The philosophy of diversity has a strong foundation at Fish & Richardson. It is an integral part of our practice and we embrace the value of variety.
Our mission is to promote a creative, respectful, and inclusive culture that values the diversity of people, experiences, perspectives, talents, and capabilities, and allows ingenuity to thrive.
As a firm that serves the world's greatest innovators, we know that innovation often results from seeing the world in a different way. Fish recognizes that diverse backgrounds provide unique perspectives that result in new and better solutions. Having a diverse team enhances the quality of legal services we provide to our clients and helps strengthen our standing as a premier IP law firm.
Click here to read more about the Fish & Richardson's Diversity Initiative.
To contact the Fish & Richardson Diversity Committee, please email .
For Fish & Richardson, diversity is a long-term commitment, adding value to both the law firm and the legal profession as a whole. It is an integral part of who we are as a firm.
As proud as we are of the diverse team we have been able to build at the firm, we understand that the job of promoting diversity is never complete.
Fish & Richardson's Diversity Initiative links together a variety of programs related to recruitment, professional development, retention, and outreach in the legal and business communities. This Initiative helps to foster a creative, respectful, and inclusive work environment, to build new bridges to community and professional groups and to strengthen our existing connections.
Fish & Richardson is involved in a broad range of diversity efforts nationwide to further the diversity of our firm and the legal community, and we are gratified about the recent recognition we have received as one of the country's top firms for diversity.
Fish was awarded the top rating of 100 percent on the Human Rights Campagin (HRC) 2014 Corporate Equality Index which rates businesses for the treatment of LGBT employees in the workplace.
Fish was named to the Best Law Firms for Diversity: Diversity for Minorities Top 25 list in Vault, Inc.'s 2013 Law Firm Rankings.
The 2013 American Lawyer Diversity Scorecard, comprised of survey results of the AmLaw 200 and NLJ 250 law firms about the number of minorities in their offices, ranked Fish #35 out of 228 law firms.
In 2012, Fish & Richardson was named one of the Top 100 Law Firms for Diversity by MultiCultural Law magazine. We have been named to this prestigious list annually since 2005.
A firm-wide Diversity Committee, working closely with the National Chair of the Diversity Initiative and the Manager of Diversity, is responsible for the purposeful development, implementation, and oversight of the firm's diversity initiative and activities. The Diversity Committee also oversees Diversity Workgroups, which focus on several strategic areas, including:
Recruitment and Pipeline Initiatives
Retention, Internal Advancement, and Mentoring
To contact the Fish & Richardson Diversity Committee, please email Diversity@fr.com
The members of the Diversity Committee are:
Ahmed J. Davis
National Chair of Diversity Initiative and Principal, Washington D.C. Office
Principal, Delaware Office
Peter J. Devlin
President and Principal, Boston Office
Principal, Silicon Valley Office
Michael E. Florey
Principal, Twin Cities Office
Timothy A. French
Principal, Boston Office
Manager of Diversity, Southern California Office
Principal, Silicon Valley Office
David M. Hoffman
Principal, Austin Office
Principal, Houston Office
Aamir A. Kazi
Associate, Atlanta Office
Kelly Kiernan Largey
Chief Marketing Officer, Boston Office
Associate, Southern California Office
Principal, Washington D.C. Office
Kelly Mixon Morgan
Director of Attorney Hiring, Dallas Office
Russell N. Rippamonti
Principal, Dallas Office
Attracting and Retaining a Diverse Staff
Fish & Richardson is committed to building and sustaining diversity in the workplace. We work hard to attract, retain, and advance the most talented and capable legal staff regardless of race, color, ethnicity, national origin, religion, gender, gender identity, sexual orientation, age, veteran status, marital status, or disability.
Fish & Richardson encourages and supports internal affinity groups such as the Asian Legal Staff Affinity Group, Black Legal Staff Affinity Group, GLBT Affinity Group, the Hispanic/Latino Affinity Group, and the EMPOWER Women's Initiative.
These groups, which meet regularly, are influential in building diversity awareness and providing additional networking, mentoring, and professional development opportunities for diverse professionals who share common interests and backgrounds.
The firm hosts an intranet site that features affinity group information, a firm-wide diversity calendar, and other diversity resources.
We have also focused attention on the recruitment, retention, and professional development of our women attorneys and others with family-care responsibilities.
We provide backup child-care benefits for all employees and have revamped our maternity and parental leave policies to be among the most generous in the legal marketplace. In 2007, Fish & Richardson formalized its flexible billable hours practices with a written Reduced Hours Policy. Our law firm was also one of the first nationwide to offer benefits to domestic partners.
1L Diversity Fellowship Program
Launched in 2005, Fish & Richardson's 1L Diversity Fellowship Program annually provides fellowships to diverse first-year law students throughout the country.
The 1L Diversity Fellowship Program consists of four components. Each Fellow receives a $5,000 scholarship, mentoring from members of the firm, a paid Summer Associate position in the Fish & Richardson office of the Fellow's choice, and participation in the Leadership Council on Legal Diversity 1L Scholars Program.
The Program represents a key component of the firm's ongoing initiative to recruit, retain, and advance attorneys who will contribute to the diversity of our practice and of the legal profession.
The 2014 Fish & Richardson 1L Diversity Fellowship application process is now closed. We encourage you to contact us in December 2014 regarding opportunities for the 2015 summer program. Answers to Frequently Asked Questions (FAQs) regarding the 1L Diversity Fellowship Program can be found here.
Fish & Richardson's Women's Initiative (EMPOWER) was formalized in 2009 to provide expanded professional and business development opportunities, mentoring, training, and support to our female legal staff. This initiative also includes a working mothers' forum.
EMPOWER - which stands for Enrichment, Mentorship, Partnering, Opportunities, Wisdom, Excellence, and Responsibility - encompasses the mission and goals of our Women's Initiative.
EMPOWER initially evolved from a women's forum that began in the Southern California office. The women attorneys of the office began the group as a way to get to know each other better and also as a means for them to discuss professional development, firm policies, benefits and other matters of interest to women attorneys. The forum was soon successfully replicated in offices across the firm.
The impact of those discussions did not stop within those walls. Through the efforts of the group, the firm's Management Committee, and others within the firm, several policies were created and enhanced. Put a few smart women in a room together, and they are liable to come up with some creative suggestions for promoting change across the firm.
In April 2005, we hosted our first Leadership Through Enrichment, Action, and Diversity (L.E.A.D.) Retreat for our women attorneys and their clients, featuring career development and networking opportunities. We have continued this program throughout the firm, and the L.E.A.D. Retreat has rotated through seven different cities to date.
Fish sponsors numerous women's organizations and events targeted at increasing representation of women in law.
Diversity in the Legal Community
Improving the representation of diverse lawyers within the firm and the legal community is a priority for Fish & Richardson.
Fish & Richardson is a member of the Minority Corporate Counsel Association and the California Minority Counsel Program, who each have a mission to promote diversity and maximize opportunities for minority attorneys.
We are a supporter of the "Call to Action" pledge circulated among Fortune 500 companies, and a member of the Leadership Council on Legal Diversity (LCLD).
Fish & Richardson is a member of the Boston Lawyers Group, which focuses on increasing diversity in the Boston legal community.
Fish & Richardson is a member of the Twin Cities Diversity in Practice, which focuses on attracting, recruiting, advancing, and retaining attorneys of color in the Twin Cities legal community.
We are a sponsoring member of the New York Minority Attorney Networking Series (NYMANS) which provides networking and professional development opportunities for minority attorneys.
We are longtime supporters of the National Center for Lesbian Rights and Lambda Legal in support of the gay and lesbian legal community.
Fish & Richardson was the first law firm Platinum Sponsor of the American Intellectual Property Law Education Foundation (AIPLEF), an organization promoting diversity in the IP field through scholarships, mentoring, and job opportunities for minority law students pursuing careers in IP law. We have pledged $20,000 annually over three years.
Fish participates in numerous minority job fairs throughout the country, from Massachusetts and Delaware to Texas and California, and many of our attorneys actively serve as mentors for minority law students. The firm hosts receptions and presentations on careers in intellectual property for minority law students, and we are expanding this program to multiple venues in the coming year. We also support programs that encourage young minority students to pursue the study of science and engineering.
We support several local, regional, and national organizations devoted to increasing diversity in the legal community, and we support our professionals in their outreach activities. We are proud to participate in and support organizations and activities such as:
§ American Bar Association Minority Counsel Program
§ American Intellectual Property Law Education Foundation (AIPLEF)
§ Corporate Counsel Women of Color (CCWC)
§ Gay & Lesbian Alliance Against Defamation (GLAAD)
§ Hispanic National Bar Association (HNBA)
§ Leadership Council on Legal Diversity (LCLD)
§ Minority Corporate Counsel Association (MCCA)
§ National Asian Pacific American Bar Association (NAPABA)
§ National Association of Women Lawyers (NAWL)
§ National Bar Association (NBA)
§ National Lesbian, Gay, Bisexual, Transgender Bar Association
§ National Society of Black Engineers (NSBE)
§ North American South Asian Bar Association (NASABA)
§ Society of Hispanic Professional Engineers (SHPE)
§ Women in Law Empowerment Forum (WILEF)
§ Women in Technology International (WITI)
§ Women's Bar Association (WBA)
§ Asian Pacific American Bar Association of D.C. (APABA-DC)
§ Boston Lawyer's Group (BLG)
§ Boston Seaport Women's Forum
§ Massachusetts Black Lawyers Association (MBLA)
§ New York Minority Attorney Networking Series (NYMANS)
§ Practicing Attorneys for Law Students (PALS)
§ Just the Beginning Foundation (JTBF)
§ Minnesota Association of Black Lawyers (MABL)
§ Minnesota Hispanic Bar Association (MHBA)
§ Minnesota Women Lawyers (MWL)
§ Twin Cities Diversity in Practice (TCDIP)
§ Delaware State Bar Association Multicultural Judges and Lawyers
§ Institute for Intellectual Property and Social Justice (IIPSJ)
§ Metropolitan Urban League
§ South Asian Bar Association of Georgia
§ Texas Minority Counsel Program (TMCP)
§ Asian Pacific American Bar Association of Silicon Valley (APABA-SV)
§ Bay Area WiLPower
§ California Women Lawyers (CWL)
§ California Minority Counsel Program (CMCP)
§ Earl B. Gilliam Bar Association (EBGBA)
§ Pan Asian Lawyers of San Diego
§ Tom Homman Law Association
§ Veteran's Bar Association
§ Women of Color in Law