DEI_IMPACT_REPORT_FH2025

Igniting Change: Carrying the Torch of Progress

DIVERSITY, EQUITY & INCLUSION ANNUAL IMPACT REPORT 2024

Pg. 1

Pg. 2

TABLE OF CONTENTS Opening Ceremony: A Message from Our Leaders ..............Pg 4

Mentorship: Guiding the Next Torchbearers .............................Pg 26

Strategic Priorities: Igniting the Torch .............................................Pg 6

Pro Bono Impact: Serving With Purpose ....................................Pg 28

Affinity Groups: Building Bridges of Belonging ..........................Pg 9

Selected Pro bono Matters of the Year ......................................Pg 30

The Power of Inclusive Leadership .................................................Pg 13

Purpose Illuminated: The Work of the Foley Hoag Foundation

Collective Minds: Highlights from Our Thought Leadership Series ....................................................................................Pg 14 Fueling the Future: Cultivating Legal Talent ...............................Pg 18 2024 Summer Associates: Passing the Baton ............................Pg 19 Charles J. Beard Fellowship: Spotlight on 2024 Fellows .......Pg 21 Clearing Hurdles: DE&I Billable Insights ......................................Pg 23

...........................................................................................................................Pg 32 Sustainability in Focus: Where DE&I Meets Environmental Progress .......................................................................Pg 34 Collaborative Partnerships: Strengthening Ties and Sponsorships ...................................................................................Pg 37 Awards & Honors: Recognizing Excellence in Progress .....Pg 38 Olympians of DE&I: Meet the Team ..............................................Pg 39

Mansfield Certification & Reaching New Heights ..................Pg 24

Pg. 3

A MESSAGE FROM THE LEADERSHIP Dear Colleagues, Clients and Friends, As we reflect on 2024, we are proud to share the progress we’ve made in advancing diversity, equity and inclusion (DE&I) at Foley Hoag. This report highlights the steps we’ve taken to create a workplace where everyone feels they belong—where inclusion is not just an ideal but a lived reality that drives our culture, our values, and our success.

This year, we marked a particularly significant milestone: the 50th anniversary of the Morgan v. Hennigan case, Boston’s landmark school desegregation ruling. This case represents a cornerstone of Foley Hoag’s legacy of championing equity and justice. It serves as a powerful reminder of the progress that is possible when we commit to meaningful change. As we celebrated this anniversary, we reflected on the enduring impact of the Morgan case and reaffirmed our dedication to fostering a more inclusive and equitable future.

At Foley Hoag, fostering a culture of belonging is at the heart of who we are. We believe that when people feel valued, supported, and empowered to bring their full selves to work, we achieve greater innovation, collaboration and impact. DE&I is not just foundational to our identity—it is a critical business priority that enhances the quality of the work we do for our clients and strengthens the bonds within our community.

In 2024, we celebrated milestones that reinforced this commitment: the growth of our affinity groups, the expansion of our Inclusive Leadership program and initiatives like the Foley Hoag Foundation that elevate diverse voices and perspectives across the firm and beyond. Each of these accomplishments reflects our shared effort to cultivate a workplace that truly embraces and celebrates differences.

Yet, as we look ahead, we know there is more work to do. Building a culture of belonging requires ongoing effort, intentionality and the courage to continuously evolve. It challenges us to listen deeply, learn openly and act with purpose, ensuring that everyone who walks through our doors feels seen, heard, and valued.

Thank you for being part of this journey. Your support and commitment inspire us to keep moving forward, together. We invite you to explore this report and celebrate the progress we’ve made as a community, and we look forward to continuing this important work in 2025 and beyond.

Warmest Regards,

Pg. 4

Jim Bucking

Hathaway Pease Russell

Christopher Ende

Rosa J. Nuñez

Managing Partner

Managing Partner

Chief Operating Officer

Chief Diversity, Equity and Inclusion Officer

UNITED FOR THE GOLD: THE COMMITTEE ON DIVERSITY, EQUITY & INCLUSION (DE&I) The Foley Hoag Committee on DE&I is a driving force behind the firm’s steadfast commitment to fostering diversity, equity and inclusion at every level of our organization.

Co-chaired by our Chief Diversity, Equity & Inclusion Officer, Rosa J. Nuñez, and our former Co-Managing Partner, Jeff Collins, the Committee represents a dynamic collaboration of lawyers and business professionals, each bringing unique backgrounds, experiences, and perspectives to the table.

This collective dedication ensures that DE&I is not just a value but a lived practice, integrated into the firm’s culture, policies and decision-making. The Committee actively partners with department and firm leadership to champion initiatives that create meaningful change—whether through innovative recruitment and retention strategies, inclusive professional development programs, or groundbreaking client collaborations.

Together, they serve as stewards of progress, driving Foley Hoag’s journey toward becoming a more inclusive, equitable and dynamic workplace that reflects the communities we serve. Their work is a testament to the power of intentionality, collaboration, and shared purpose in shaping a better future for the legal profession.

COMMITTEE MEMBERS:

Heejin Choi

Jeff Collins

Scott Fortier

Jordana Glasgow

MANAGING PARTNER

SENIOR MANAGER OF ASSOCIATE RECRUITING

PARTNER AND CO-CHAIR

CHIEF HUMAN RESOURCES OFFICER

DIRECTOR OF PROFESSIONAL DECELOMENT

John Hancock

Ken Leonetti

Zack Mueller

Rosa J. Nuñez

Mital Patel

PARTNER

PARTNER

ASSOCIATE

CO-CHAIR AND CHIEF DIVERSITY, EQUITY AND INCLUSION OFFICER

ASSOCIATE

Leah Rizkallah

Ryan Rourke Reed

Arsalan Suleman

Ben Vaughan

PARTNER

PARTNER

PARTNER

ASSOCIATE

Jim Bucking

Pg. 5

OUR COMMITMENT TO DE&I

STRATEGIC PRIORITIES: IGNITING THE TORCH OUR MULTI-YEAR DE&I STRATEGIC PLAN By aligning our strategic initiatives, we will continue to build a diverse, inclusive and equitable workplace that strengthens our external brand and positively impacts our community.

Pg. 6

At Foley Hoag, we are steadfast in our commitment to creating an equitable and inclusive environment that empowers all our people to thrive and succeed.

DIVERSE WORKFORCE Fostering an inclusive environment where each person is valued for their unique talents, expertise, experience and perspective.

EQUITABLE WORKPLACE Committed to expanding opportunities for all our people without regard to race, color, religion, gender, age, national origin, sexual orientation, gender identity or disability.

INCLUSIVE CULTURE

INDUSTRY AND COMMUNITY IMPACT

Cultivating a workplace culture that celebrates differences and empowers individuals to bring their authentic selves to work.

Showcase our DE&I commitment and initiatives through targeted marketing, community partnerships and thought leadership.

Pg. 7

Pg. 8

AAPI A Foley Hoag Affinity Group

ACCESS A Foley Hoag Affinity Group

AMEMA A Foley Hoag Affinity Group

BLAC A Foley Hoag Affinity Group

A Foley Hoag Affinity Group

AFFINITY GROUPS: BUILDING BRIDGES OF BELONGING Foley Hoag offers several Affinity Groups, open to all firm personnel, that play a vital role in creating an inclusive culture and a sense of belonging. These groups provide spaces for individuals to connect, learn, support one another and advocate for change.

The key purposes of our Affinity Groups include: ►

Fostering a sense of belonging and community among members.

►

Promoting professional development and leadership opportunities.

►

Provide a place to better understand and address the needs of our diverse workforce.

►

Spearheading firm-wide educational and awareness programs around diversity, equity, inclusion and belonging.

By amplifying the voices of our diverse community and partnering with firm leadership, our Affinity Groups have been instrumental in advancing DE&I efforts and shaping the firm’s inclusive culture.

Pg. 9

2024 HIGHLIGHTS In 2024, our Affinity Groups continued to evolve and expand their impact within the firm.

Key milestones and programs included: ►

►

►

The launch of two new Affinity Groups – the Jewish Engagement and Wellness Society and Arab, Middle Eastern, or Muslim Affinity – to better support individuals with diverse backgrounds and experiences.

A session for Asian American Pacific Islander Heritage month hosted by the Asian American Pacific Islander Affinity Group, discussing voting rights and barriers to voting for Asian American communities.

The Jewish Engagement and Wellness Society Affinity Group invited holocaust survivor Toby Levy to share her first-hand experience during Jewish American Heritage Month in May.

►

Our LGBTQ+ Affinity Group, PRISM, brought this year’s Summer Associates on a Drag Trolley Tour of Boston to learn more about LGBTQ+ history, art and culture.

►

In addition to the Drag Trolley Tour, Summer Associates joined the Womxn of Color Affinity Group for an intimate dinner in July creating a space for deep connection and reflection.

Pg. 10

►

ACCESS, the Affinity Group for Individuals with Disabilities, Neurodiversity, Caregivers and Allies, partnered with the DE&I Department to host a Thought Leadership Series event on Neurodiversity in the Legal Profession in honor of Disability Pride Month.

►

For Hispanic Heritage Month, La Asociacion Latina and the Women’s Associate Group invited a speaker from Prudential Financial on creating generational wealth.

►

In the same spirit of community, our affinity group for Arab and Middle Eastern, or Muslim Affinity, AMEMA, hosted Iftar dinners in Boston, D.C. and New York. The group also hosted an event where attendees had the opportunity to hear about the U.S. national Strategy to counter Islamophobia.

Pg. 11

Pg. 12

THE POWER OF INCLUSIVE LEADERSHIP In January 2024, the DE&I Department created and launched in-house the Foley Hoag Inclusive Leadership Program, developed to deepen skills in inclusive leadership amongst the most senior roles at the firm, a core competency for our firm’s inclusive culture. The Program is offered to all Partners, Counsel, Senior Associates and Business Services Managers and is a valuable learning journey for our leaders to not only enhance their own leadership capacities, but also play a vital role in fostering a culture where everyone can thrive and feel truly valued at Foley Hoag. Since the launch, nearly 60% of our target audience has participated in at least one session of the program.

Mentoring Across Differences: Acknowledging and respecting that differences crucially impact mentoring relationships

Year one workshops included: ►

Inclusive Leadership 101: Exhibiting essential traits and behaviors for Inclusive Leadership

►

Effective Feedback Across Differences: Delivering unbiased feedback that supports the whole person

►

Managing Diverse Teams: Leveraging unique perspectives to create a psychologically safe and inclusive team culture

►

Mentoring Across Differences: Acknowledging and respecting that differences crucially impact mentoring relationships

Effective Feedback Across Differences: Delivering unbiased feedback that supports the whole person

Managing Diverse Teams: Leveraging unique perspectives to create a psychological safe and inclusive team culture Inclusive Leadership 101: Exhibiting essential traits and behaviors for Inclusive Leadership

Pg. 13

COLLECTIVE MINDS: HIGHLIGHTS FROM OUR THOUGHT LEADERSHIP SERIES Our Thought Leadership Series, a signature program developed by the DE&I Department, was launched in 2022. This initiative is designed to spotlight distinguished internal and external guests who bring unique perspectives and critical insights into the intersection of diversity, equity, inclusion, and emerging topics within the legal sector and the broader community.

Through thought-provoking programming, the series aims to create a safe space where we bring our clients, students, industry partners and the community at large together to foster meaningful dialogue, to help to shape a more inclusive and equitable future for all.

This past year, we hosted a dynamic lineup of events under the Thought Leadership Series:

►

Pg. 14

Legacy of Change - Old Glory and the Evolving American Narrative: In honor of the 50th anniversary of Morgan v. Hennigan, Boston’s landmark school desegregation case, Foley Hoag celebrated the legacy of its partners who used their awarded attorney fees to establish the Foley Hoag Foundation. The firm hosted Dr. Theodore “Ted” Landsmark, a civil rights leader, and Stanley Forman, the Pulitzer Prize-winning photographer of the iconic “The Soiling of Old Glory.” Together, they reflected on the Boston busing crisis of 1976 and its lasting impact on racial equity. This powerful event, featured by GBH and The Bay State Banner, explored civil rights, history, and the ongoing fight for equity.

►

►

Honoring Black History Month’s Theme, “African Americans and the Arts”: This event offered a webinar for Black influencers, creators and entrepreneurs, focusing on protecting and maximizing intellectual property in a rapidly evolving and competitive marketplace.

ERSHIP SERIES PRESENTS:

LEAD FOLEY HOAG’S DE&I THOUGHT

r Business, Beyond Followers: Protecting You Era tal Digi the in ion utat Rep Assets and DeShauna N. Lee

Tanisha Edwards

Chris Denson

Natasha Reed

Brittany Saunders

Sherrod Seward

►

Neurodiversity in the Legal Profession: We explored the unique strengths and perspectives neurodivergent individuals bring to the profession and the steps organizations can take to foster an inclusive environment, shedding light on inclusion, accessibility and innovation.

FOLEY HOAG’S DE&I THOUGHT LEADERSHIP SERIES PRESENTS

Advancing Neurodiversity Inclusion in the Legal Profession: Insights and Innovations

Regina DeSantis

Caroline Laguerre-Brown

Salomon Chiquiar-Rabinovich

Angela Winfield

Accelerating Success Through Gratitude, Empathy and Connection: Chris Schembra, a renowned expert in workplace culture, addressed the growing issue of disconnection in today’s hyper-connected world. His session emphasized how gratitude and authentic connections can transform personal well-being and organizational success.

Pg. 15

►

Navigating Change: DE&I and the Second Trump Administration: To wrap-up the year, we hosted a discussion with our DE&I Solutions Group on navigating change within DE&I, particularly in preparation for a second Trump administration.

The Thought Leadership Series operates as a finely tuned initiative, with deliberate focus on curating timely and impactful topics that push the boundaries of traditional DE&I conversations. We intentionally seek out topics that are often overlooked and explore their intersections across industries, uncovering synergies, connections, and best practices that resonate widely.

The Thought Leadership Series represents the best of what DE&I can achieve: bold conversations, intersectional approaches, and a commitment to shaping a more inclusive future.

Pg. 16

THE CDO BOOK CLUB: FOSTERING INCLUSIVE DIALOGUE THROUGH LITERATURE This year, we launched a new initiative called The CDO Book Club, which aims to engage all firm-personnel in meaningful discussions around diversity, equity, and inclusion (DE&I) topics through the lens of literature.

OVERVIEW OF THE CDO BOOK CLUB The CDO Book Club is facilitated by our Chief Diversity, Equity and Inclusion Officer, Rosa J. Nuñez, and the DE&I team. During each meeting, participants come together to explore books that enrich their understanding of cultural differences, social justice and other crucial DE&I themes.

This initiative provides an opportunity for colleagues across departments and levels to connect, build relationships and engage in shared learning around these important topics. Participants also have the chance to interact directly with authors whose works are featured.

INAUGURAL BOOK SELECTION AND EVENT To kick off the CDO Book Club, the firm selected Unwavering: Rejecting Bias, Igniting Change, Celebrating Inclusion by Nellie Borrero, Managing Director - Senior Global Inclusion & Diversity Lead at Accenture. In honor of Hispanic Heritage Month this year, the firm hosted a special event where employees and clients were invited to engage in a discussion with Borrero about her book and insights on creating more inclusive workplaces.

Thereafter, a special book signing took place to deepen the engagement.

UPCOMING 2025 BOOK CLUB PLANS The CDO Book Club plans to explore new book selections in the coming months, diving deeper into topics such as allyship, inclusive leadership and strategies for building equitable organizations. Through the CDO Book Club, our firm aims to foster an environment of open dialogue, mutual understanding, and collective progress on critical DE&I issues. The CDO Book Club serves as a platform for shared learning and relationshipbuilding among all our colleagues while also offering opportunities to engage with external thought leaders and authors.

Pg. 17

FUELING THE FUTURE: CULTIVATING LEGAL TALENT Our firm opened its doors on the promise of hiring the best lawyers based on individual merit and without exclusion. These twin traditions of excellence and inclusiveness have remained guiding forces in the firm’s culture and in our goal of attracting lawyers across the spectrum of diverse experiences, skills and backgrounds that are essential for a high-performing firm that delivers the highest level of client service.

We regularly support and participate in conferences and job fairs organized by law student groups, local diverse bar associations and other organizations dedicated to addressing recruitment, retention and promotion of underrepresented groups in the legal sector. The firm actively participates in the Boston Lawyers Group’s Annual Diversity Job Fair, The Northeast Region Black Law Students Association Job Fair, and resume collection.

We are proud to partner with programs aimed to foster and develop the next generation of attorneys from underrepresented backgrounds in the legal industry, such as the Sponsors for Educational Opportunity, the Leadership Council on Legal Diversity, and the Law in Tech Diversity Collaborative and our firm sponsored Charles J. Beard II Fellowship.

Pg. 18

2024 SUMMER ASSOCIATES: PASSING THE BATON 878 Student Applications for General Summer Program from 92 Law Schools SUMMER CLASS 20 Students including 13 2Ls, 5 1Ls, 2 SEO Fellows Representing 11 Law Schools From 11 States

The 2024 Summer Associate Class included a BU ASPIRE Fellow (full-tuition scholarship aimed at educating and training law students who have demonstrated a commitment to antiracism, social justice and racial equity), a former AP Environmental Science teacher, and a Georgetown Singles Pickleball Tournament winner.

Vault Rankings for 2024 Summer Associate Class:

#11

#24

#26

#30

attorney interactions

overall ranking

social experiences

career development

Pg. 19

Pg. 20

CHARLES J. BEARD FELLOWSHIP: SPOTLIGHT ON 2024 FELLOWS

Our founders built the firm on the principle of hiring the very best talent based solely on individual merit. Guided by this legacy, we are deeply committed to fostering a diverse community of lawyers and business professionals whose varied backgrounds, skills, and experiences enrich our culture and strengthen the quality of our work. In line with this long-standing commitment, we established the Charles J. Beard Fellowship to support firstyear law students from backgrounds underrepresented in the legal profession.

Charles J. Beard

The fellowship is named in memory of Charles J. Beard, II, a trailblazer who became the first Black partner at a major Boston law firm during his tenure at Foley Hoag. He was renowned for his wisdom, wit and intellect, as well as his belief in the transformative power of education to unlock personal growth and opportunity for young people.

Fellowship recipients will join Foley Hoag as paid summer associates, gaining invaluable professional experience. Additionally, they will receive a scholarship to help cover law school tuition, supporting their journey toward a successful legal career.

2024 CHARLES J. BEARD FELLOWS:

Annabelle Halliday

June (Jiarui) Wang

Georgetown University Law Center

Columbia Law School Pg. 21

Pg. 22

CLEARING HURDLES: DE&I BILLABLE INSIGHTS ► Number of lawyers with billable hours:

► Number of lawyers with DE&I hours:

► Percent of lawyers with DE&I hours:

► Sum of DE&I hours:

► Average DE&I hours per lawyer with DE&I hours:

► Sum of annualized DE&I hours:

375

65.1%

Since launching our DE&I Billable Hours Policy in 2021, we have reaffirmed our commitment to making diversity, equity, and inclusion a core component of our firm’s mission and strategy. By granting billable credit for time spent on DE&I initiatives, we recognize and reward these efforts as essential to our long-term strategic mission and goals. This policy aligns seamlessly with our existing credit policies for pro bono work and legal recruitment, underscoring that DE&I is as critical to our success as any client-facing work.

12.4

244

3,026.1

3,573.3

► Average annualized DE&I hours/lawyer with DE&I hours:

14.6

Pg. 23

MANSFIELD CERTIFICATION & REACHING NEW HEIGHTS We are proud to announce that Foley Hoag has once again achieved Mansfield Certification Plus status from Diversity Lab for the 2023-2024 certification cycle.

The Mansfield Rule sets the gold standard for advancing diversity in law firm leadership, requiring firms to consider at least 30% women, lawyers from underrepresented racial/ethnic groups, LGBTQ+ lawyers and lawyers with disabilities for top roles, client pitches and key pipeline activities.

This marks the third consecutive year that Foley Hoag has earned Mansfield Certification Plus, a recognition that reflects not only our commitment to equitable consideration but also our achievement of 30% representation in key areas.

Additionally, it highlights our transparency in advancement and compensation processes, underscoring our steadfast dedication to equity and inclusion across the firm.

Our engagement with Diversity Lab extends beyond certification. This year, we proudly participated in two of its signature initiatives:

MANSFIELD CLIENT FORUMS Our partnership with Diversity Lab continues to thrive through the annual Mansfield Client Forums, which bring together newly promoted partners from Mansfield Certified firms and in-house counsel from leading Fortune 1000 companies. These forums provide a valuable platform for learning, relationship-building and knowledgesharing—fostering new business connections while advancing diversity and inclusion across the legal profession.

Foley Hoag also participated in Diversity Lab’s 2024 Movements to Movements Hackathon, a five-month collaboration involving over 100 legal department leaders, law firm partners and DE&I experts. The Hackathon’s goal was to develop innovative solutions to two critical challenges: 1.

Community: Strengthening DE&I efforts to withstand economic downturns, leadership changes, and anti-DE&I rhetoric.

2.

Inclusive Talent Systems: Improving workplace practices to ensure fair access to high-quality work, sponsorship and client opportunities for historically underrepresented lawyers.

Our 2024 Participants:

Bryant Godfrey HEALTHCARE

Mark Potash BUSINESS

Sumi Sedor BUSINESS

Arsalan Suleman ILAD

Ben Weisman LITIGATION Pg. 24

MOMENTS TO MOVEMEMTS HACKATHON

Our Chief DE&I Officer, Rosa Nuñez, served as the DE&I Advisor for Team SEALPro (Seeking Equitable Assignments for Lawyers). The team’s solution proposed an innovative dashboard designed to: ►

Enable assigning lawyers to view, in real time, team members’ availability and identify those seeking professional development opportunities.

►

Provide clients with visibility into project staffing, lawyer demographics and firm metrics.

►

Allow clients to deliver direct feedback to high-performing attorneys.

Team SEALPro’s impactful and forwardthinking solution resonated strongly with attendees, earning them the Crowd Favorite award.

Team Members: Evan Parness, Covington; Shannon McNeal, Davis Wright Tremaine; Danielle DeVito-Hurley, Gunster; Nichole Valeyko, Merck; Ashlei Ferguson, Microsoft; Jay Williams, Orrick; Michelle D. Nickel, Toyota Motor Credit Corporation; Amie Siebert, Zip Co US. We remain proud of our continued partnership with Diversity Lab and our active role in driving meaningful change across the profession.

Pg. 25

MENTORSHIP: GUIDING THE NEXT TORCHBEARERS At Foley Hoag, our formal mentoring programs are designed to support attorneys at every stage of their careers, fostering growth, connection and success.

Pg. 26

A Foley Hoag Mentoring Program

REACH, launched in 2018, pairs 1L law students with Foley Hoag attorneys to build skills, confidence and exposure to the profession. Our partnership with the Leadership Council on Legal Diversity (LCLD) further amplifies this impact, increasing visibility while shaping the next generation of diverse leaders.

ELEVATE ensures that all first-year and lateral associates are paired with dedicated mentors who provide personalized guidance, career advice and a strong support network. First-year associates are matched with a partner mentor outside their department, offering broader perspectives and additional support, while lateral associates are paired with a DE&I Committee member to assist with their seamless integration into the firm.

Since 2013, The Women’s Mentoring Circles have empowered Foley Hoag’s women and nonbinary attorneys by fostering meaningful connections with peers and mentors. These circles inspire professional and personal growth, celebrate achievements and provide an affirming space for participants to reach their goals.

Together, these programs reflect Foley Hoag’s commitment to cultivating a culture of mentorship and inclusion, empowering attorneys to thrive throughout their careers.

Pg. 27

ACCESS TO JUSTICE

ECONOMIC OPPORTUNITY

SOCIAL IMPACT

Asserting the legal rights of under-resourced and historically marginalized individuals and communities, including advancing r acial and social justice and human rights.

Working to expand economic opportunity for under-resourced individuals and minority and women owned small businesses.

Advising organizations and companies making a positive social or environmental impact on society.

PRO BONO IMPACT: SERVING WITH PURPOSE Our dedication to pro bono work is woven deeply into the fabric of our firm’s identity. This commitment is not only a pillar of our values but also an actionable approach to advancing social justice, diversity, equitable access, and community engagement. We envision a world where justice is a right accessible to all, and each pro bono initiative brings us closer to this vision.

Pg. 28

In a time marked by urgent social issues, we have seized the opportunity to assess our role and deepen our commitment to meaningful change. Our attorneys have risen as champions for justice, using their expertise to uplift and empower individuals and communities in critical need. Our pro bono efforts have centered on three core impact areas, where our legal team has provided support that extends beyond individual cases, generating far-reaching effects across the communities we serve.

► Clients Served:

360+

► Afghan Families:

11

► Total hours:

► Immigrant Minors :

► Volunteers:

► DV/SA Survivors:

27,474 353

► 50+ hours:

144

► Unique matters:

441

► Asylum Seekers:

19

10

27

► Veterans:

6

► Legal Clinics & Hotlines:

20

► Human Rights Matters:

40

► Immigration Matters:

53

► Reproductive Rights Matters:

17

► Voting Rights Projects:

7

► Nonprofits, Small Businesses, Social Enterprises:

200+

► Legal Services Partner Organizations:

This year, our attorneys’ dedication to pro bono work has achieved meaningful results that we are proud to showcase. Every hour they devoted has sparked a ripple effect of positive change— uplifting individuals, empowering communities and reinforcing our collective commitment to a fair and accessible legal system. Through these efforts, Foley Hoag continues to demonstrate that pro bono is not just part of what we do; it’s a defining part of who we are, helping us contribute to a more just and equitable society.

70+

Pg. 29

SELECTED PRO BONO MATTERS OF THE YEAR Advising U.S. Western Sahara Foundation on Human Rights Advocacy

Client Who Suffered Violence and Discrimination Due to Sexual Orientation Granted Asylum

Major Win for Individuals with Disabilities living in Nursing Homes

Gare Smith

Isa Mirza

Jesse Alderman

Kevin Chen

Kristyn Bunce DeFilipp

Andrew London

PARTNER, ADMINISTRATIVE

SENIOR ADVISOR, ADMINISTRATIVE

PARTNER, ADMINISTRATIVE

ASSOCIATE, ADMINISTRATIVE

PARTNER, LITIGATION

PARTNER, LITIGATION

Pg. 30

PRO BONO COMMITTEE

Advising a Children’s Media Start-Up in a $300K SAFE Financing

Rebecca Cazabon

Christina Hioureas

Jonathan Keselenko

Pro Bono Counsel

Partner, International Litigation & Arbitration

Partner, Litigation

Erin Klein

Jeffrey Lewis

Partner, Business

Partner, Intellectual Property

Secured $2.7M in a Civil Rights Lawsuit on Behalf of a Black Artist and Teacher Assaulted by a White Supremacist Group

Patrick Connolly

Silvia Mavares

Jim Gross

Tony Mirenda

PARTNER, BUSINESS

ASSOCIATE, BUSINESS

PARTNER, LITIGATION

PARTNER, LITIGATION

TO LEARN MORE OF OUR PRO BONO EFFORTS SCAN HERE

Pg. 31

PURPOSE ILLUMINATED: THE WORK OF THE FOLEY HOAG FOUNDATION TRUSTEES

Samita Ali-Khan Partner FOLEY HOAG LLP

Mossik Hacobian

James T. Montgomery, Jr.

Jeffrey B. Mullan

Jeanne Pinado

Executive Director

Partner

Partner

Executive Vice President

FOLEY HOAG LLP

FOLEY HOAG LLP

COLLIER INTERNATIONAL

HIGHER GROUND

EXECUTIVE DIRECTOR

Pg. 32

GRANT REVIEW COORDINATORS

Madeleine K. Rodriguez

Lexi Stacy

Peter A. Sullivan

Iulia Padeanu Mellon

Partner FOLEY HOAG LLP

Associate FOLEY HOAG LLP

Partner FOLEY HOAG LLP

Associate FOLEY HOAG LLP

The Foley Hoag Foundation remains resolute in its commitment to act as a catalyst for change and an unwavering ally in the communities we serve. Emerging from the historic victory of Morgan vs. Hennigan, Boston’s landmark school desegregation case, the Foundation was born from a spirit of social justice. From the bold actions of Foley Hoag’s partners, who transformed their awarded attorney fees into a source of support for equity and community engagement, our Foundation has continued to evolve—driven by the spirit of creating transformative impact.

This year, as we honor the 50th anniversary of that pivotal decision, we reflect on our origins—where the seeds of equity and inclusion were first planted and a foundation committed to enduring change was forged.

To commemorate this milestone, we hosted a series of reflections and dialogues, uniting community leaders, partner organizations and allies of the firm. Together, we celebrated our shared progress and reaffirmed our dedication to the critical work that still lies ahead.

Driven by a profound sense of purpose and responsibility, the Foundation focuses on dismantling inequity in its various forms, including work that reduces racial, ethnic, gender and wealth disparities and promoting social justice, access to societal resources, and recognition in the inherent dignity of all people across Greater Boston, New York City and metropolitan Washington, D.C. The Foundation recently announced that in 2025, we will proudly expand our reach to Denver, Colorado, further solidifying our commitment to tackle the intersecting injustices faced by communities in the firm’s U.S. cities.

The Foundation’s journey in 2024 has been a powerful convergence of passion and purpose. Through strategic grant-making, we awarded 52 to grantees to support their programs and initiatives, totaling $300,550.

These efforts are not just numbers—they are lifelines, directly impacting the lives of countless individuals. The initiatives we supported broke down barriers, amplified marginalized voices and created opportunities for knowledge-sharing and wealth-building.

Today, our mission feels more urgent and essential than ever. Our work is guided by a dedicated five-member Board of Trustees— including three Foley Hoag partners—who remain committed to our mission. Alongside them, Foley Hoag’s attorneys and business services professionals lend their expertise to evaluate grant proposals and recommend worthy recipients.

Their active involvement is more than a professional duty; it reflects our shared belief that true transformation begins with creating access and building pathways alongside the communities we serve. By investing in people and supporting organizations rooted within these communities, we help foster equitable outcomes that empower individuals and uplift entire neighborhoods. When we invest in the strength and potential of the community itself, we enable healthier, more resilient communities to thrive independently, paving the way for a sustainable future where opportunity and justice flourish for all.

To learn more about our Foundation: Pg. 33

SUSTAINABILITY IN FOCUS: WHERE DE&I MEETS ENVIRONMENTAL PROGRESS We recognize that diversity, equity, and inclusion (DE&I) and environmental, social, and governance (ESG) are not just complementary values—they are critical, interconnected pillars driving the long-term success and sustainability of our business and society. We are committed to taking actionable steps to integrate corporate social responsibility and environmental stewardship into every aspect of our operations.

Our commitment extends beyond our internal efforts, as we actively partner with clients to reduce environmental risks, minimize carbon footprints, and develop innovative, sustainable practices. We believe that by fostering both equity and sustainability, we can create a lasting impact, ensuring a healthier, more equitable world for future generations.

Pg. 34

KEY UPDATES THIS YEAR: ►

Development of a robust data collection process, establishing communication with utility providers for energy consumption data, finance teams for cost and resource tracking, and building management for operational insights.

►

Vendor engagement to address Scope 3 emissions from purchased goods and services, a significant source of emissions in the supply chain. We have also introduced supplier diversity and small business owners as a key factor when evaluating new partnerships.

►

Employee commuting survey to enhance data quality and improve the accuracy of our Scope 3 employee commuting emissions reporting.

►

Composting and procurement of compostable goods to reduce operational waste and minimize the amount sent to landfills.

Pg. 35

THE GOLD MEDAL STANDARD: DE&I SOLUTIONS FOR CLIENTS DE&I COUNSELING, DEFENSE & INVESTIGATIONS • Investigations • Assessments • Counseling • Education • Labor & Employment

Chris Escobedo Hart

Christopher Feudo

Madeleine K. Rodriguez

Partner Co-Chair, Privacy & Data Security Practice

Partner Co-Chair, Labor and Employment Practice

Partner Co-Chair, Education Industry Group

Rosa J. Nuñez

DeShauna N. Lee, J.D.

Chief DE&I Consultant

Consultant

DE&I CONSULTING SERVICES • Workplace Culture Assessments and Policy Reviews • Strategy Design and Action Planning • Employee Engagement and Communications Pg. 36

• Crisis Management and Resolution • Training and Education • Leadership Coaching Services

COLLABORATIVE PARTNERSHIPS: STRENGTHENING TIES AND SPONSORSHIPS ►

Arab American Bar Association of Massachusetts

►

Massachusetts Black Lawyers Association

►

South Asian Bar Association of Greater Boston

►

Asian American Lawyers Association of Massachusetts

►

Massachusetts Black Women Attorneys

►

Sponsors for Educational Opportunity

►

►

GLBTQ Legal Advocates & Defenders

►

Massachusetts LGBTQ Bar Association

The Leadership Council on Legal Diversity

►

Law School... Yes We Can!

►

►

►

Law School Admission Council (LSAC) Equity and Access Fund

National Association of Muslim Lawyers

Women’s Bar Association of the District of Columbia

►

National Association of Women Lawyers Pg. 37

AWARDS & HONORS: RECOGNIZING EXCELLENCE IN PROGRESS U.S. News Best Companies to Work For: 2024 Best Companies to Work For: Law Firms” ratings

Best Organizations for Equal Advancement Opportunity, issued

by ParityLIST

#27 Vault Best Racial & Ethnic Diversity

#22 Vault Best Firms for LQBTQ+ Individuals

Pg. 38

Named in Massachusetts Lawyers Weekly’s inaugural Diversity, Equity & Inclusion Spotlight

Ranked #8 among midsize firms by Law360’s Diversity Snapshot

Recognized as a “Best Place to Work for LGBTQ+ Equality on the Corporate Equality Index, issued by The Human Rights Campaign Foundation

Mansfield 202324 Certified Plus status, issued by Diversity Lab

Law360 Pulse Leaderboard

Law360 Social Impact Leaders and Prestige Leaders

Compass Award, issued by Leadership Council on Legal Diversity (LCLD)

OLYMPIANS OF DE&I: MEET THE TEAM

ROSA J. NUÑEZ

DESHAUNA N. LEE, J.D.

TONY GIANNOTTI

XHIDAE OTAM

Position:

Chief DE&I Officer

Position:

DE&I Manager

Position:

DE&I Specialist

Position:

Hometown:

Santo Domingo, DR

Hometown:

Cleveland, OH

Hometown:

Sarasota, FL

Hometown:

DE&I Coordinator New York, NY

DE&I Guiding Principles:

DE&I Guiding Principles:

DE&I Guiding Principles:

DE&I Guiding Principles:

The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.

My mission in life is not merely to survive, but to thrive; and to do so with some passion, some compassion, some humor, and some style.

We will all profit from a more diverse, inclusive society, understanding, accommodating, even celebrating our differences, while pulling together for the common good.

The arc of the moral universe is long, but it bends towards justice.

- Dr. Martin Luther King Jr.

- Maya Angelou

- Dr. Martin Luther King Jr.

- U.S. Supreme Court Justice Ruth Bader Ginsburg

Pg. 39

THE STAGE IS SET FOR

Pg. 40

TOMORROW’S TRIUMPHS