|Diversity Chair Prefix||Ms.|
|Diversity Chair First Name||Catherine|
|Diversity Chair Last Name||Kevane|
Diversity Contact Information
|Diversity Contact Prefix||Ms.|
|Diversity Contact First Name||Bomi|
|Diversity Contact Last Name||Lee|
|Link to your organization's diversity website||http://www.fenwick.com/about/Pages/Diversity.aspx|
|Which of the following methods do you use to increase the presence and retention of under-represented groups? (Check all that apply)||
Diversity job fairs
Outreach to law student groups
Formal mentoring efforts
Recruit at schools with large minority populations
Firm diversity committee
Recruit at Historically Black Colleges and Universities (HBCU)
Diversity has been a core component of Fenwick & West since it was founded in 1972 and was included as a core value in the first mission statement drafted by firm leaders decades ago. We actively promote an open and inclusive work environment at all levels. We believe that a diverse workforce improves our client service and that an inclusive culture fosters cooperation, respect, creativity and mutual understanding. Fenwick’s commitment to diversity, equity and inclusion runs far deeper than our numbers, it is about building a culture of authenticity and embracing one another’s differences and values. From recruitment to development and support, our end goal is to ensure our employees can thrive as their authentic selves at Fenwick.
In 2022, Fenwick restructured its Diversity & Inclusion Committee to be comprised of a Diversity, Equity, and Inclusion (DEI) Steering Board providing firmwide strategic direction on DEI initiatives, programs and DEI Working Groups with specific action-oriented goals. Fenwick’s DEI Steering Board is Co-Chaired by our Partners Bomi Lee and Catherine Kevane and includes our Chair, Managing Partner, Chief Talent Officer, DEI Director.
We take a holistic approach to cultivate greater diversity at Fenwick. We focus on developing a pipeline of diverse talent, investing in programs that serve growth-minded professionals, and making sure our diverse professionals have access to critical opportunities for leadership and advancement. Fenwick has made several strategic investments and implemented a number of initiatives to support and further our diversity, equity and inclusion efforts. Some of these include:
In addition, as part of our continuing commitment to diversity, equity and inclusion, Fenwick achieved Mansfield Certification Plus from Diversity Lab after completing the Mansfield Rule Certification 5.0 program. Mansfield Rule Certification 5.0 Plus measures whether law firms have affirmatively considered women, attorneys of color, LGBTQ+ attorneys and attorneys with disabilities—at least 30% of the candidate pool—for recruitment, governance roles, equity partner promotions and inclusion in formal pitches to clients. We are now engaging in the Mansfield 6.0 certification process.?
Through these efforts and many more, we are proud of all that we have accomplished in advancing DEI, while recognizing that there is a lot more work to be done.
It is the policy of Fenwick & West LLP (“Fenwick”) to maintain a professional and respectful work environment that is free of bias, prejudice and harassment, where all personnel and employment applicants are respected, and where all employees and applicants have an equal employment opportunity. Fenwick is committed to promoting equal employment opportunity for all qualified individuals in accordance with applicable law, including by reasonably accommodating the known disabilities or medical conditions of qualified applicants and employees.
Fenwick will not tolerate unlawful discrimination and harassment in any form, including verbal, physical and visual conduct, threats, demands and retaliation. This policy applies to all Fenwick personnel and prohibits unlawful discrimination or harassment by any partner or employee of the Fenwick, including attorneys, members of management, supervisors and co-workers, and also by any person doing business with or for Fenwick. This includes harassment and discrimination on the bases of race, color, religion, national origin, ancestry, disability, medical condition, genetic information, marital status, sex (including sexual harassment, gender harassment, and harassment due to pregnancy, childbirth, breastfeeding, and related conditions), gender, gender identity, gender expression, sexual orientation, age, military or veteran status, request for leave for employee’s own serious health condition or family care, or any other characteristic protected by applicable state, federal or local laws (each a “Protected Characteristic”).
Diversity fellowships or scholarships
|Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship?||Yes|
|If yes, is the program open to||1L|2L|
|Please provide a brief description of the program||
Fenwick’s Diversity Scholarships support law students who identify with historically underrepresented groups in the legal profession with the aim of promoting diversity and providing financial support to aspiring lawyers. It is our belief that in order to create a more diverse pipeline of associates we need to start early at the law school level. Fenwick offers diversity scholarships of up to $50,000 each (paid in three installments) for first-year and second-year law students from underrepresented backgrounds.
We proudly partner with clients to provide an enriching summer experience for diverse 1L and 2L law students. The student selected to participate in our client's 1L and 2L Diversity Internship Program will participate in a 10-week paid program internship split between our client and Fenwick.
Affinity group information
|Does your organization or office have affinity groups?||Yes|
|If yes, please describe your affinity groups below||
Fenwick & West supports 13 Employee Resource Groups (ERGs) for lawyers and professional staff.
The ERGs are designed to build community and address issues that disparately impact diverse individuals. The resource groups also provide opportunities for associates to take early and significant leadership positions, interacting and influencing Firm management and initiatives.