Creating and Fostering an Inclusive and Diverse Workplace

Diversity, Equity, and Inclusion

Since our firm was established, we have been committed to creating an inclusive and diverse workplace. Today we are recognized among the most diverse mid-size firms in the nation.

Our culture of inclusion, equity, and belonging enables us to feature various perspectives and experiences.  We draw on those perspectives and experiences to bring cutting edge approaches and strategic solutions to our clients.

We invite you to read our DEI Annual Report. In addition to sharing the key pillars of the firm’s strategic DEI plan, the report covers educational and cultural activities hosted by Knobbe Martens throughout the year, information on firm affinity groups, and the expansion of the Diversity and Inclusion Fellowship, and highlights the breadth of lawyers from underrepresented groups at the firm who achieved industry recognition.

Diversity Leadership

The Diversity and Inclusion Committee, alongside our Chief Diversity & Talent Development Officer (CDTDO), leads our efforts to sustain an environment where diversity is supported and central to the success of the firm. Our Committee includes attorneys with varied cultural, ethnic, and religious backgrounds, and combined speak nearly twenty languages.

Through the Diversity Committee and CDTDO, we work to foster understanding, communication, and respect among all people in the firm, including people of different races, religions, ages, ethnic and cultural backgrounds, national origins, sexual orientations, gender identities, medical conditions or disabilities, and marital, veteran, or family statuses.

Diversity in Action

We don’t just say we value diversity, equity, inclusion and belonging—we do something about it.  We act through internal and external initiatives and programs that center on recruiting, retention, professional associations, business development opportunities, and community involvement.

Programs and Fellowships

• We offer 1L and 2L Diversity and Inclusion Fellowship Programs, which are open to qualified law students interested in Intellectual Property Law.
• We hold numerous educational programs throughout the year for our attorneys and staff.  This includes implicit bias and microaggression trainings, screenings for films on topics that promote diversity and inclusion, and panel discussions on various issues that affect our attorneys and staff.
• We have numerous committees chaired by attorneys with diverse backgrounds and experiences. We staff our litigation and trial teams in a manner that ensures equal opportunities for all attorneys, including attorneys with diverse backgrounds, to have meaningful roles and enriching experiences.
• Among the bar associations and organizations in which we are active in membership, sponsorship, and in-kind support are: the Intellectual Property Owners Association (IPO) Black IP Professionals Resource Group, Women in Bio, ChIPs Advancing Women in IP, the Women’s Bar Association of DC, American Bar Association’s Young Lawyers Division, National Bar Association, Hispanic National Bar Association, National Asian Pacific American Bar Association, National LGBTQ+ Bar Association, National Association of Muslim Lawyers, South Asian Bar Association of DC, the Thurgood Marshall Bar Association, and the Iranian American Bar Association (IABA).
• Knobbe Martens is proud to support both the Corporate Counsel Men of Color’s Annual Career Strategies Conference and Corporate Counsel Women of Color’s Annual Career Strategies Conference.
• We support and participate in the Patent Pathways program, which aims to build a more inclusive environment in the field of patent law.
• We observe and celebrate our collective heritage, including Black History Month, Women’s History Month, Asian American and Pacific Islander Heritage Month, Pride Month, Nowruz, Ramadan, South Asian Heritage Month, and Hispanic Heritage Month. These celebrations include speakers and cultural social activities.

Path to Partnership

When it comes to equity partnership, we have no glass ceiling. We have a short partnership track where associates may be considered for partnership as early as six years after joining the firm. We strive to make the path to partnership a transparent process.

Other aspects of our culture and programs also promote diversity:

• 1,750 hours-per-year quota
• Quota credit (at least 15 days per year) available to assist in meeting quota
• Significant client contact and responsibility for associates
• Reduced quota program for associates and partners
• Return-to-work transition period for associates and partners after parental leave

Affinity Groups

The firm has several affinity groups, which provide a space for mentoring, connecting, and building relationships with people at the firm who share common interests.

Awards and Recognitions

• Recognized as one of the Top 10 Legal Organizations for DEI in Orange County in 2024 – Orange County Coalition for Diversity in the Law (OCCDL)
• Ranked Among Top 5 Most Diverse Midsize Law Firms and Second for Representation of Minorities Among Equity Partners based on Firm Size – 2024 “Diversity Snapshot” by Law360
• Ranked Top 30 for Overall Attorney Diversity Nationwide – 2021 “Diversity Scorecard” by The American Lawyer