Page 32 - Sheppard Mullin Capabilities Overview Prepared for Regeneron

• Sheppard Mullin is a signatory to the ABA Wellness Pledge, which was launched in 2018 to improve mental health and well-being of lawyers. Our internal Wellness program includes:
○ Firm-wide Wellness Resource Group, which includes attorneys and professional staff members from each office. The Resource Group identifies and introduces Wellness initiatives and each member serves as a Wellness Ambassador and resource to others in their offices.
○ Training programs that highlight the challenges the legal industry faces and the resources available within the Firm to support all employees.
○ Firm-wide mindfulness training, which provides strategies to reduce stress, improve productivity, sharpen focus, and cultivate resilience.
• For over ten years, the Firm has given billable hours credit for D&I leadership and activities. In 2019, we increased the number of hours that qualify from 50 to 75. These hours are separate of the billable credit given for pro bono work.
• The Firm recently instituted an annual Observance and Service Holiday to give Sheppard Mullin personnel the option to take time off for important cultural or religious commemorations that are not Firm holidays. The day may also be used to perform volunteer or community service work.
• Launched in 2021, The Impact Initiative is designed to inspire and empower the entire Sheppard Mullin family by creating opportunities for us to improve our communities through giving – both financially and by volunteering. Building on the mission of the Inclusive Engagement Task Force, the Impact Initiative was created to expand our culture of giving by bringing all of us and our clients together to make an impact that truly matters. Through the Impact Initiative platform we are able to make charitable donations, sign up for volunteer opportunities, participate in Firm matching campaigns, engage others – including clients – in fundraising and giving opportunities that align with our values.
Partnership Promotion and Development
To increase diversity among our partnership, we have implemented both short and longer term strategies. In the short term, we have developed programs that support women and attorneys of color as they move towards partnership as well as profit sharing partners (PSPs – the lower tier of the Firm’s partnership) as they move toward equity partnership. For the long term, we developed and continue to refine programs that support the development of associates at all levels to ensure that we have a robust partner pipeline in the future. Shorter-term initiatives for senior associates and PSPs include:
• Business Development Coaching: The Firm has invested in a robust business development coaching program. All PSPs are offered and encouraged to work one-on-one with a business development coach to develop a long-term business and personal marketing strategy.
• Client Relationship Training: We provide various types of business development and leadership training to PSPs. Most recently, the Firm developed a program that focuses on the professional skills required to earn the trust and confidence of clients, based on the book The Trusted Advisor.
• Leadership Training: Taught by Harvard professors and Firm leaders, The Harvard Leadership program is a two-day intensive program that focuses on the leadership skills required to effectively build and lead a practice and teams. This program focuses on developing future Firm leaders.
• New Partner Bootcamp: At the annual partner retreat, the Firm hosts a boot camp for newer partners that focuses on various topics including: how to be a successful partner at Sheppard Mullin, how to build a specialized practice, and how cross selling and business referrals contribute to a stronger partnership and Firm.
• Partnership College is an annual academy for senior associates that outlines the criteria and process for becoming a partner at the Firm as well as what is involved in actually being a partner.
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