The Innovation Firm

Diversity, Equity and Inclusion

Diversity, Equity and Inclusion

We value diversity, equity and inclusion and we are committed to an inclusive workplace where all employees are free to excel to their highest level and pursue a rewarding career in intellectual property law.

Recruitment
We seek to hire candidates from diverse backgrounds for all positions. We recruit from schools known for diverse student populations and those having high enrollment of students of color. We sponsor programs, including mentorship, for diverse student organizations. In addition, we sponsor diverse attorney organizations to attract candidates to fill any needs we have for experienced practitioners.

We are also active with the Boston Patent Law Association Committee on Diversity, the MIT Enterprise Forum Black Indigenous and People of Color Startup (BIPOC) program, the Asian-American Lawyers Association of Massachusetts (AALAM), and the National Asian Pacific American Bar Association (NAPABA).

We give focused presentations on careers in law to Ph.D. and M.S.E.E. students to encourage those who might not have previously considered them as viable options.

Employee Retention and Engagement
We have a detailed career advisory program for all legal staff. This program encompasses seven stages of career development, from entry-level to Principal, and each member of the legal staff is assigned to two Principal Career Advisors.

Every new legal staff member hired is assigned a peer mentor as well as a Principal mentor. Mentors serve to guide the new hire, to answer questions about the work we do, and to give advice on strategies for success.

In the first two years of new legal staff members’ employment with us, time spent on client matters that is not ultimately billed to clients does not negatively impact them. In addition, our bonus structure is based on billable (not billed) hours and bonuses are awarded quarterly, as well as annually, based on hours thresholds.

We are committed to the professional growth and advancement of our employees and thus have a formal annual performance evaluation process that begins with a self-report from each employee. Two Principals conduct the performance review with each member of the legal staff. All support staff receive an annual performance review that incorporates input from attorneys as well as other personnel who have worked with the employee. Feedback received from employees during this process guides decisions we make.

Legal Staff members who join the firm as either a Technology Specialist or Patent Agent may apply for law school tuition reimbursement, subject to the parameters and qualifications in the firm’s policy.

We recognize the need for flexibility for our employees to balance personal and professional demands and we easily pivoted to a fully-remote workforce during the COVID-19 shutdown. We also have generous paid time off policies.

We hold training sessions on the Elimination of Bias and on the Prevention of Sexual Harassment for all employees.

Beyond Our Doors
Just as we are queried by our clients on our diversity and inclusion metrics, we also query the many vendors we use. Whenever possible, we seek to engage with vendors and service providers that are minority and/or woman-owned.

We support several organizations that serve under-represented populations, such as the Greater Boston Food Bank and Greater Boston Legal Services.

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Diversity, Equity and Inclusion

We value diversity, equity and inclusion and we are committed to an inclusive workplace where all employees are free to excel to their highest level and pursue a rewarding career in intellectual property law.

Recruitment
We seek to hire candidates from diverse backgrounds for all positions. We recruit from schools known for diverse student populations and those having high enrollment of students of color. We sponsor programs, including mentorship, for diverse student organizations. In addition, we sponsor diverse attorney organizations to attract candidates to fill any needs we have for experienced practitioners.

We are also active with the Boston Patent Law Association Committee on Diversity, the MIT Enterprise Forum Black Indigenous and People of Color Startup (BIPOC) program, the Asian-American Lawyers Association of Massachusetts (AALAM), and the National Asian Pacific American Bar Association (NAPABA).

We give focused presentations on careers in law to Ph.D. and M.S.E.E. students to encourage those who might not have previously considered them as viable options.

Employee Retention and Engagement
We have a detailed career advisory program for all legal staff. This program encompasses seven stages of career development, from entry-level to Principal, and each member of the legal staff is assigned to two Principal Career Advisors.

Every new legal staff member hired is assigned a peer mentor as well as a Principal mentor. Mentors serve to guide the new hire, to answer questions about the work we do, and to give advice on strategies for success.

In the first two years of new legal staff members’ employment with us, time spent on client matters that is not ultimately billed to clients does not negatively impact them. In addition, our bonus structure is based on billable (not billed) hours and bonuses are awarded quarterly, as well as annually, based on hours thresholds.

We are committed to the professional growth and advancement of our employees and thus have a formal annual performance evaluation process that begins with a self-report from each employee. Two Principals conduct the performance review with each member of the legal staff. All support staff receive an annual performance review that incorporates input from attorneys as well as other personnel who have worked with the employee. Feedback received from employees during this process guides decisions we make.

Legal Staff members who join the firm as either a Technology Specialist or Patent Agent may apply for law school tuition reimbursement, subject to the parameters and qualifications in the firm’s policy.

We recognize the need for flexibility for our employees to balance personal and professional demands and we easily pivoted to a fully-remote workforce during the COVID-19 shutdown. We also have generous paid time off policies.

We hold training sessions on the Elimination of Bias and on the Prevention of Sexual Harassment for all employees.

Beyond Our Doors
Just as we are queried by our clients on our diversity and inclusion metrics, we also query the many vendors we use. Whenever possible, we seek to engage with vendors and service providers that are minority and/or woman-owned.

We support several organizations that serve under-represented populations, such as the Greater Boston Food Bank and Greater Boston Legal Services.

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