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Amundsen Davis LLC
Western Michigan University Cooley Law School, 2009
Why did you decide to enter the legal profession?
I decided to enter the legal profession because I had an experience in high school in which I needed a lawyer. My parents advocated the best they could, but more power was needed. My family couldn’t afford counsel. As a 16 year old, I tried to find counsel, but due to the obstacle of my age and no financial resources, no one would take my call. From that situation, I decided I will never be in a position in which I could not legally advocate for myself or hire legal counsel.
What does “diversity, equity and inclusion” mean to you?
In my opinion, “diversity, equity and inclusion” means including and welcoming people into a community. It’s respecting a person as an individual. A community could be an office space, lunch table, a group conversation and not limited to the abstract physical community.
How did you get involved in DEI work, and why have you stuck with it?
As a person of color, I am almost always aware of the dynamics of the circumstances around me and others — whether its work-related, board work-related, related to my children’s school or simply observing the experiences of other people. DEI work can be formal or informal; it just so happens that my relatively recent DEI work has been formal and publicized. I believe DEI work isn’t something you stick with but rather is lifelong work that must be done to strengthen the next generation of young people and leaders. Some of the best DEI advocacy happens when no one is watching and when the conference doors are closed. DEI initiatives and programs tilt the playing field so marginalized individuals are treated fairly, supported and have the opportunities and resources to thrive — personally and professionally.
What would you say to someone who perceives “DEI” as a business “buzzword”?
In my opinion, DEI is a buzzword. Within the last three years, there have been many entities that created DEI-centered positions, issued mission statements and other various DEI word-based marketing. The focus should be the actions of the entities that promote their newly emphasized DEI values, such as initiatives that positively impact historically marginalized communities, properly and adequately supporting DEI-centered positions with resources to succeed in its mission, and by investing in historically marginalized communities — BIPOC.
What is the most significant change you’ve seen in the legal profession since you began your career?
Other than statewide e-filing, the most significant change in the legal profession has been intentional conversations about the impact of behavioral health as it relates to judges, lawyers and the people we serve.
What’s the best advice you’ve ever received?
1. My mom always told me to do my best and that’s what I tell my children.
2. Don’t let other people professionally box you in certain positions, industries or other settings and develop you according to their standards, which may be contrary to how you want to professionally develop.
3. Although not personal advice to me, I had a quote on my laptop while preparing for the bar exam. It was a Vince Lombardi quote about an athlete not being able to perform on Sunday if the athlete hasn’t practiced all week. The quote motivated me to always invest in myself and seek training and knowledge that will lead to my goal.
4. Lastly, always hold your head high and don’t be distracted.
How do you spend your free time?
Ha. I have no free time … maybe a little. I am a mother and a lawyer, so that keeps me busy. I enjoy investing in the community via various board service and yard work with my family.
What was your favorite — and least favorite — class in law school?
Least favorite class in law school was property law. Surprisingly, my favorite class was secured transactions, followed closely by criminal procedure.
What do you think has been the biggest impact of the Open Conversations program?
The biggest impact of the Open Conversations program has been literally the open conversation that I’ve had with others about race relations. I’ve received a lot of feedback from the audience about how the various programs have challenged their thinking, made them more empathetic to the experiences of people of color, and lit a fire in their hearts to do more to support initiatives and programs that affect historically marginalized people.
Another area you work in is mental health support. How do you see those efforts as contributing to DEI efforts?
The COVID-19 pandemic enlightened many of us of the need for human connections — a touch, a hug, a handshake, a smile, simple pleasantries, and without it, people felt lonely, forgotten or perhaps unappreciated. I found myself in spaces in which mental wellness was needed. By nature, I am very reflective of my life experiences and how I feel about those experiences, the people involved, how should I feel, how long do I want to feel a particular emotion and my personal inventory goes on. Because I reflect often, I stay mentally well-balanced and healthy, which allows to me to mentally thrive in life. I find a lot of joy supporting others and helping professionals who help others. Any person who is a part of a group that has been historically marginalized by society — particularly BIPOC communities (and women of color) — or individuals who work closely with those communities understand the mental exhaustion of navigating spaces in which a person is not welcomed, unfairly challenged or endures microaggressions for simply being in certain spaces or positions. All that takes a toll on a person’s mental health. From my point of view, championing equity and inclusion initiatives is simultaneously supporting mental wellness and support for individuals adversely impacted by exclusion.
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