Our future as a firm depends on the investment we make today in developing the next generation of women leaders.

Mentoring and Coaching

The Odyssey Program provides formal mentorship to enhance professional development and the quality of service that we offer clients. We assign mentors to associates and counsel shortly after they join the firm to ensure they have the guidance necessary to successfully navigate the world of big law.

More than 130 women lawyers took part in the Odyssey Program in 2016.

In addition, senior associates and junior partners have the opportunity to sharpen their professional skills by working with internal and external executive coaches.

Development Opportunities Outside the Firm

Our women lawyers participate in a range of leadership development programs outside the firm, such as the UC Hasting Project for Attorney Retention’s Leadership Academy, ABA Women in Law Leadership Conference, Impact Center’s Women Executive Leadership Fellowship Program, Leadership Council on Legal Diversity (LCLD) Fellowship Program, and the Women in Law Empowerment Forum, to name but a few.

We view our participation in these programs as a long-term investment in the firm’s future women leaders.

In addition, we also partner with laws schools, bar associations, and other professional organizations that share our commitment to the advancement of women in the legal profession.

In 2016, for example, we participated in the Inaugural Women in Law Hackathon at Stanford Law School. Created by the Diversity Lab, in collaboration with Stanford Law and Bloomberg Law, the hackathon identifies solutions to challenges commonly experienced by women lawyers.

We were part of the team that won third place for its plan to address the challenges that frequently impede the continued advancement of women partners, proposing such solutions as sharing origination credit and ensuring access to clients.

San Francisco partner Diana Kruze and fellow team members accept their prize money, which was granted to the National Association of Women Lawyers

Development Opportunities Within the Firm

We provide professional development training throughout the year for our women lawyers.

Since 2015, we have hosted a series of professional development workshops produced by Leading Women in Technology aimed at elevating the next generation of women tech leaders, including women lawyers.

We also provide communications skills and business development training through programs that are specifically designed for women lawyers.

Mansfield Rule

Following the successful completion of both Diversity Lab’s Mansfield Rule pilot program and Mansfield Rule 2.0, Morrison & Foerster has achieved Mansfield Certification Plus status for 2018 and 2019. The firm was one of only 25 that received Certification Plus for two consecutive years. Certification Plus status indicates that, in addition to considering a diverse group of candidates for leadership and governance roles, the firm has also successfully reached at least 30 percent women, minority, and LGBTQ+ lawyer representation in a notable number of current leadership roles and committees.

MoFo joins a number of major law firms and corporate legal departments in launching version 3.0 of the initiative, running from July 2019 to July 2020. The latest version will also include lawyers with disabilities in the populations considered.

Email Disclaimer

Unsolicited e-mails and information sent to Morrison & Foerster will not be considered confidential, may be disclosed to others pursuant to our Privacy Policy, may not receive a response, and do not create an attorney-client relationship with Morrison & Foerster. If you are not already a client of Morrison & Foerster, do not include any confidential information in this message. Also, please note that our attorneys do not seek to practice law in any jurisdiction in which they are not properly authorized to do so.

©1996-2019 Morrison & Foerster LLP. All rights reserved.