We are committed to fostering an inclusive environment that attracts, engages, and retains the best possible talent
The Foley Hoag Diversity, Equity & Inclusion Committee actively works with the department and firm management acts as an advisory body to firm management and the Diversity, Equity & Inclusion Department on matters regarding diversity, equity, and inclusion across the firm. Co-chaired by the firm's Director of Diversity, Equity & Inclusion and one the Co-Managing Partners, the Committee is comprised of lawyers and business professionals of varying backgrounds, experiences, and perspectives.
DE&I Department together with the DE&I Committee hosts bi-monthly DE&I Coffee Chats. These meetings are 60-minute introductions for all new hires (business services professionals and legal personnel) to learn more about our team, our department's initiatives, and our firm's commitment to DE&I.
As part of our longstanding commitment to DE&I, we proudly sponsor an annual diversity fellowship for outstanding first-year law students from backgrounds that are historically underrepresented in the legal profession. This fellowship is named in memory of our former partner, Charles Beard, the first Black lawyer promoted to partner at a major Boston law firm.
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. The award is paid in three installments: $15,000 upon completion of the 1L summer with the firm; $15,000 upon completion of the 2L summer with the firm; and the remaining $15,000 upon joining the firm as a full-time associate. Click here for online application.
The DE&I Department also hosts a professional development summer program called ELEVATE for summer fellows from programs such as the Charles J. Beard II Diversity Fellowship, Seizing Every Opportunity (SEO) and Law in Tech Diversity Collaborative. Throughout the summer, the department holds professional development brown bag lunches on a variety of topics, such as networking, building personal brands, mental health and resiliency practices, imposter syndrome, and more.
We are currently accepting applications for our 2023 Charles J. Beard, II Diversity Fellowship. Apply Now
We believe people have the best chance of success when they feel valued, respected and included. At Foley Hoag, we want everyone to have an equal opportunity to succeed. To accomplish this, we maintain practices and resources to support all who work at our firm.
We have established a number of affinity groups dedicated to expanding awareness about racial and social issues related to diversity, equity and inclusion matters.
Our affinity groups are:
As part of our ongoing LGBTQ+ inclusion efforts, we understand the importance of creating affirming practices around sexual orientation, gender identity and expression. With this in mind, we have implemented processes and procedures for our people to voluntarily self-identify and disclose pronouns during onboarding and their tenure at the firm. Individuals may also publicly display pronouns in their profiles, which are accessible via our firm’s intranet. Additionally, we have collaborated with a third-party vendor to update business card templates to include the use of pronouns. While doing so is voluntary, we encourage everyone to participate as we work together to affirm differences, celebrate diversity and cultivate inclusivity.
Foley Hoag is Mansfield 5.0 certified. Managed by Diversity Lab, the Mansfield Rule Certification program is named after Arabella Mansfield, the first woman lawyer in the United States, with a stated goal of bossting the representation of historically underrepresented lawyers in law firm leadership. The Mansfield Rule has become the standard by which law firms track, measure, and report progress with respect to diversity, equity and inclusion.
To be Mansfield certified, a firm must affirmatively consider at least 30% percent women, lawyers from underrepresented racial/ethnic groups, lawyers with disabilities, or LGBTQ+ lawyers for top leadership roles, senior-level lateral hiring, promotions into the equity partnership, and meaningful participation in client pitches.
The Mansfield Rule process has also informed our recruitment and promotion efforts as part of the firm’s strategic plan for Diversity, Equity & Inclusion. We are proud that the firm has met and exceeded the Mansfield 5.0 certification requirements for 2022. We are continuing our DE&I efforts by participating in the Mansfield Rule Certification 6.0 program.
We are pleased to reiterate our strong support of the Black Lives Matter movement and ongoing efforts to attain racial justice throughout the U.S. and the cities in which we work and live. In recent years, we have witnessed a heightened awareness of and response to systemic racism against Black Americans, the AAPI community and other underrepresented groups. As a result, we’ve reevaluated our firm’s role in society.
We believe that lawyers have a unique responsibility to ensure everyone is afforded equal justice under the law. We have instituted several important initiatives in response to police brutality, hate, racial and social injustice. We continue to fight for equality and provide opportunities for all communities to thrive.
At Foley Hoag, we believe investing in our people is a winning proposition for everyone involved. We provide a number of innovative learning and development opportunities, educational events, programs and resources to engage, support and celebrate attorneys and business services professionals of historically underrepresented backgrounds. When our legal and business services professionals are empowered, they more easily find success and we find success through them.
Our formal mentoring programs include:
Foley Hoag is committed to a culture and atmosphere of mutual respect in the workplace. We strive to create a climate of inclusiveness where all individuals can thrive. We do this by working to attract, train and promote outstanding lawyers from all backgrounds, perspectives and talents.
In 2018, the firm launched REACH, our designated diversity mentoring program for 1L law students from underrepresented backgrounds. Our intent behind this program is to extend our outreach and invest in the development of our future leaders. Through REACH, our attorneys have made impactful relationships with many first-generation law students. We support our REACH mentees with engagement opportunities such as in-person coffee chats, DE&I Speaker Series events and DE&I-centered celebrations and communications.
Foley Hoag is also proud to partner with programs that help develop the next generation of attorneys from underrepresented backgrounds. These programs include the Sponsors for Educational Opportunity (SEO) Law Fellowship and the Law in Tech Diversity Collaborative (LiTD).
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 underrepresented groups in the legal industry.
At Foley Hoag, we are proud to support and partner with organizations whose missions are to advance diversity, equity, and inclusion across the nation. Some of our most recent partners are: