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Kevin R. Lyn, a partner and diversity chairman at Womble Bond Dickinson; Erica Bolden, head of diversity and inclusion at Mercedes-Benz, USA; John Iino, a partner and global chief diversity officer at Reed Smith; Melique Jones, director of talent pipeline and diversity and inclusion at Skadden, Arps, Slate, Meagher & Flom; and Peter Wilson Jr., diversity and inclusion officer at Proskauer Rose, at the Minority Corporate Counsel Association's Creating Pathways to Diversity Conference in New York. (Courtesy photo) Kevin R. Lyn, a partner and diversity chairman at Womble Bond Dickinson; Erica Bolden, head of diversity and inclusion at Mercedes-Benz, USA; John Iino, a partner and global chief diversity officer at Reed Smith; Melique Jones, director of talent pipeline and diversity and inclusion at Skadden, Arps, Slate, Meagher & Flom; and Peter Wilson Jr., diversity and inclusion officer at Proskauer Rose, at the Minority Corporate Counsel Association’s Creating Pathways to Diversity Conference in New York. (Courtesy photo)

Becoming a chief diversity officer at a major corporation or a law firm requires more than just a passion for equality and coming up with diversity and inclusion policies, a panel at the Minority Corporate Counsel Association’s 2019 Creating Pathways to Diversity Conference in New York said Monday.

Dan Clark

Dan covers cyber security, legal operations and intellectual property for Corporate Counsel. Follow him on Twitter @Danclarkalm.

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