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Diversity, Equity & Inclusion

Our success as a firm is directly linked to our ability to create a community that is diverse, inclusive, and respectful of differing points of view. The foundation for our culture was laid by firm founder, community leader, and social-justice pioneer Alan Lowenstein, who was renowned for recruiting and welcoming colleagues of all backgrounds and experiences. From our roots as members of the Lawyers Commission for Civil Rights to serving as co-founders of the New Jersey Institute for Social Justice, inclusivity is a part of Lowenstein Sandler’s DNA.

Led by our chairman, the firm’s Diversity, Equity & Inclusion Steering Committee oversees and connects the collective efforts of so many who are striving to support diversity and inclusion throughout the firm. We encourage honest conversations that empower employees to build an inclusive and supportive workplace.

Employee Resource Groups

  • Diversity Leadership Network (DLN). The DLN focuses on recruiting, supporting, and promoting attorneys from diverse backgrounds. The group identifies and puts in place additional supports to foster the organic development of relationships and mentorships that are critical to each member’s personal brand and professional success. Members also design and participate in events that connect Lowenstein attorneys with DLN allies outside the firm.

Reynold Lambert, Partner
   +1 973.597.6340 |
  David M. Wissert, Partner and General Counsel
   +1 646.414.6912 |

  • LGBTQ Alliance. Our LGBTQ Alliance advocates on behalf of the LGBTQ community inside and outside the firm. We host monthly meetings and quarterly, no-agenda lunches that foster understanding; provide firmwide training on LGBTQ issues; participate annually in the Lavender Law conference and career fair; and celebrate Pride Month through education, social, and community service events (e.g., assembling first-night kits for LGBTQ runaways in shelters). Reflecting our commitment to LGBTQ concerns, Lowenstein is among the first law firms to institute a policy allowing individuals to use the restroom that reflects their gender identity.

Mark P. Kesslen, Partner
   +1 646.414.6793 (NY)/+1 973.597.2330 (NJ) |

  • Women’s Initiative Network (WIN). WIN is a grassroots program that supports and empowers our women attorneys to achieve professional and personal success. It is comprised of women from a cross section of the firm’s practice areas, seniority levels, and offices. The group meets for formal programming, monthly lunches, and intimate discussion groups. WIN events lead to natural and meaningful mentoring relationships that assist our women lawyers in developing their careers and flourishing as leaders.

Lynda A. Bennett, Partner
   +1 973.597.6338 |

  • Lowenstein Parent Network (LPN). LPN is a group of employees who, together, lighten and brighten their respective parenting journeys through mutual sharing and learning. LPN members are LS parents and caregivers of infants, toddlers, and school-aged children, and any employees interested in joining the network. LPN comes together for informal discussions (e.g.: summer camp/vacations, parenting styles, disabilities, work-life challenges, etc.) as well as organized trainings on a broad range of topics that are of interest to members (e.g.: Child Advocacy, Autism Awareness, Resiliency for Working Parents). The group also organizes child-friendly social opportunities for employees and their families.

○  Allison J. Castro,
CLE Specialist
   +1 973.422.6492 |

  • Women’s Enrichment Initiative. This group for our Business Services professionals provides a forum and avenues for women to network with and mentor one another and to discuss career development challenges that are unique to women professionals.

○  Colleen M. Boyle, Recruiting Manager
   +1 973.422.6424 |  

  • Quarterly Leadership Meetings of Our Employee Resource Groups. Quarterly meetings of the founders and leaders of our different employee resource groups provide an opportunity for the groups to exchange information, ideas, and best practices and to learn about opportunities for cross-support among the groups.


  • Expansive parental leave for opposite-sex and same-sex couples
  • Domestic partner benefits
  • On-ramping period following return from parental leave
  • Parental Leave Mentoring Network
  • Purposeful sponsorship and coaching
  • FWAs such as reduced schedules, flextime, and telecommuting

Pipeline Programs

  • We actively recruit, develop, and promote lawyers and professional staff who bring a wide range of perspectives to our practice. We also work closely with the Leadership Council on Legal Diversity (LCLD) to build pipeline programs designed to develop diverse lawyers through training, networking, and access to law firm leaders and in-house counsel executives. Lowenstein selected H. Gregory Baker, partner in the firm’s White Collar Criminal Defense group, to represent the firm in the 2020 LCLD Fellows Program, which identifies, trains, and advances the next generation of leaders in the legal profession. Craig Dashiellcounsel in the firm’s Business Litigation and Class Action Litigation groups, is a member of the 2020 LCLD class of Pathfinders, a program designed to train high-performing, early-career attorneys in critical career development strategies, including leadership and the building of professional networks. 
  • One of the firm’s signature initiatives is the Lowenstein Sandler LS Scholars Program. For more than 10 years, this program has identified promising, diverse first-year law students, who are offered both a paid summer associate position and a scholarship to be used toward their second year of law school. If a Scholar returns for their 2L summer, they receive a paid summer associate position and an additional scholarship for their third year. More recently, we have partnered with LCLD to enroll our 1L Lowenstein Fellows in the 1L LCLD’s Scholars Program.
  • We also participate in Diversity Lab’s Diversity in Law Hackathon series, which aims to boost diversity and inclusion in the legal profession by teaming experienced law firm and in-house lawyers with law students who work to generate innovative ideas for attracting, retaining, and promoting diverse lawyers.

Recent Recognition

  • Received a perfect (100 percent) score on the Human Rights Campaign Foundation Corporate Equality Index: Best Place to Work for LGBTQ Equality
  • Ranked among the 60 best law firms for women by Working Mother
  • Selected as one of WomenInc. magazine's “Top 100 Law Firms for Women”
  • Received the Freddie Mac inaugural Award of Excellence for Enhancing Law Firm Diversity & Inclusion
  • Named an NJBIZ Best Place to Work in New Jersey
  • Named a Crain's Best Place to Work in New York City
  • Received New Jersey Institute for Social Justice's Corporate Leadership Award
  • Named Pro Bono Partner of the Year by Transgender Legal Defense & Education Fund
  • Received New Jersey State Governor’s Jefferson Award for Public Service
  • Received National Legal Aid & Defender Association's Beacon of Justice Award for the firm’s pro bono efforts in support of immigrants fighting unlawful deportation, family separations, and wrongful denial of Special Immigrant Juvenile Status 
  • Received ACLU-NJ’s Legal Leadership Award for Advocacy to prevent deportation of Indonesian Christians facing religious persecution
  • Received HANDS Community Leadership Award
  • Received the USPTO's Law Firm Pro Bono Achievement Certificate for the firm's and our registered patent practitioners' accomplishments in patent pro bono service
  • Received California Lawyers for the Arts' Artistic License Award for significant leadership in providing pro bono patent representation for low-income inventors

Pro Bono Service

In 2009, Lowenstein Sandler expanded its historic commitment to public and community service by creating the Lowenstein Center for the Public Interest. The center maximizes impact by focusing the firm’s pro bono efforts and deepening its partnerships with leading nonprofit and community organizations. Now in its tenth year of providing access to justice, the center maintains its robust advocacy on behalf of individuals and communities in need through pro bono representation in a variety of high-stakes matters.

The center's 2019 Pro Bono Report provides an overview of the firm’s most recent efforts. Highlights include: 

  • Overturning a policy that illegally disqualified a class of young immigrants from a key form of relief specifically intended for abused and neglected children called Special Immigrant Juvenile Status (SIJS)
  • Preventing the government from deporting young people who had already been granted SIJS but who were stuck in long lines, waiting for the chance to apply for their green cards
  • Helping to draft a New Jersey bill–now a law–that provides a national model for juvenile justice reform by reducing incarceration while promoting incentives for positive youth behavior and successful reintegration into society through such measures as the removal of onerous financial penalties, which often inhibit successful reentry
  • Joining a federal challenge to the government’s restrictions on military service by transgender people
  • Arguing for systemwide reforms to ensure that, when transgender people are incarcerated, they are held in units appropriate for their gender identity and most likely to protect their safety
  • Assisting more than 100 nonprofits to form, grow, achieve, and expand their missions of providing high-quality services to individuals in need.

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