Page 31 - Sheppard Mullin Capabilities Overview Prepared for Regeneron

• We have had success in hiring women and minority attorneys through internal referrals. We have a generous referral bonus policy and continue to actively seek internal referrals when hiring laterally.
• As a participant in Diversity Lab’s Mansfield initiative, we aim to achieve at least 30% representation of diverse candidates for each open search. When working with external recruiting firms on lateral searches, we highlight the importance of a diverse slate of candidates and use recruiters that achieve these results. Our internal recruiters also ensure diversity is a top consideration when sourcing resumes and working with internal hiring managers.
Associate Retention Initiatives
Sheppard Mullin focuses tremendous resources on every phase of an attorney’s career with the Firm, all the way from the first year of practice through the equity partner selection process. In addition, the Firm is transparent with both associates and partners regarding its finances, strategy and statistics and the criteria for partnership.
• Affinity groups for diverse attorneys continue to play an essential role in helping us to retain and develop diverse associates as they advance through the Firm. Besides monthly meetings, these groups also host client receptions and annual retreats. Affinity groups include:
○ Women Lawyers Groups (“WLG”) in all domestic offices
Click here for more information on the WLG
○ Firm-wide Diversity & Inclusion Attorney Network (“DIAN”) for attorneys of color
Click here for more information on DIAN
○ Firm-wide Out At Sheppard (“OAS”) group for LGBTQ+ attorneys
Click here for more information on OAS
○ Firm-wide Veterans at Sheppard (“VAS”) group for veterans, active military, and military families
Click here for more information on VAS
• Annual appointment of an LCLD Fellow at the senior associate/junior partner level through a Firm-wide nomination process that includes a committee comprised of Firm leadership. The nomination process also serves to highlight numerous high performing diverse senior associates who are then offered additional networking and development opportunities. Our Fellows alumni serve in leadership positions and remain engaged with the organization.
• The Firm recently relaunched its Associate Mentor Program (“AMP”). The program is designed to provide associates with the flexibility to select a mentor who supports where they are in their development and career progression. The Firm provides mentoring training and additional resources (e.g., goal-setting worksheets, professional development and business plan templates, etc.) to ensure the relationship is productive. We also provide guidelines that outline what is expected of both mentors and mentees and how to navigate a mentoring relationship successfully. An incompatible or ineffective pairing benefits no one. We check-in regularly with all AMP participants. If a pairing is not working, a new mentor may be selected or assigned.
• The Career Advisory Program, which allows associates to explore options other than Biglaw in a safe environment. The program includes access to confidential coaching as well as panel discussions that provide relevant information thing to consider if they are thinking about leaving Biglaw. For example, a recent panel consisted of in-house Sheppard Mullin alumni who discussed the pros and cons of the in-house experience in a candid manner.
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