantastic leader of our diversity, equity & inclusion initiatives, and she is highly deserving of this promotion,” Wingens stated. “The commitment to diversity has been central to Lowenstein’s DNA since our founding. Danielle has taken that firm value and given it wings by setting strategic goals, implementing effective training, introducing creative programming and ensuring diversity in our hiring, permeating every aspect of our firm’s culture. We are delighted to have her join our senior firm management team.”
Carr, who joined the firm in April 2020 as director of diversity, equity & inclusion, has received numerous awards across the country for her diversity leadership, and is active in many professional organizations focused on improving diversity in the legal community.
Since she joined Lowenstein, the firm has achieved and exceeded Mansfield Rule 4.0 Certification standards; been recognized as one of Vault’s 2022 Best Law Firms for Diversity; was named to Bloomberg Law’s inaugural Diversity, Equity & Inclusion Framework; and received a 100% rating for the sixth year in a row on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index, the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace.
“We are grateful to have someone with the passion, focus and insights that Danielle brings every day to our DEI efforts,” Joseph Palermo, chief operating officer of the firm, stated. “She is a wonderful leader and outstanding role model within the firm — and beyond.”
“This year marks my 22nd year as a DEI professional, and I can unequivocally say that working at Lowenstein exceeds all of my expectations. From day one, firm leadership has made it clear that DEI is a core firm value, and has committed the resources needed to enable the firm to not just talk about DEI, but also do the work necessary to break down systemic barriers that once limited underrepresented talent recruitment, retention, promotion and leadership development,” Carr said. “To be promoted to chief officer of inclusion at a firm that is not only committed but is intentional in its approach to diversity initiatives and programming is an honor.”
Lowenstein says inclusion is an important component of the firm’s DEI work, and by launching four new Employee Resource Groups (ERGs), safe spaces have been developed for many lawyers and staff at the firm.
In addition to enhancing the offerings provided by the longstanding ERGs, which were established for women attorneys, women business service professionals, attorneys of color, members of the LGBTQ+ community and their allies, and the network for parents, Carr helped lead the effort to launch four new groups that support the needs of people with chronic conditions, veterans and allies, mental health and wellness, and of color business service professionals. She also developed robust inclusion training programs for firm employees and leveraged her expertise to enhance the firm’s roster of internal and external events intended to entertain and educate audiences throughout the year on the wide range of perspectives and issues facing people of diverse backgrounds and identities
