Townsend's main objective is to offer excellent legal services. We believe that diversity among our lawyers and other professionals is necessary to achieving excellence. We understand that the legal industry in particular suffers from a historical lack of diversity and opportunity for minority and women lawyers. Although, in many respects, Townsend shows substantial diversity within its ranks, Townsend believes that this progress will not be sustained without the firm's demonstrated commitment to diversity as an independent value.

We have adopted a variety of external and internal diversity initiatives which are subject to ongoing review, change and improvement by the firm's diversity committee. That we have made some good decisions is reflected by the external recognition we have received. With this said, we do not believe our mission has been accomplished and we continue to search for effective ways to recruit and retain a diverse firm.

EXTERNAL AND INTERNAL DIVERSITY INITIATIVES

Diversity Committee. To further the objective of promoting and maintaining diversity within the firm, we have formed a Diversity Committee comprised of partners, associates and administrative staff from throughout the firm. This committee has been instrumental in identifying and implementing important diversity initiatives. The Diversity Committee is also responsible for developing and updating the firm's statement of goals with regard to diversity.

Minority Scholarship Program. Townsend awards annual diversity scholarships of $2,000 to several law students who are pursuing careers in patent law. Established in 2005, the goal of the scholarship program is to increase the diversity of the patent bar, and to encourage women and minorities – who have been historically underrepresented in the patent bar – to pursue careers in patent law. We have received a great deal of interest in the past two years and have made a number of awards to excellent students.

Reduced-time Work Policy. Recognizing that lawyers often may change their commitment to law firm practice for a variety of reasons, we have adopted a reduced-time policy that permits some lawyers to work reduced schedules. As of 2008, a number of lawyers at all levels of the firm - from partners to associates - have opted for a reduced-time policy. Our reduced-time policy has been an important part of our effort to retain lawyers who require some flexibility in their schedules and enhances our ability to maintain long-term relationships with clients by ensuring continuity of staffing and institutional knowledge.

Law School Tuition Assistance Program. Townsend is committed to helping all of our employees who are interested in pursuing legal careers. As a part of this effort, we have instituted a tuition assistance program that provides financial assistance to paralegals, patent agents and other Townsend employees who attend law school while working for the firm. Although this assistance is not limited to minority and women candidates, we believe that the program will contribute to the ability of such candidates to complete their legal education.

The Townsend Women’s Forum. The Townsend Women’s Forum produces highly successful annual events that bring women lawyers together to discuss the challenges faced by women in the law. In addition to the annual events, the Townsend Women’s Forum arranges to have guest speakers, workshops and working dinners designed to provide members with opportunities to discuss issues common to women in the legal industry.

Sponsorships and Financial Support. Townsend supports a number of organizations that further diversity in the legal profession. In particular:

• Townsend is a signatory to the Bar Association of San Francisco (BASF) “No Glass Ceiling Initiative,” which sets specific goals for the recruitment and retention of women lawyers and the promotion of women to management and leadership positions in private law firms.
• Townsend is an active participant in the California Minority Counsel Program (CMCP), which seeks to promote diversity in private law firms and corporate legal departments.

Townsend provides sponsorship and financial support to a number of professional groups that further the interests of minority lawyers. These groups include:

• Asian American Bar Association (AABA)
• Asian Americans for Community Involvement (AACI)
• Asian Law Alliance
• Asian Law Caucus
• Asian Pacific American Law Student Association
• Asian Pacific Islander Association
• BALiF (LGBT advocacy group)
• Black Law Students Association
• California Minority Counsel Program
• Charles Houston Bar Association
• Disability Rights Education & Defense Fund
• LAMBDA Legal (LGBT advocacy group)
• La Raza
• National Asian Pacific American Bar Association (NAPABA)
• National Center for Lesbian Rights (NLCR)
• Outlet Program of the Peninsula (LGBT teen outreach)

Charitable Giving. Townsend is also committed to supporting minorities, women and underprivileged members of the communities in which we live and work: In 2007, Townsend donated more than $250,000 to charitable organizations that provide legal services to minorities and others who lack financial resources and access to the legal system.

EXTERNAL RECOGNITION AND RESULTS

Townsend’s diversity efforts have been recognized in independent surveys and by our clients. For example, in 2008, Townsend was recognized and ranked by the Minority Law Journal (Summer 2008 supplement to American Lawyer Magazine) in the following areas, based on a national survey of AmLaw 200 law firms:

• 8th highest percentage of minority attorneys (partners & non-partners)
• 9th highest percentage of minority partners
• 2nd highest percentage of Asian American attorneys (partners & non-partners)
• Overall ranking as the 7th most diverse firm among the AmLaw 200 law firms.