Empowering Careers: Fox Rothschild's Sponsorship Program

Roadmap for Retention in Intellectual Property law firms

In an industry where diversity and inclusion initiatives often fall short, Fox Rothschild LLP is paving the way with its innovative Sponsorship Program tailored for 4th to 6th year attorneys from traditionally underrepresented groups. Established to tackle high attrition rates among attorneys from those groups, the program marks a strategic shift towards sponsorship over traditional mentorship, emphasizing advocacy and career advancement.

The genesis of the program stems from insights provided by a Diversity, Equity, and Inclusion (DEI) consultant, highlighting the critical need for sustained support beyond initial recruitment. Unlike mentorship, which typically involves guidance and advice, sponsorship involves active advocacy. Sponsors champion their protégés in decision-making rooms, thereby enhancing visibility, opportunities for advancement, and ultimately, retention rates within the firm and across the legal industry.

Central to the program's success is the meticulous pairing process overseen by firm’s managing partner, Business Development team, DEI team and Talent Management leaders. Each associate opts into the program, after which they are strategically matched with partners based on practice area, geographical proximity and potential impact. These sponsor-protégé pairs engage in goal-setting sessions, business development initiatives, and regular meetings aimed at fostering professional growth.

"The program isn't just about setting goals; it's about achieving them," notes one participant. Associates play a pivotal role by articulating their career aspirations, remaining receptive to feedback, and actively nurturing their sponsor relationships. The formal one-year duration ensures focused development, with opportunities for ongoing support thereafter based on mutual interest.

Quarterly check-ins conducted by the DEI team facilitate continuous improvement. Insights garnered from these sessions shape program enhancements and inform metrics tracking long-term success indicators such as attrition rates, career progression, and overall satisfaction. These metrics are pivotal in assessing program efficacy and refining future iterations.

As Fox Rothschild prepares for its third cohort in fall 2024, the program's impact is already evident through compelling success stories shared by protégés. "The best part has been witnessing the growth and achievements of our associates," remarks Kimberly Gatling, Chief Diversity and Inclusion Officer and Partner at Fox Rothschild. Such outcomes underscore the program's role not just as a career catalyst but as a testament to the firm's commitment to diversity and inclusivity.

“The goals of ADAPT align seamlessly with the mission we have at Fox Rothschild for our DEI initiative,” says Gatling, “to integrate diversity, equity and inclusion for all throughout our firm operations and within our firm culture. Through our partnership with and participation in ADAPT, we are eager to both share information about the programs we’ve developed at our firm – including our sponsorship program – and to learn best practices from other members that we can implement in support of providing everyone with an equitable opportunity to succeed.”

Looking ahead, Fox Rothschild remains steadfast in its dedication to cultivating a supportive and equitable workplace. By prioritizing sponsorship, the firm continues to set a precedent in fostering lasting professional relationships that transcend traditional mentorship boundaries. As the current cohort approaches its conclusion in fall, the firm eagerly anticipates further milestones and insights that will shape future diversity initiatives across the legal profession. 

Fox Rothschild's Sponsorship Program stands as a beacon of innovation and inclusivity, embodying a proactive approach towards nurturing talent and driving meaningful change in the legal industry.

Kate Duttera

ADAPT Communications Committee