Profile in Inclusion

Diversity & Inclusion Council Members

Talking the Talk About Walking the Walk:

Members of Chuhak & Tecson’s D&I Council discuss the firm’s – and their own – commitment to diversity and inclusion

In business and in life, there are times when changing course to adapt to a shifting environment is either advisable or necessary. For Mitch Weinstein, President of Chuhak & Tecson, January 2025 was not one of those times.

“On behalf of the Executive Committee, I wanted to let you know that the firm remains committed to its diversity and inclusion efforts and the work of the D&I Council,” Weinstein wrote in a firmwide email he sent that month. “We continue to want to cultivate a culture where all employees can bring their best selves to work without concern or fear of how others perceive them.”

“I, along with the entire Executive Committee of the firm, thought it was important to reassure everyone here that the firm was steadfast in its commitment to one of our most foundational principles,” Weinstein recalled about the email. “We wanted to be clear that in the face of all the noise and hostility and pressure, we were not going to abandon or retreat on something that is in our DNA.”

Chuhak & Tecson’s multidimensional and demonstrable efforts to foster an environment that celebrates and promotes diversity and inclusiveness extend back to the firm’s co-founder Joseph Tecson, a trailblazing, accomplished and beloved attorney who was one of the most prominent Asian Americans in Chicago’s legal, business and philanthropic communities.

Since then, the firm has internalized and codified Tecson’s belief that a welcoming, open workplace that recognizes the value of every person, no matter their background, is both a competitive advantage and a moral imperative. This is reflected in the work of the firm’s D&I Council, established in 2014 and guided by a charter that sets forth its mission to “improve diversity and inclusion within the firm by promoting dialogue, providing information, education, and fostering respect for all personnel and clients.” That charter also makes clear that lip service is insufficient and that its work needs to include “specific actions, timelines for implementation and measurable outcomes that reflect continuous improvement of the firm’s culture and diversity.”

Every year, the Council drives a host of initiatives and events to celebrate the kaleidoscopic backgrounds and cultures of the firm’s people, solicits input and feedback on how to improve its efforts and seeks new and innovative ways to further its mission.

In addition to Weinstein and Michelle Schadler, Chuhak & Tecson’s Chief Operating Officer, the Council is comprised of attorneys, paralegals and staff from across the firm, each of whom brings their own perspectives, ideas and motivations to the group. We recently asked Council members about their experiences working on the Council and what the firm’s commitment to diversity and inclusiveness means to them personally.

Why did you join the Council?

Donna Blair, Administrative Clerk: I joined the D&I Council to be part of something larger than myself and to make an impact beyond my day-to-day work.

Gillian Mace, Director of Talent Development and Employee Engagement: I chose a career in Human Resources because I want to have a meaningful impact on people’s professional lives. The Council is a fantastic opportunity to promote awareness, greater understanding and connectedness, which has a positive ripple effect on other aspects of people’s day-to-day work lives.

Adam Moreland, Principal: I joined the Council because I care deeply about creating a workplace where people feel they truly belong. Serving on the Council gives me the opportunity to contribute beyond my individual role and to support an environment where everyone has the chance to succeed and feel valued.

Viridiana “Viri” Najera, Paralegal: I joined the D&I Council because inclusion has to be intentional, not just aspirational. As a Latina professional and working parent, I wanted to help create space for honest conversations and meaningful change that ensures people feel seen, supported and valued at work.

Yolanda Torres, Legal Assistant: I joined because I think it’s so cool to hear everyone’s diverse perspectives, especially from people that we spend more than half our days/lives with. I love that I get to be part of a group working towards a greater cause, looking to make positive changes and support initiatives that create an inclusive environment for all.

Weinstein: I believe having an active, meaningful D&I Council is vital in today’s market for a variety of reasons, including attracting clients and lateral attorneys. I made it clear that the President of the firm needed to be an active member, or even a chair, of the Council to emphasize its importance.

What has been your most rewarding experience to date on the Council and why?

Tina Colovin, Collections Manager: What I value most is witnessing colleagues from disparate teams and backgrounds genuinely come together to educate, include and generate innovative ideas. When we create an environment where everyone feels safe to contribute their authentic self, we unlock unparalleled intellectual capital and ensure our long-term institutional resilience.

Mace: It has been very refreshing to see how welcoming and encouraging people at all levels of the firm were (and still are!) about Council efforts. It’s been gratifying to work with so many talented, thoughtful and open people, and to learn about their backgrounds and the formative experiences that have shaped who they are today.

Moreland: The most rewarding part of serving on the Council has been seeing how open and thoughtful the conversations have been — and watching those conversations lead to real action. Knowing that our work can help people feel more supported and heard has been especially gratifying.

Najera: The most rewarding part has been contributing to real conversations that don’t shy away from difficult topics. Knowing those discussions can lead or have led to real understanding and positive change has made this especially rewarding.

Schadler: Overall, I have found that the various efforts of Council members have definitely made our environment more inclusive. I have seen people come forward and share about their lives in ways they would not normally do. I have heard from individuals that they feel we walk the walk and not just say we have a D&I initiative.

Torres: I think the most rewarding experience was getting to join the Council at the start of my employment with Chuhak. It was a way for me to be included in something great and with people that I wanted to get to know at the firm. I love that the opportunity is offered to everyone in the firm and that the members themselves are diverse and open-minded about inclusion.

What is one diversity dimension that is close to your heart and why? In other words, why do you think it’s important to highlight/uplift that aspect of diversity?

Blair: The celebration and elevation of different cultures resonates deeply with me. As an African American middle-class woman, I personally understand the sting of marginalization and the power of being seen and heard. This D&I Council is more than an initiative — it’s a transformative gift to our Chuhak community and a genuine commitment to creating a Chuhak community where everyone can thrive.

Colovin: My core commitment is the establishment of a culture defined by psychological safety and integrated belonging. This approach helps establish a systemic organizational capability where every team member is empowered to contribute their full, authentic expertise.

Mace: A dimension that has stayed close to my heart over the years is generational diversity. People of every age have something to contribute, and it’s exciting to see a greater focus on fostering understanding between the generations rather than defaulting to outdated, unhelpful stereotypes.

Najera: Socioeconomic background and immigrant/first-generation professional experiences are important to me. Recognizing these perspectives helps highlight that talent comes from many paths and acknowledging them helps build empathy, opportunity and strong connections across the firm.

Schadler:While not often thought of as a diversity dimension, the inclusion of others is the most important one to me, as I’ve personally experienced both overt and subtle exclusion throughout my life. I believe that learning leads to greater acceptance and inclusion of others.

Weinstein: Being a member of the Jewish religion, I am well aware of the negative stereotypes of Jews in general, as well as those directed at people from other ethnicities, backgrounds, genders, ages, etc. I think it’s imperative that we provide a firm that focuses on inclusiveness, educates others about the benefits of a diverse workforce and teaches people that stereotypes do more harm than good.