skip to main content
Header Search

Diversity & 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 & Inclusion 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. This year, Lowenstein selected counsel Matthew P. Hintz to represent the firm in the 2018 LCLD Fellows Program, which identifies, trains, and advances the next generation of leaders in the legal profession.
  • 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
  • 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
  • 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 2018 activities included the following:

  • Responded to the family separation crisis by mobilizing more than 30 law firms to help reunify immigrant families and ensure representation for them
  • Represented legal service providers in class actions to ensure fair treatment for immigrant children whose needs had been overlooked in the reunification process
  • Filed amicus briefs in support of preserving DACA, ensuring comprehensive health coverage for women, and protecting a class of inmates who were being denied access to necessary medication
  • Secured asylum for a political dissident whose family members were imprisoned and killed by the government; represented a group seeking asylum based on religious persecution
  • Worked to improve the criminal and juvenile justice systems by bringing attention to the harms of solitary confinement and unfair sentencing and parole practices

See our 2018 Pro Bono Report for a complete discussion of the Center’s recent work.

Click here to view our firm's nondiscrimination policies.