Foley Hoag Diversity, Equity and Inclusion Annual Impact Report 2023

THE LIGHT WE CARRY: Paving the Way Forward

A MESSAGE FROM THE LEADERSHIP

Welcome to our first Diversity, Equity & Inclusion (DE&I) Impact Report, a testament to Foley Hoag’s commitment to a diverse and inclusive legal community. Our theme is “The Light We Carry: Paving the Way Forward.” This report provides an overview of our representation, recruitment strategies, training/ mentoring programs, and community engagement efforts, offering stakeholders a transparent view of our firm’s commitment and our tangible impact over the past year. It also celebrates the talent that makes our firm shine. We are inspired by the passion, expertise, and resilience of our colleagues who have made a positive difference for our clients, profession, and society.

Since our founding, Foley Hoag has been a leader and catalyst for change in the legal industry and beyond. We hire the best lawyers and business services professionals, regardless of religion, race, gender, or any other factor. We value the diversity of perspectives and experiences that enrich our work and our world. As you read this report, we invite you to reflect on the unique contribution of every person in the firm. Our unity in working together on these DE&I initiatives signals a future of growth and success.

“The Light We Carry: Paving the Way Forward” and our stories remind us that our journey is about reaching goals and making a lasting impact and legacy. It reminds us that together, we are powerful, and there is no challenge that we can’t overcome. Let’s move forward!

CHIEF DIVERSITY, EQUITY & INCLUSION OFFICER

Jim Bucking MANAGING PARTNER

Rosa J. Nuñez

Jeff Collins MANAGING PARTNER

THE COMMITTEE ON DIVERSITY, EQUITY & INCLUSION

The Committee on Diversity, Equity & Inclusion acts as an advisory body to firm management and the Diversity, Equity & Inclusion Department on matters regarding DE&I across the firm.

Co-chaired by the firm’s Chief Diversity, Equity & Inclusion

ONE TEAM, ONE FOCUS

Officer and a member of the firm’s Executive Committee, the Committee is comprised of lawyers and business professionals of varying backgrounds, experiences, and perspectives.

Rosa J. Nuñez CHIEF DIVERSITY, EQUITY & INCLUSION OFFICER

Mital Patel ASSOCIATE

Christina Beharry PARTNER

Natasha Reed PARTNER

Jim Bucking MANAGIING PARTNER

Jeff Collins MANAGIING PARTNER

Scott Fortier CHIEF HUMAN RESOURCES OFFICER

Benjamin Vaughan ASSOCIATE

Jordana Glasgow ASSOCIATE DIRECTOR PROFESSIONAL DEVELOPMENT

Ryan Rourke Reed PARTNER

Leah Rizkallah ASSOCIATE

Devlyn Tedesco COUNSEL

Kenneth Leonetti PARTNER

Tafadzwa Pasipanodya PARTNER

James Montgomery PARTNER

Heejin Choi MANAGER OF LAW STUDENT RECRUITING & CAMPUS OUTREACH

A JOURNEY OF RADIANT GROWTH

From its beginnings, Foley Hoag has led advancements in social justice, diversity, equity, and inclusion. The firm was founded on the principle of hiring the best lawyers, regardless of religion, at a time when Boston’s legal market was segregated into Jewish, Protestant, and Catholic firms. Its commitment to inclusion also extended to race, from promoting Charles Beard, the first African American partner at a large Boston law firm, to winning a landmark school desegregation case and launching the Foley Hoag Foundation. Select highlights include:

PRO BONO PROGRAM

Foley Hoag’s pro bono program ranks among country’s best. For years, Foley Hoag lawyers have engaged in major litigation involving reproductive rights, the rights of people with disablities, racial justice, immigration rights, education fairness, LGBTQ rights, and voting rights.

INTERNATIONAL HUMAN RIGHTS

The Foley Hoag Foundation was established in 1980 with fees the firm was awarded in its successful representation of the plantiffs in Boston’s School desegregation case. Originally created to combar racism in Boston, the Foundation now focuses on funding organizations working to eliminate inequality in all forms (including racial, ethnic, gender, and wealth disparities) in each U.S. community in which Foley Hoag has an office. Since its inception, the Foley Hoag Foundation has made more than 750 grants totaling nearly $3 million.

In 2020, a Foley Hoag team from the Washington, D.C., Paris, and Boston offices helped Republic of the Gambia secure a unanimous and binding order from the international Court of Justice to prevent further acts of genocide, from occuring against the Rohingya ethnic group in Myanmar. The Court approved provisional measures requested by The Gambia, and rejected entirely Mayanmar’s request for the Court to dismiss the case. The Court concluded that the Rohingya who remained in Myanmar were at risk of ongoing genocidal acts, and that they needed the urgent protection of the Court during the pendency of the case.

That same year another Foley Hoag team from the New York, Washington, D.C., and Boston offices successfully challenged President Trump’s executive order that imposed sanctions against officials of the International Criminal Court, which investigates and prosecutes war crimes, genocide and crimes against humanity. The firm obtained a preliminary injunction on behalf of the Open Society Justice Initiative and four law professors who argued their freedom of speech was unconstitutionally violated by the order and prevented them from aiding the ICC in pursuit of human rights and international justice.

Foley Hoag played an integral role in Boston’s early civil rights struggles when the firm represented the plantiffs in a 1970’s federal lawsuit that brought desegregation to Boston Public Schools

2013

With inspiration from the Women’s Bar Association, retired partner Julia Huston and other women partners at the firm launched the Women’s Mentoring Circles as a unique opportunity to discuss topics in a confidential and intimate forum.

2020

A new and independent department focused on DE&I emerged with Director Rosa J. Nuñez at the helm, reporting directly to the managing partners.

In 2020, the firm joined the ACLU of Louisiana’s Litigation campaign to challenge racially discriminatory policing. The initiative, called “Justice Lab: Putting Racist Practices in Policing on Trial,” seeks, over time and in a sustained fashion, to bring up to 1,00 cases in Louisiana challenging stops and seizures under the Fourth and Fourteenth Amendments. Louisiana has the highest incarceration rate in the world and the ratio of police officers to residents is the highest of any state in the country. By focusing intensive efforts on a single state, Justice Lab aims to test the impact that litigation has on police conduct.

The firm undertook its first case the following year, suing three Jefferson Davis Parish SHeriff Officers for the unlawful use of a Taser on a 30-year old Black man, who was inside his parents’ home with his family, when the officers entered the home without permission. We anticipate taking on many more cases as part of this important effort to reform our criminial justice system.

2023

Nuñez elevated to the inaugural Chief DE&I Officer position. Firm strengthens internal and external relationships, earned unprecedented accolades for diversity commitment, and launches new DE&I Consulting Services to meet clients’ needs.

Following George Floyd’s muder in 2020, the firm funded a special grant round by the Foley Hoag Foundation to distribute to organizations in the Boston, New York City, and Washington, D.C areas engaging in racial justice work.

OUR MULTI-YEAR STRATEGIC AREAS OF FOCUS

At Foley Hoag, we cherish our people as our greatest assets and the cornerstone of our success. Thus, we formulated a strategy that positions our people and their daily endeavors at the focal point of our DE&I efforts.

In 2020, we introduced our inaugural DE&I Strategic Plan, delineating three pivotal strategic areas of focus that articulated our vision, objectives, and priorities in advancing DE&I throughout our firm and beyond. This plan took shape through a collaborative and purposeful process involving Managing Partners, the DE&I Committee, key stakeholders, business services professionals, and client input.

Substantial progress has been achieved in the designated areas of focus.

We recognize that achieving our DE&I objectives requires ongoing commitment, innovation and adaptation. Acknowledging that the challenges and barriers we confront stem from deep-seated systemic inequities that cannot be resolved overnight. Therefore, we view our DE&I Strategic Plan as a living document that will evolve and adjust as we learn, grow and respond to the changing needs and realities of our firm, our clients and our society.

SHINING LIGHT ON OUR WORKFORCE

Female

Overall**

People of Color 34.06% White 65.94%

LEGAL PERSONNEL BUSINESS SERVICES PROFESSIONALS

People of Color 29.75% White 70.25%

People of Color 39.58% White 60.42%

SELF-REPORTED LGBTQ+ 6.25%

SELF-REPORTED PEOPLE WITH DISABILITIES 3.66%

SELF-REPORTED VETERAN STATUS 1.3%

CULTIVATING INCLUSIVE COMMUNITIES AT WORK

We are thoughtful in maintaining practices and resources that support and encourage our people to enjoy long and productive working careers at our firm. The support given to our affinity groups helps to ensure their work aligns with the firm’s expectations to enhance cultural awareness, bridge communities, and influence company policy and workplace culture. In addition, the DE&I Manager serves as the primary contact to the affinity groups, provides a sustainable infrastructure for strategic success and offers direction to continue to scale efforts for further impact.

Each group is assigned a Partner Advisor. The Partner Advisor serves as a powerful catalyst in the maturity of our affinity groups and helps bridge the gap between leadership’s expectations and the groups’ successes. Additionally, our Professional Development Department adds credibility and supports the affinity groups’ co-chairs by drawing connections between actions in leading an affinity group to core competencies that can be included in the co-chairs’ annual performance reviews.

OUR AFFINITY GROUPS INCLUDE:

ACCESS was established as a forum to allow professionals at Foley Hoag who identify as persons with disabilities, caregivers, and/or allies to share experiences, discuss issues affecting communities of people with disabilities, and to amplify the voices of all professionals at Foley Hoag who have disabilities.

Agents of Change is dedicated to expanding awareness about racial and social issues related to DE&I matters, at large. It serves as a venue for sustained self-education and discussion.

AA PI

Asian American Pacific Islander (AAPI) Affinity Group is intended for all AAPI-identifying individuals at the firm and is dedicated to providing a safe space for community building, discussion and member engagement. The group partners with the DE&I Department, external organizations and internal affinity groups to deliver thought-provoking events centered on knowledge building, professional development and personal growth.

Black Attorneys Collective (BLAC) is intended for Black attorneys at Foley Hoag (including associates, partners, summer associates, and international lawyers and associates). BLAC is inclusive of Black-Americans, African-Americans, Afro-Latinx individuals, and all others who identify as members of the African or Black diaspora.

FirstGEN

FirstGEN is dedicated to celebrating and supporting attorneys who are the first in their family to enter the legal profession. Recognizing the barriers and inequities that first-generation attorneys overcome, FirstGEN aims to empower its members through peer-to-peer mentorship, community-building events and offerings, and programs geared towards career development.

A Foley Hoag Affinity Group

A Foley Hoag Affinity Group

PRISM

PRISM’s mission is to create a welcoming and safe space for all self-identifying LGBTQ+ legal and business services professionals. PRISM’s goals are to honor and celebrate the diversity that exists within the LGBTQ+ spectrum.

Women Associates Group’s mission is to serve as a safe space for discussion of issues affecting women in and outside of the firm; promote advancement of women in the firm; promote internal networking; and facilitate discussions of current events affecting women professionals.

Women’s Forum

A Foley Hoag Affinity Group

Women’s Forum aims to cultivate women leaders. The Forum is focused on the recruitment, retention, career advancement, and business development activities of women attorneys.

La Asociación Latina is comprised of Hispanic/Latinx employees who seek to provide a platform to highlight the myriad contributions to the vitality of Foley Hoag’s work made by the firm’s Hispanic or Latinxidentifying attorneys, paralegals, and business services professionals.

Womxn of Color’s mission is to support all Foley Hoag members identifying as “womxn” of color, including cis- and trans-women, and femme and/or feminineidentifying, nonbinary individuals. The group provides a space that promotes their advancement, builds leadership, and strengthens their voices, to allow for the development of the individual womxn’s and firm’s highest potential, in line with our business purpose and the ever-changing market.

A Foley Hoag Affinity Group

BUILDING BLOCKS OF CONSCIOUSNESS

All firm personnel have access to a myriad of in-house trainings and interactive workshops on a range of topics, including:

• Three virtual, on-demand DE&I training programs, focusing on the basics of DE&I, identity and belonging, inclusive communication, power, privilege, unconscious bias, among additional topics, such as generational differences.

• Workshops on the impact of mental health on the workplace and the legal community.

• Practicing allyship with trans, nonbinary and gender diverse people.

• Exploring Everyday Bias which delivers information on how to identify, understand, and mitigate our unconscious biases in the workplace.

We are passionate about investing in our people and growing our talent. We offer a vast array of innovative learning and development opportunities, educational events, programs, and resources that aim to engage, support, empower, and celebrate attorneys and business services professionals of historically underrepresented backgrounds in the legal industry.

• Our firm recently partnered with Leadership Counsel on Legal Diversity (LCLD), a collective of 400 corporate chief legal officers and law firm managing partners, working to build a more open and diverse legal profession. One key benefit is our ability to now participate in LCLD’s Pathfinder and Fellows Programs which are comprehensive leadership development programs designed for early- and mid-level top-performing lawyers from historically underrepresented backgrounds.

Allison Anderson

LCLD FELLOW LITIGATION PARTNER

Christan Garcia PATHFINDER LITIGATION ASSOCIATE

Alex Somodevilla PATHFINDER HEALTHCARE ASSOCIATE

COLLABORATIVE SYNERGY TO ADVANCE DE&I AWARENESS

Please register here to receive electronic invitations to our events.

Launched in 2022, the Foley Hoag DE&I Thought Leadership Series brings together legal professionals, firm clients, partner organizations, and rising law students in discussions of current DE&I topics and trends.

The Foley Hoag DE&I Thought Leadership Series is open to external audiences to encourage collaborative conversations on how DE&I implementation extends beyond our internal policies. Through this series, we explore the multifaceted nature of DE&I and its effects on the many industries and communities that Foley Hoag represents as a firm and a culture.

Select well-received, recent events in this series include:

• Client Perspectives on DE&I

• In Honor of Black History Month: Glenn Singleton of Courageous Conversations

• The Role of DE&I in the Cannabis Industry

• Labor and Employment Law Considerations When Implementing DE&I

• In Honor of AAPI Heritage Month: Beyond Black and White: An Asian American Perspective on Race

• In Honor of LGBTQ+ Pride Month: An Intersectional Fireside Chat with Mr. Kenneth Reeves

• The Supreme Court Ended Race Conscious Admissions But What Happens Now?

• Summit for Health Equity

My favorite DE&I events in 2023 were the Conversation with Justin Kang of Visible Hands, for AAPI Heritage Month; and the Intersectional Fireside Chat with Kenneth Reeves, for Pride Month. Through these events (and others), I’ve learned more about the challenges the intersections of historically underrepresented identities pose for people across a wide array of industries. I commit to fostering an inclusive environment by seeking out opportunities to work with and mentor colleagues who are from populations that are historically underrepresented in the legal field.

Ben Vaughan ASSOCIATE

Featured Speakers (Clockwise from L): Justin Kang, Glen Singleton, Kenneth Reeves, Jonathan Allen, Derrick Young Jr.

REMOVING BARRIERS

We launched our DE&I Billable Policy in 2021 that gives billable hour credit for time spent on DE&I initiatives. This policy reflects our recognition of DE&I as an integral part of our longterm strategic mission and goals, and the shared responsibility of everyone at the firm to advance them. This policy removes barriers of participation and fully recognizes those who invest their time in DE&I activities. It also aligns with our existing policies that give credit for pro bono work and legal recruitment, which are also integral to our firm’s mission and values. By treating DE&I, pro bono, and legal recruitment as billable work, we are sending a clear message to our attorneys, timekeepers, our clients, and our peers that we value and reward these contributions as much as any other work we do. These activities are essential for creating an equitable and inclusive culture within our firm, as well as enhancing our ability to deliver excellent and innovative legal services to our diverse and global clientele.

3,206.3

Our goal is to create a strongly inclusive culture, where every attorney feels they can bring their authentic self to work. That doesn’t happen without ongoing focus and effort. Many of our attorneys have been investing heavily in DE&I initiatives, which are so important to our firm and its fabric. We wanted them to know that their efforts were being counted, including for salary and bonus purposes. We want our people to feel energized and engaged about DE&I at Foley Hoag. Ultimately, we’ll measure success by whether the firm creates and sustains that culture.”

Jeff Collins MANAGING PARTNER

GLOWING WHILE GROWING: OUR WOMEN IN LEADERSHIP

EXECUTIVE COMMITTEE

PARTNERS IN CHARGE OF OFFICES

DIRECTORS

DEPARTMENT CHAIRS

Teresa Martland PARTNER

Hathaway Russell PARTNER

Sarah Bennett DIRECTOR OF RESEARCH SERVICES

Rebecca Cazabon PRO BONO COUNSEL

Rosa J. Nuñez CHIEF DIVERSITY EQUITY & INCLUSION OFFICER

Nicole Archibald CHIEF LEGAL RECRUITING OFFICER

Kate Boucher CHIEF BUSINESS DEVELOPMENT OFFICER

Cindy Lewiton Jackson CHIEF PROFESSIONAL DEVELOPMENT OFFICER

Karen Campbell CHIEF INFORMATION OFFICER

Jennifer Thorsen ASSISTANT GENERAL COUNSEL AND DIRECTOR OF CONFLICTS, INTAKE AND INFORMATION GOVERNANCE

Christina Beharry WASHINGTON D.C.

Alison Bauer NEW YORK

Natasha Reed NEW YORK

Diana Paraguacuto-Mahéo PARIS

Veronica Renzi WASHINGTON D.C.

Brooke Yates DENVER

Diana Paraguacuto-Mahéo GLOBAL CO-CHAIR, INTERNATIONAL LITIGATION & ARBITRATION

Christina Hioureas PARTNER, GLOBAL CO-CHAIR, INTERNATIONAL LITIGATION & ARBITRATION

Kristyn DeFilipp CO-CHAIR, LITIGATION

Caroline Donovan CO-CHAIR, LITIGATION

Barbara Fiacco CO-CHAIR, INTELLECTUAL PROPERTY

Erin Estey Hertzog CO-CHAIR, HEALTHCARE

Erica Rice PARTNER, CO-CHAIR, BUSINESS

Foley Hoag Recognized by Law360, Vault and Mass. Lawyers Weekly for DE&I Commitment

PRACTICE CHAIRS ADMINISTRATIVE LAW

Named in Massachusetts Lawyers Weekly’s Inaugural Empowering Women List (2023)

INTELLECTUAL PROPERTY

DeAnn

Nicole Kinsley CO-CHAIR TRADEMARK, COPYRIGHT & UNFAIR COMPETITION

Natasha

BUSINESS LAW

INDUSTRY VERTICALS

Diana

Paraguacuto-Mahéo

INTERNATIONAL LITIGATION & ARBITRATION LITIGATION

CO-CHAIR, SOVEREIGN STATES

Christina Hioureas CO-CHAIR, SOVEREIGN STATES

Barbara Fiacco CO-CHAIR, PATENT LITIGATION

Carol Holahan CO-CHAIR, ENERGY, ENVIRONMENTAL & LAND USE

Carol Holahan CO-CHAIR, ENERGY & CLIMATE

Jessica Turko CO-CHAIR, TECHNOLOGY

Lisa Wood CO-CHAIR, PROFESIONAL SERVICES

Susan Abelleira CHAIR, PATENT RIGHTS STRATEGY & MANAGEMENT

Smith CO-CHAIR, PTAB PROCEEDINGS

Reed CO-CHAIR, TRADEMARK, COPYRIGHT & UNFAIR COMPETITION

Christina Hioureas CHAIR, UNITED NATIONS

Clara Brillembourg CO-CHAIR, LATIN AMERICA

Tafadzwa Pasipanodya CHAIR, AFRICA

Lisa Wood CO-CHAIR, ANTITRUST & TRADE REGULATIONS/ACCOUNTANTS & PROFESSIONAL LIABILITY DEFENSE/ SECURITIES

Alison Bauer CO-CHAIR, BANKRUPTCY & RESTRUCTURING

Amy Haberman CHAIR, IMMIGRATION Lynn Neils CO-CHAIR, WHITE COLLAR CRIME & GOVERNMENT INVESTIGATIONS

Brooke Yates CO-CHAIR, INSURANCE RECOVERY

Allison Anderson CO-CHAIR, LABOR & EMPLOYMENT

Stacie Aarestad CO-CHAIR, CAPITAL MARKETS

Jen Audeh CO-CHAIR, SBIC

Sarah Cooleybeck CO-CHAIR, LICENSING & STRATEGIC ALLIANCES

Sara Mattern CO-CHAIR, ECVC

Shrutih Tewarie CO-CHAIR, TRADE SANCTIONS & EXPORT CONTROLS

Carine Le Roy-Gleizes CO-CHAIR, ENVIRONMENTAL & ADMINISTRATIVE LAW

Martha Coakley CO-CHAIR, STATE AG INVESTIGATIONS

Erica Rice CO-CHAIR, CANNABIS

Madeleine Rodriguez CO-CHAIR, EDUCATION

A SOURCE OF LIGHT FOR OTHERS

The firm’s Business Operations Department and the DE&I Department, along with the internal Sodexo Food Services Team, launched the Community Lunch Program as a monthly initiative to showcase and support minority-owned and operated restaurants in our Boston, D.C., and New York offices.

Through this effort, we invited local restaurateurs to cater lunch for our professionals, featuring a variety of dishes that reflected their cultural backgrounds and culinary traditions. In turn, we got to learn more about the rich and diverse cultures of our neighbors, and enjoyed delicious and authentic cuisines that we might not have otherwise experienced.

We believe that the Community Lunch Program was a win-win for our firm and our community partners, as it helped us to build stronger relationships, celebrate diversity, and support local economic development. We hope this program inspired our personnel to continue exploring and patronizing these restaurants in their down time and to spread the word about their quality and value.

RISING STARS: ATTRACTING TOP LEGAL TALENT

At Foley Hoag, we are committed to attracting, retaining, and promoting outstanding lawyers from all backgrounds, perspectives, and talents.

These traditions emerged from our founders’ determination to hire the very best lawyers, based entirely on individual merit and without exclusion. We recognize that this diversity enriches the firm’s culture and enhances the quality of our work.

The firm actively participates in The Lavender Law Conference & Career Fair, Boston Lawyers Group’s Annual

Diversity Job Fair, The Northeast Region Black Law Students Association Job Fair, and the Southern Region of the Black Law Students Association Career Fair and Resume Collection. Additionally,

we conduct interviewer training, which includes an implicit bias section conducted by our DE&I Department together with the Legal Recruiting Department and covers topics such as encouraging the use of behavioral interview questions, redacting GPAs from resumes and not circulating transcripts to callback interviewers and conducting blind writing sample reviews for student candidates.

We are proud to partner with programs

aimed to foster and develop the next generation of attorneys from historically underrepresented backgrounds in the legal industry, such as the Sponsors for Educational Opportunity (SEO), The Leadership Council on Legal Diversity (LCLD), the Law in Tech Diversity Collaborative (LiTD) and our firm sponsored Charles J. Beard Fellowship.

Finally, we regularly sponsor and participate in conferences and job fairs organized by law student groups and other organizations dedicated to addressing recruitment, retention, and promotion of historically underrepresented groups in the legal industry.

2023 SUMMER ASSOCIATE CLASS

With the growing prestige of our summer programs, we witnessed the highest number of applicants expressing interest this past year.

421

STUDENTS

75+ 30 LAW SCHOOLSS STATES

TOTAL 1L AND 2L STUDENTS

LAW SCHOOLSS

STATES

ADVANCED DEGREES

LANGUAGES SPOKEN

RANKINGS FROM VAULT RESULTS FOR SUMMER ASSOCIATE PROGRAMS

#4

BEST SUMMER ASSOCIATE PROGRAM

#23 ATTORNEY INTERACTIONS

#27

SOCIAL EXPERIENCES

CHARLES J. BEARD, II DIVERSITY FELLOWSHIP

The fellowship was established in 2018 and is named in memory of our former partner, Charles Beard II, who was the first African-American lawyer promoted to partner at a major Boston law firm in 1979.

Known to many as “Charlie,” he was a legal pioneer in cable television regulation and was known for his wise counsel, humor, civic engagement. He believed mentorship was an essential element of success for young people.

As part of our long-standing commitment to increase opportunity and access, we are proud to honor Charlie and his legacy by offering this fellowship to outstanding first-year law students. Fellowship recipients receive a paid summer associate position in our Boston office and an award of up to $45,000 in law school tuition assistance.

To date, nearly a dozen law students have been awarded the fellowship opportunity with hopes of making significant contributions to the legal community.

Thinking of applying?

Click here for more information.

Dalton Sousa, Cornell Law School and Fares Ali, Harvard Law School.

MANSFIELD ACHIEVEMENT STATUS

Foley Hoag has once again achieved Mansfield Certification Plus status for 2023

The Mansfield Rule, named after Arabella Mansfield, the trailblazing woman who made history as the first female lawyer in the United States, allows us to further reaffirm our commitment to DE&I and learn from our peers. By embracing the principles of the Mansfield Rule, we aim to create a more representative and inclusive legal community, ensuring that all individuals have access and opportunities for leadership roles and career advancement.

We do not see the Mansfield Rule as a mere checklist. It compels us to evaluate our performance and progress with rigor and transparency. It also motivates us to pursue bold visions and implement impactful strategies. I am inspired by the commitment of leadership and my colleagues to ensure we have a culture where everyone can thrive.

Nicole J. Archibald, J.D. CHIEF LEGAL RECRUITING OFFICER

Key components of the Mansfield Rule include:

• Leadership Opportunities: Committing to considering at least 30% women, lawyers of color, LGBTQ+ individuals, and attorneys with disabilities for leadership roles within our firm.

• Equitable Promotions: Ensuring that promotions to equity partner positions are reflective of our diverse talent pool, with a commitment to fairness and merit-based advancements.

• Lateral Hiring Practices: Applying the Mansfield Rule criteria to lateral hiring processes, promoting diversity in our recruitment efforts and fostering a more inclusive workplace.

• Transparency and Reporting: Demonstrating our dedication to transparency by tracking and reporting our diversity efforts, allowing us to measure progress and hold ourselves accountable for continuous improvement. Also made advancement processes and guidelines written and accessible to all employees.

Our participation in the Mansfield Rule aligns seamlessly with our firm’s values and commitment to creating an environment where every attorney feels empowered and included.

The methodology is rooted in improving systems and processes, rather than creating exclusivity or discrimination. This initiative not only enhances our firm’s culture but also strengthens our ability to deliver exceptional legal services by leveraging the diverse skills and perspectives of our teams.

We are proud to have achieved Mansfield 6.0 Certification Plus status and are grateful to program manager Diversity Lab for being a catalyst for innovation and change in the legal industry and offering space to learn from our peers and share our best practices. Our ongoing engagement in the 2023-2024 Mansfield Rule Certification process and the Next Gen new initiative, which focuses on succession planning and formal credit recognition, will equip us with the tools and knowledge to further advance our people, communities, and clients with excellence.

SPOTLIGHT ON BUSINESS SERVICES PROFESSIONAL TALENT

The business services recruiting team prioritizes DE&I as a core pillar in our strategy. Our 2023 data reflects our progress and helps us understand areas for growth in the pursuit of inclusive and equitable best practices in the discovery, recruitment, and hiring of exceptional business services professionals who will shape the future of the firm. The establishment of a dedicated in-house recruiting function for business services talent allowed us to deploy a more proactive and rigorous recruitment framework across all business services searches.

In 2023 we:

• Conducted targeted sourcing efforts and outreach campaigns to develop diverse candidate pools at every step of the recruiting pipeline for both entry and senior-level searches.

• Developed best practices for crafting inclusive job descriptions.

• Expanded pay transparency and our commitment to pay equity by including range of possible compensation on all business services job postings.

• Implemented a voluntary selfidentification questionnaire within our applicant portal to better understand diversity yielded by our inbound and outbound recruitment efforts. We acknowledge that these are imperfect categorizations; however, the information is one way to help us better understand trends.

As we look ahead to 2024, the DE&I pillar of our strategy will focus on:

• Further standardization of hiring practices to mitigate against bias; equipping hiring managers with the tools they need to engage in equitable and inclusive interview processes and decision making (e.g. diversity of interview panels, interview structure, behavioral interview questions, evidence-based evaluation rubrics.)

• Implementing a new applicant tracking system that will equip our team to execute a datainformed recruiting strategy.

• Developing partnerships with diversity pipeline programs to broaden the talent pool for consideration and attract business services talent historically underrepresented in the legal industry.

SPARK OF HOPE FOR MENTAL HEALTH

Mental Health affects individuals from all backgrounds and identities, and it plays a significant role in overall well-being and success in the workplace and in life. Research shows that lawyers and other legal professionals face a high risk of mental health problems, and some groups may be more vulnerable than others. To support our colleagues and promote a healthy and inclusive work environment, we have trained several of our business services professionals as certified Mental Health First Aiders for the firm. These are individuals who can provide initial help and guidance to anyone who is experiencing mental health difficulties or distress and help them access appropriate resources or services. We want to create a culture of openness and compassion at work and eliminate the stigma associated with mental health.

How Mental Health First Aid for Adults Can Help

Addresses common mental health concerns encountered by adults.

Reduces stigma.

Teaches strategies to recognize the signs and symptoms and offer support.

Offers self-help strategies for staying mentally well.

“I am proud to be part of a team of professionals at Foley Hoag certified in Mental Health First Aid. This early intervention program taught us how to recognize the signs and symptoms of a mental health challenge, provide support to our colleagues, and connect them with appropriate resources if needed. I am dedicated to reducing the stigma around mental health and believe this program helps to further that goal. My door is always open to anyone who needs support or just someone to listen.”

Jordana Glasgow, J.D.

ASSOCIATE DIRECTOR. PROFESSIONAL DEVELOPMENT

SUNNY SIDE UP: COMMUNITY ADVOCACY AND PUBLIC SERVICE

FOLEY HOAG

PRO BONO

ACCESS TO JUSTICE

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

We are inspired by our opportunities to make a difference through pro bono work. Our attorneys’ skills are the beacon of hope for those in need, creating a ripple effect of positive change. Together, through pro bono efforts, we are building a legal landscape that empowers and uplifts every individual, fostering a community where justice knows no bounds.

In the heart of pro bono work lies the power to transform lives. The firm’s commitment to public service is a long-standing tradition and core aspect of our identity and culture. Pro bono helps us deepen our commitment to social justice, diversity, equitable access, and community engagement. Recent momentous and significant events have afforded us the opportunity to reevaluate and consider our firm’s role in society. We believe our lawyers have a unique responsibility to ensure everyone has equal justice under the law, and take great pride in the fact that we have been able to employ our resources and legal talent based on the following three critical areas of need:

ECONOMIC OPPORTUNITY

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

SOCIAL IMPACT

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

2023 Awards & Honors

• PAIR Project’s 2023 Pro Bono Law Firm Award for our many years of service to PAIR to ensure that asylum seekers have access to justice and counsel.

• BBA Law Day 2023 President’s Award for our involvement in providing pro bono representation to migrants sent to Martha’s Vineyard in the Fall of 2022. This recognition is for the firm’s representation of a class of Venezuelan asylum-seekers in a federal civil rights lawsuit against Gov. DeSantis and other Florida officials.

• 2022 Capital Pro Bono Honor Rolls recognizing 20 attorneys for completing 50+ hours of pro bono work during 2022.

• Lawyers for Civil Rights Pro Bono Award given to Ben Weissman, Matt Casassa, Jasmine Brown, and Nicole Smith for their work across pro bono projects, and particularly with the Alianza Americas case.

• USPTO 2022 Patent Pro Bono Certificate for the firm’s support of the Volunteer Lawyers for the Arts –New York by providing at least one hundred hours of volunteer services to financially under-resourced independent inventors and small businesses.

Rebecca Cazabon

PRO BONO COUNSEL

Link to pro bono page/video, https://foleyhoag.com/culture-community/pro-bono/

• 40@50 Judicial Pro Bono Recognition of Firm by the D.C. Circuit Judicial Conference Standing Committee on Pro Bono Legal Services for having an exceptional record of pro bono work in 2022.

• Empire State Counsel Program 2023

Pro Bono Recognition for three NYBA members who performed 50 hours or more of pro bono legal services in 2022.

• 2022 MA SJC Pro Bono Honor Rolls: Firm included, and 55 attorneys qualified.

• 2023 VRLC Shining Star Award presented to Maddy Rodriguez and Steve Bartlett for their exceptional compassion, dedication, and contributions to sexual assault survivors.

• Colorado Lawyers Committee recognized Stephen Robin, as part of the Denver Legal Night team, for his outstanding legal service to the Denver community.

• Social Impact Leader by Law360

Pulse, as part of its 2023 Leaderboard series for our focus on diversity; gender equality; employee engagement; pro bono; and responsible business. We were ranked #2 in midsized firms. Ranked 25 out of 100 firms overall.

• Law360 2023 Pulse Leaderboard, the firm was named in recognition of our legal acumen and social impact work. We were ranked fourth out of the midsize firms.

• Financial Times Innovative Lawyer North America Award - the firm was shortlisted for the Innovative Lawyers in Healthcare & Life Sciences category for Responding to the Dobbs Decision by Launching a Reproductive Health Practice Group, which includes pro bono work.

ILLUMINATING WITH PURPOSE: THE FOLEY HOAG FOUNDATION

The Foley Hoag Foundation emerged triumphantly from a historic pro bono victory for school desegregation in Boston, where the firm’s partners turned their awarded attorney fees into a catalyst for enduring social change.

Originally focused on fostering positive race relations among youth in Greater Boston, the Foundation has grown to support innovative and effective initiatives in Greater Boston, New York City, and metropolitan Washington, D.C., championing the cause against various forms of inequity. This encompasses endeavors to diminish disparities in race, ethnicity, gender, and wealth, foster social justice, equitable access to societal resources, and the acknowledgment of the inherent dignity of all individuals. Through impactful grant-making, the Foundation is steadfast in its commitment to constructing communities where individuals share equitably in knowledge, wealth, and societal resources, empowering everyone to realize their full potential.

Guided by a dynamic five-member Board of Trustees, which includes three firm partners, the Foundation’s mission is furthered by the active engagement of Foley Hoag’s lawyers and business services professionals, who contribute their expertise to review grant proposals and recommend grantees, embodying a shared commitment to being a guiding light to help uplift communities.

2023 Impact $375,000 Overall Grant Total 13 GRANTS TOTALING $90,600 | WASHINGTON D.C. 32

FOLEY HOAG 96 GRANT APPLICATIONS

36 GRANTS TOTALING $214,900 | BOSTON GRANTS AWARDED

59

FOUNDATION 72 VOLUNTEERS REVIEWING GRANTS

10 GRANTS TOTALING $69,500 | NEW YORK

BRIDGING CONNECTIONS AND FOSTERING MENTORING RELATIONSHIPS

In 2018, the firm launched REACH, our designated diversity mentoring program for 1L law students from historically underrepresented backgrounds in the legal profession. Our firm’s intent behind this program was to offer students the opportunity to learn from our experienced attorneys, gain exposure to various practice areas and industries, and develop the skills and confidence they needed to succeed in law school and beyond. With a vision of broadening our impact, we partnered with the Leadership Council on Legal Diversity (LCLD) this year, a prestigious national organization that aims to empower the next generation of diverse leaders in the profession. By collaborating with LCLD, we are able to play an integral role in shaping a legal profession that reflects the diverse communities we serve.

ELEVATE is our mentorship program for all incoming first-year and lateral associates that thoughtfully pairs new attorneys with mentors from the DE&I Committee, who are committed to fostering their professional growth, development, and well-being. Designated mentors help bolster the internal support network of new associates and laterals while providing them with career advice recommendations to aid them throughout their journey at the firm. The DE&I Department and the Committee on DE&I designed this program to ensure that our future leaders have successful integration to Foley Hoag and experience a fulfilling career at the firm.

Since 2013, The Women’s Mentoring Circles, have been a source of inspiration, empowerment, and connection for Foley Hoag’s nonbinary and women attorneys. Through these circles, they discover a supportive network of peers and mentors who understand their journeys, celebrate their achievements, affirm their identities and encourage their goals. Women have used their participation to pursue new horizons both in their careers and in their personal lives.

A BRIGHTER FUTURE:

DE&I RELATIONSHIP TO SUSTAINABILITY

WE ARE:

• Committed to integrating corporate social responsibility and environmental responsibility into our business planning and relationships.

• Working to foster a safe, healthy and environmentally friendly work environment in which our personnel take pride.

• Supporting clients looking to reduce environmental risks and carbon-footprints.

• Actively engaged in various industry initiatives to support the continued growth of the clean energy sector and the emerging company ecosystem.

• Working with our clients and vendors to proactively develop innovative products and processes that are respectful of the environment.

• Participating in pro bono initiatives in the clean energy and environmental sectors.

We are committed to a sustainable future that enhances the well-being of the communities in which we live and work. We recognize that the challenges of social, economic, environmental, and other forms of injustice disproportionately affect the vulnerable and marginalized groups that we seek to welcome and empower at Foley Hoag. With this close intersection of DE&I and sustainability, we commit to act as leaders and allies during interactions with colleagues, counsel to clients and service to our communities.

EFFORTS:

• Net-zero initiative

• Recycling

• Composting

• Full-scale review of our procurement practices, with a focus on reducing paper purchase volume, and increasing the percentage of purchasing products made of 100% recycled material

ACHIEVEMENTS:

• ~8,000 hours to climate and sustainability pro bono matters since 2018

• Received a top “A” grade from Law Students for Climate Accountability, a student-led organization that seeks to amplify the roles and responsibilities of legal industry in our current climate crisis

PARTNERS

• Ceres

• Cleantech Open

• Greentown Labs

• Net Zero Lawyers Alliance (NZLA)

• New York Solar Energy Industries Association

• Northeast Clean Energy Council (NECEC)

• Prime Coalition

• Rocky Mountain Institute (RMI)

• SeaAhead, Prime Coalition

• Activate Fellows

Sustainability is a key priority and a core value for our firm and for me as a leader. We have a responsibility to manage our environmental, social, and governance risks and opportunities, and to align our actions with the global agenda. Sustainability

is not only a moral imperative, but a strategic advantage for our clients and our firm. It’s easy to be passionate about something that at the end of the day is just the right thing to do!

Edmund DeStefano CHIEF ADMINISTRATIVE OFFICER

UNITY IN PRACTICE: UNVEILING OUR DE&I CONSULTING AND LEGAL SERVICES FOR CLIENTS

DE&I Consulting Services

As part of our DE&I Counseling, Defense & Investigations Practice, we launched our DE&I Consulting Services in 2023 led by our Chief Diversity, Equity & Inclusion Officer, Rosa J. Nuñez, and our DE&I Senior Manager, Tommy Shi. We tailor our services to each client’s unique needs, challenges, and opportunities, and we leverage our expertise, tools, and best practices to help them achieve DE&I excellence.

Rosa J. Nuñez

CHIEF DIVERSITY, EQUITY & INCLUSION OFFICER

Tommy Shi, J.D. DE&I SENIOR MANAGER

Our Consulting Services:

• Crisis Management and Resolution: We help clients develop proactive crisis management plans to address diversity-related crises with welldefined strategies, minimizing the potential impact on your organization. We facilitate dialogue and resolution processes to mitigate conflicts and offer clear procedures for timely follow-up. We also provide expert facilitation of dialogues and mediation sessions to resolve conflicts, foster understanding, promote constructive solutions, and maintain a harmonious workplace.

• Employee Engagement Initiatives and Communications: We advise clients on forming and implementing DE&I Councils/ Committees and Affinity Groups, and offer best practices on engaging your organization with DE&I activities and programs, such as Heritage Month celebrations and DE&I discussion

groups. We also help clients align community and charitable initiatives with DE&I goals, and we assist them with developing and delivering DE&Irelated branding, marketing materials, crisis-response communications, internal and external website content, and employee engagement surveys.

• Leadership Coaching Services: We provide personalized coaching for executives and leaders to enhance their understanding of diversity issues and inclusive leadership practices. We focus on building inclusive teams, fostering effective communication, collaboration, and leveraging diversity as a strategic advantage. We also guide them on becoming effective allies, promoting a workplace where everyone feels supported and valued, regardless of their background or identity.

• Strategy Design and Action Planning: We help clients set clear, measurable, and realistic DE&I goals, strategies, and action plans that align with their mission, vision, and values. We guide and support you on prioritizing, communicating, executing, and monitoring DE&I plans, and we provide data and analytics tools to track and report on progress and impact.

• DE&I Training and Education: We create and deliver engaging and interactive DE&I training and education programs, customized to specific needs, objectives, and audiences. We cover a range of topics, such as unconscious bias, cultural competence, disabilities in the workplace, gender inclusivity, allyship and inclusive leadership,. We use various formats, such as workshops, webinars, podcasts, and e-learning, to suit different learning styles and preferences.

• Workplace Culture Assessments and Policy Reviews: We evaluate clients’ policies, practices, and culture to identify strengths, gaps, and areas for improvement, and to compare performance with relevant standards and peers. We use surveys, interviews, focus groups, and document analysis to gather and analyze data and feedback from employees, customers, partners, and community members. Explore more about our consulting services here.

DE&I Counseling, Defense and Investigations Practice

Our team is composed of diverse and multi-disciplinary lawyers who have a deep understanding of the legal, social, and cultural issues that affect clients and their stakeholders. We leverage our own commitment and leadership in advancing DE&I within our firm and our communities to provide clients with practical and privileged advice that balances risk tolerance, organizational culture, and desired outcomes.

Madeleine

K. Rodriguez

PARTNER, CO-CHAIR, EDUCATION INDUSTRY

Christopher Feudo

PARTNER, CO-CHAIR, LABOR & EMPLOYMENT PRACTICE

Chris Escobedo Hart

PARTNER, CO-CHAIR, PRIVACY & DATA SECURITY PRACTICE

AREAS OF FOCUS:

• Assessments

– Racial Equity Assessments

– Pay Equity Analysis

– Corporate Equity Assessment

• Counseling

– Gap Analysis and Recommendations

– Review Recruiting Practices

– Benchmarking Opportunities

– Mission Statement and Policy Drafting

• Education

– Race Conscious Admissions and Hiring

– Designing and Implementing DE&I Statements and Goals

– Civil Rights/Title IX Compliance

• Investigations

– Internal Workplace Investigations

– Independent Investigations

– Translating Investigative Results Into Broader DE&I Efforts

• Labor & Employment

– Drafting and Assessment of Workplace DE&I Policies, Including Recruitment and Hiring Policies and Practices

– EEO Law Compliance Review

– Counseling on Hiring, Promotion and Termination Decisions

– Employee Handbook Review and Drafting

– Defense of Discrimination Claims Related to DE&I Efforts

Together, our consulting and legal offerings set us apart from others in the legal industry who may not have the internal capabilities to provide clients with holistic DE&I solutions. You can learn more about our services and team here.

PARTNERSHIPS & SPONSORSHIPS

At Foley Hoag, we are proud to support and partner with organizations whose missions are to advance DE&I across the nation. These collaborations evolve best practices while progressing the work forward.

SELECT PARTNERS INCLUDE:

• ALM- Women, Influence & Power in Law Conference

• Arab American Bar Association of Massachusetts

• Asian American Lawyers Association of Massachusetts

• Asian American Legal Defense and Education Fund

• Asian Pacific American Bar Association

• Boston Bar Association

• Foundation for Advancement of Diversity in IP Law

• GLAD Legal Advocates & Defenders

• Hispanic National Bar Association

• INROADS

• Massachusetts Black Lawyers Association

• Massachusetts Black Women Attorneys

• National Association of Women Lawyers

• The National LGBTQ+ Bar Association

• South Asian Bar Association - Greater Boston

• South Asian Bar Association - New York

• Tanenbaum - Center for Interreligious Understanding

• Women’s Bar Association

• Women, Influence & Power in Law

AWARDS & RECOGNITION

#28

Named in Massachusetts Lawyers Weekly’s inaugural Empowering Women List

Ranked #4 among mid-size firms by Law360’s Diversity Snapshot

#37

Vault Best Firms for LGBTQ Individuals

Vault Best Firms to Work For

#12

Vault Best Overall Summer Program

Ranked among the Top 5 law firms in the National Law Journal 500’s LGBTQ+ Scorecard

#27

Vault Best Racial and Ethnic Diversity

BestPlace to Work for LGBT Equality 2023 (Human Rights Campaign)

Best Company for Women to Advance and Best Company for People of Color to Advance (ParityLIST)

Ranked #8 on Law360’s Diversity Snapshot within the mid-size firms category (2023)

#25

DIVERSITY, EQUITY & INCLUSION DEPARTMENT

XhiDae Otam DIVERSITY, EQUITY & INCLUSION ADMINISTRATIVE ASSISTANT

Rosa J. Nuñez CHIEF DIVERSITY, EQUITY & INCLUSION OFFICER

DeShauna N. Lee, J.D. DIVERSITY, EQUITY & INCLUSION MANAGER

Tommy Shi, J.D. DIVERSITY, EQUITY & INCLUSION SENIOR MANAGER

THE LIGHT SHINES ON