Olivia Grant, an associate at Reed Smith LLP, is making waves in the legal sector with her unwavering commitment to diversity, equity, and inclusion (DEI). As a nominee for the Future Leader category at the Ethnicity Awards 2024, Olivia’s efforts to challenge systemic inequities and create more inclusive workplaces have earned her widespread recognition. In this Q&A, she shares her personal journey, the challenges she has overcome, and the initiatives she has led to promote DEI, both within and beyond the legal field.

Introduction and Background

I am an associate in the Structured Finance team at Reed Smith LLP, working on a broad range of financial transactions, including securitisations, real estate finance, funds finance, and non-performing loans. I also serve as co-chair of Reed Smith’s Multicultural Network and am the committee secretary for NOTICED, the UK’s first inter-firm diversity network working to make the legal sector more representative, inclusive, and accessible to all.

My focus on DEI is deeply rooted in my experiences growing up as a Black woman, where I often witnessed and experienced discrimination first-hand. These experiences instilled in me a strong sense of responsibility to challenge inequities and work towards creating environments where everyone, regardless of background, feels valued and empowered. DEI became more than just a professional interest—it’s a personal mission to ensure fairness and representation in the spaces I engage with.

Challenges and Milestones

A major challenge I encountered was the lack of positive role models who shared my experiences as a Black woman in the corporate legal sector. This absence contributed to imposter syndrome, where I felt the need to constantly prove myself. In predominantly white environments, I had to confront both internal doubts and external biases.

To overcome this, I leaned on my experiences for strength, sought mentors, and built a strong support network. I also focused on self-advocacy and the importance of representation in leadership. A significant milestone has been implementing DEI programmes that have fostered inclusion and shifted the workplace culture towards equity. Seeing underrepresented talent rise into leadership roles has been one of the most rewarding outcomes.

Key Initiatives and Impact

One of the key initiatives I have contributed to is  a programme designed to provide career sponsorship and upskilling for Black, Asian, and ethnic minority lawyers. This initiative resulted in increased retention and opportunities for more diverse lawyers to advance into leadership positions.

Another impactful project involved organising cultural dinners, which fostered cross-cultural understanding and improved collaboration across practice teams. Additionally, working with the recruitment team to address potential biases during the hiring process has resulted in a noticeable increase in diverse candidates applying for and securing roles within the firm.

Personal Growth and Learning

Working in DEI has deepened my understanding of authenticity, empathy, and resilience. It has empowered me to fully embrace my identity and use my voice to advocate for others. Professionally, DEI work has sharpened my leadership skills and strategic thinking. I’ve learned to build coalitions, navigate resistance, and develop data-driven solutions.

The most important lesson I’ve learned is the value of persistence. Real change takes time and effort. I’ve also realised that true inclusion goes beyond diversity—it’s about creating spaces where everyone feels valued, heard, and able to thrive.

Future Vision and Goals

My future goals focus on driving systemic change that transcends short-term initiatives. I aim to expand programs that provide equitable access to leadership roles for underrepresented groups. I also plan to embed DEI into organisational strategies to ensure that it’s integral to a company’s success.

I hope to continue collaborating with external networks to increase diversity in recruitment and develop inclusive policies that foster accountability at every level.

Advice for Aspiring DEI Advocates

• Cultivate Relationships: Build a network with DEI professionals and key stakeholders.
• Leverage Data: Use data to monitor progress and make informed decisions.
• Enhance Communication: Develop strong communication skills to convey the importance of DEI initiatives.
• Embrace Persistence: Advancing DEI requires time and dedication.
• Seek Guidance: Find mentors who can guide and refine your approach.

Read her bio here: https://www.ethnicityawards.com/top-10-future-leaders-2024/