Governance and Resourcing | Association of Corporate Counsel (ACC)

The governing body of the organization (senior leaders and board members) prioritize creating a work structure and providing resources to support the implementation of the DEI Maturity Model.

Early

No established set of policies that incorporate the organization’s culture, anti-racism, and DEI
Informal guidelines / policies for how the organization manages its programs and no established processes for execution of these guidelines / policies
DEI management practices are inconsistent across the organization

Intermediate

Basic governance model is in place with clarity between governance, planning, and execution
Establish committees and / or task forces to manage specific goals and workstreams – but do not act without governing body approval
Specific Law Department team resources are committed and aligned to identified goals (i.e., an internal committee is in place to organize and run the program)
Funding is planned as part of the budget cycle
Process exists to direct funds and resources to projects that address / support key objectives
Developing a system of monitoring the execution of identified goals and objectives
Begin to close the gaps between policies and practices
Aligns with company on proper focus, governance, and resources and provides oversight to manage to target(s)

Advanced

Governance structure is solidified; no longer evolving and changing
Governing body takes an innovative leadership role in advancing DEI goals internally and externally
Governance is representative of the different regions, functions / business units and people
Consistent feedback loop utilizing a cross-section of functional stakeholders
DEI resources (both headcount and budget) are committed to the function
Legal team DEI resources include all relevant skill sets (e.g., operations, substantive, administrative, technological, and legal)