Diversity Newsletter – 2015

Tamika Montgomery-Reeves Strives to Learn and to Lead –

A partner in Wilson Sonsini Goodrich & Rosati’s Wilmington, Delaware, office, Tamika Montgomery-Reeves gave birth to her first child, Jackson, this past May. On maternity leave four weeks later, despite dealing with the demanding schedule of a newborn, her tenacity, optimism, and zeal for her complex amalgam of corporate and litigation work remain very much in evidence.

Please see full Newsletter below for more information.

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Create a council of mentors.
“Everyone says that you need a
mentor—but you don’t just need a
mentor, you need a personal small
council of mentors that includes decent
human beings with good judgment,
whom you admire and trust, and who
have your best interests at heart. They
can be partners, associates, secretaries,
family, or friends. And once you’ve
formed your council, you need to go
to them whenever you’re faced with
an important professional decision or
development. Listen hard, then make
the decision that’s right for you.”
Know your craft. “Become an expert
in your field. Read all the latest cases,
keep up with industry articles, and attend
conferences. People will notice your
expertise, call you up, and rely on you.”
Strive to learn, then lead. “Seek out
opportunities to learn—and, eventually,
to lead. It’s very important to embrace new
experiences, as scary as they may be.”
Be mindful of your actions. “Exercise
good judgment in everything you
do. Basically, behave as if someone
is always watching. And that goes
for social media, too—maybe even
especially so.”
Keep your word. “Remember that
your word is the most important thing
you have. People should be able to trust
your word always and completely.”
Tamika Montgomery-Reeves (continued from page 1)
law. But when Bill decided to step down from
the bench and enter private practice, he asked
Tamika if she would be interested in joining
him at his new firm, Wilson Sonsini Goodrich
& Rosati. Bill says that his choice was obvious:
“As a law clerk, she was every judge’s dream:
an excellent writer, diligent, blessed with
tons of common sense, quick on her feet, and
self-motivated—she would anticipate the next
assignment before I had even given it to her. I
knew from the start that she was destined to
be a great lawyer, and I am very grateful that
she chose to join me at WSGR.”
Aside from her respect for Bill and eagerness
to work with him again, Tamika says, “I was
very impressed with the caliber and breadth of
WSGR’s client base, as well as the quality of
its attorneys. I also was attracted to the firm’s
entrepreneurial spirit, which made me think
that it would be a good fit for me.”
A Place Where “Big Ideas” Can Flourish
In 2011, Tamika joined Bill at the firm’s
newly opened Georgetown, Delaware, office.
Three years later, she was elected partner
and moved to Wilmington to help open and
expand a second Delaware office. “From the
start, I was pleasantly surprised by the firm’s
willingness to allow young people with big
ideas to flourish,” she says. “This really is the
type of place where you can have an impact if
you vocalize your ideas, find support, which is
readily available, and execute your ideas.” She
cites management’s openness to suggestions
from younger attorneys to foster growth in
the Delaware offices as one example. “I really
appreciate that the attitude is not, ‘Hey, you’ve
been at the firm for 30 years, so now it’s OK
for you to get involved with the course and
development of the firm,’” she says. “A good
idea is appreciated as a good idea, no matter
the seniority of the speaker.”
In addition to focusing on her own career,
Tamika is committed to working to increase
the presence of minority and women attorneys
in her field. “Early outreach is key,” she says.
“If you wait until college to encourage people
to apply to law school, you might already be
too late. Kids need early exposure to different
career options.” This conviction has led Tamika
to speak at a number of schools in her home
state of Mississippi, where she strives to
present a legal career as an attainable and
desirable goal. “I tell them all about what I
do and say, ‘Hey, I look like you, I’m from your
community, and this is what your life could
look like, too.’”
Always mindful of the impetus that inspired
her to be a lawyer in the first place, Tamika
gives back to the community in other ways
as well. While at Weil, she joined the Legal
Aid Society’s Prisoners’ Rights Project, where
she became involved on a pro bono basis in
a civil suit aimed at improving conditions in
New York prisons. “We weren’t dealing with
hard-core criminals at maximum-security
prisons,” she says. “We were focused on state
prisons’ housing inmates who had committed
lesser offenses and were being abused while
they were doing their time.” Ultimately, the
suit was successful in getting more cameras
installed in the prisons and enacting other
changes aimed at reducing the abuse of
inmates by officers and guards. More recently,
in Wilmington, Tamika has become a member
of the board of directors of the Mother Teresa
House, which provides housing for indigent
HIV and AIDS patients.
Between her demanding legal career and
commitment to community work, Tamika
admits that “it is sometimes a challenge to
find enough time in the day to fit everything
in.” And now, with son Jackson in the mix,
the boundaries of her days are sure to be
stretched even further. Still, Tamika remains
optimistic that she’ll be able to strike the
elusive work-life balance that’s right for
her family, finding a source of inspiration in
her WSGR colleagues. “I am surrounded by
attorneys who have wonderful, loving families
and are still wildly successful in their careers,”
she says. “They give me confidence that I can
do the same.”
3WSGR partner Vera Elson is a second-
generation Nicaraguan whose grandparents
immigrated to the U.S. from Central America
in 1945. Her practice is focused on intellectual
property trials and strategic counseling for
technology clients.
Earlier this year, Vera participated in Law360’s
Minority Powerbrokers Q&A series, where she
shared her perspective on law firm diversity
and issues facing minority lawyers today.
Q: How did you break the glass ceiling in
the legal industry?
A: By never thinking that one really existed.
I am reminded of the quote from “The
Matrix” where the young candidate states:
“There is no spoon.” Perception is the only
ceiling. As an associate, I worked very hard,
first to encourage more senior attorneys to
be candid and open about any perceived
issue or area where I might improve, and
then to take it upon myself to address the
issue. Be genuinely grateful to the more
senior attorneys for sharing their views on
perceived areas of improvement. Once you’re
on the other side of the fence and delivering
evaluation results to more junior attorneys,
you’ll come to appreciate that it can be as
difficult to deliver a criticism as it is to
receive it.
Evaluate any feedback with detachment to
assess whether there is any course correction
you need
to make.
This early
has served
me well in
that, as a
matter of
course, I
early in our
to be as frank as possible about any hot-
button issues or concerns. Often, their issues
stem from some negative experience they
encountered with prior counsel. By inviting
clients to be open about their concerns early
and often, you can avoid making those same
mistakes. You also stand a far better chance
of heading off any looming strategy, staffing,
or budget issue before it becomes a problem.
Lastly, keep your eye on the ball and don’t
be distracted by minor inequalities along the
way. If, for example, your goal is to become
the best trial lawyer you can be, don’t just
rely on what tasks may be handed to you.
Take it upon yourself (and on your own time, if
necessary) to go watch local jury trials. Offer
to handle depositions, study the Federal Rules
of Evidence, and (I cannot stress enough)
take every opportunity to speak publicly
or otherwise hone your oratorical skills.
Presentations and public speaking are an art
form that must be constantly refined. It won’t
be long before you look back and find that
you’ve already blown past what others regard
as a ceiling.
Q: What are the challenges of being a
lawyer of color at a senior level?
A: Honestly, I have never cared for the
“person of color” tag. While the moniker may
be politically correct, I personally have no use
for it. I prefer to see each person as a unique
collection of attributes and experiences—
some visible and some not immediately
apparent. Certainly if you are the more
diverse attorney in an otherwise relatively
homogeneous firm culture, it may seem at first
that others have the advantage and “blend”
more easily. So one challenge you may face is
that you have to work a bit harder to find the
common ground you share with a colleague
who, on the surface, appears to have a very
different and non-overlapping set of attributes
and experiences. The common ground might
be sports or travel, or that you are both history
buffs—but whatever it may be, it is there.
You may just have to make the extra effort to
tease it out. Is it fair that you have to make
this extra effort? Perhaps not, but those “how
to connect with people” skills tend to come
in very handy when selecting and talking to
a jury.
The challenges you face can also be socio-
economic. Obviously someone from a
well-connected and affluent family with an
Ivy League education and a parent who is a
Supreme Court Justice is going to have a bit
of a leg up. This is life (remember the kid who
never studied, but always seemed to ace the
final?). But in my experience, a strong work
ethic goes a long way toward leveling out
any disparities that may have existed at the
starting gate. As they say in show business, it
takes 20 years to make an overnight success.
If you enjoy the intellectual challenge your
Q&A with Partner Vera Elson
“I prefer to see each
person as a unique
collection of attributes
and experiences—some
visible and some not
immediately apparent”
“In my experience,
a strong work ethic
goes a long way
toward leveling out any
disparities that may
have existed at the
starting gate”
Continued on page 4…
area of the law offers (in my case, intellectual
property law), stay the course!
Lastly, hard work and the proverbial “nose
to the grindstone” are necessary, but not
sufficient. You will need to develop a book
of business. Think of yourself as a start-up.
When you start at a firm, you need to have
a product (your work product). But you also
need to market that product to your customer
base (initially partners and senior associates).
Your goal is to keep them coming back to you
for assistance (repeat business). It is critical
that they know they can rely on you. Those
who come to know you as a talented and
responsive lawyer will remember you if and
when they leave the firm. Many will go on
to careers in-house. Eventually, as talented
lawyers themselves, they too will rise in their
respective organizations. Make the effort
to stay in touch, and voilà, good things will
Q: What advice would you give to a
lawyer of color?
A: Think of your particular set of
characteristics and diverse heritage as an
advantage—not a disadvantage. Embrace
your differences. They allow you to stand
out, which, if you work hard and develop
marketable skills, will ultimately prove
beneficial. Presume that the firm would not
have hired you, or spent years investing
in you, unless there were partners in
management that thought you were capable
of succeeding. Hunt them out. Offer to work
for partners that take the time to explain their
reasoning and incisively question yours. A
good mentor will pick apart your arguments
and will force you to demonstrate a firm grasp
of your evidence, as well as persuasively
justify your conclusions. Don’t get defensive!
Instead, prepare for any such encounters and
be grateful that they are offering you the
opportunity to demonstrate your analytical
skills. This is the best possible training
ground, since it won’t be long before the
partner is replaced by a judge who will not
hesitate to publicly grill you in open court
(a highly energizing experience). And don’t
presume that your best mentors will look or
sound anything like you, or that they should
be warm, fuzzy personalities. Gravitate to
people who are acknowledged as excellent
and demanding lawyers, and who can offer
you new and/or challenging tasks that take
you out of your comfort zone. These are the
experiences that will serve you best, and
eventually put you in the most favorable
position to become your clients’ “go-to”
adviser . . . the rest will follow.
Q: Describe a time you encountered
discrimination in your career and tell us
how you handled it.
A: Once, as a junior associate, I had a
rather gruff male senior partner at a former
firm confide that he liked working with me
because I was the only woman he had not
made cry. While certainly an eyebrow-raising,
chauvinistic comment, I gave him the benefit
of the doubt and took it for the genuine
(albeit backhanded) compliment that it was
intended to be. In his own awkward way, he
was telling me that that I was tough, and
over time I came to respect that he was a
strong advocate on behalf of his clients. He
ended up being a good mentor from whom
I learned important litigation skills. And as
a bonus, relating his comment made for a
good war story at gender diversity events for
years thereafter. The legal profession—and
particularly litigation—is very exciting and
rewarding, but definitely a rough-and-tumble
business. Retain your sense of humor. It is a
powerful weapon in the battle to keep things
in perspective and stay focused on mastering
your craft.
Q: What advice would you give to a law
firm looking to increase diversity in its
partner ranks?
A: If the discussion is along the lines of “we
need one of those,” then the firm is on the
wrong track altogether. The ultimate goal is
to grow and nurture a meritocracy. This is
relatively easy in Silicon Valley, where the
population is already diverse and clients
generally don’t care if you are green and a
Martian, so long as you can secure the win
and/or get the deal done. But every firm has
its own distinct culture. Partners at all firms
need to be vigilant about not falling into a
pattern of recruiting, hiring, or only working
with the same “type” of person, or someone
who “reminds me of myself.” Perhaps go
farther afield in law school recruiting to
search for that highly motivated individual
who does not fit the mold. Talented associates
should be encouraged to work for a variety
of partners, to network, to engage in public
speaking, and to participate in business
development efforts to “learn the ropes,”
since ultimately, partnership will likely depend
at least in part on the partners’ perception of
the associate as a future rainmaker.
Vera Elson (continued from page 3)
“Embrace your
differences. They allow
you to stand out, which,
if you work hard and
develop marketable
skills, will ultimately
prove beneficial”
“Partners at all firms
need to be vigilant about
not falling into a pattern
of recruiting, hiring, or
only working with the
same ‘type’ of person, or
someone who ‘reminds
me of myself’”
5Since its inception, Wilson Sonsini Goodrich
& Rosati has been committed to the principle
that diversity is a core component of a thriving
organization. Rather than maintaining a formal
diversity policy, the firm approaches diversity
as a naturally integrated facet of our business
culture. Internally, we incorporate diversity
considerations into all talent management
practices, including recruiting, hiring, reviews,
partner promotions, and retention. Externally,
we collaborate with law schools and on-
campus groups to build a strong pipeline of
diverse recruits, and we regularly partner
with community organizations that promote

Through these efforts, WSGR has built
a culture in which employees of all
backgrounds, viewpoints, and experiences are
encouraged and empowered to achieve their
maximum potential.
At WSGR, diversity is not merely about
numbers, it’s about leadership. Our minority,
women, and LGBT partners hold prominent
roles at all levels of management, including
on the following:
• Board of Directors
• Strategic Practice Development
• Nominating Committee
• Compensation Committee
• Finance Committee
• WSGR Foundation’s Board of Trustees
In addition, diverse partners hold chair
positions on nearly every standing committee
of the firm. At the associate level, two of the
three co-chairs of the Associates Committee
are currently women and numerous committee
members are diverse.
Attorney Diversity

Retention, career development, and promotion
are key components of our diversity strategy.
We track the diversity of associates in the
nominations pipeline and those promoted to
partner to ensure opportunities for diverse
associates. Consider the following:

• In 2015, 40 percent of the attorneys
promoted to partner were diverse
• Overall, since 2002, over 50 percent of
the firm’s attorneys elevated to partner
have been diverse
• Currently, 40 percent of the firm’s
partners and more than 55 percent of
the firm’s associates are diverse
WSGR is consistently recognized by leading
third-party sources as one of the most diverse
law firms in the country, as discussed in
greater detail on page 7.
Diversity at Wilson Sonsini Goodrich & Rosati
Continued on page 6…
Wilson Sonsini
Goodrich & Rosati
has built a culture
in which employees
of all backgrounds,
viewpoints, and
experiences are
encouraged and
empowered to achieve
their maximum potential
In 2015, we hired an
exceptionally diverse
summer associate class,
with 44 percent of our
summer associates
being minority or LGBT
law students and 43
percent being women
6Diversity at Wilson Sonsini Goodrich & Rosati (continued from page 5)
Against this backdrop, the firm’s attorney-
focused programs and events are designed
to foster professional development and
offer participants the opportunity to
establish meaningful relationships with their
colleagues. For instance, our Women’s Task
Force hosts panels and brown bag lunches to
discuss issues relevant to women associates
(see the article on page 9 for more information
on a recent panel discussion). In addition, the
firm’s minority partners host affinity-group
networking receptions and other internal
social activities that are designed to promote
mentoring relationships.
WSGR endeavors to attract, mentor, and
advance the best legal talent from all
backgrounds—regardless of race, ethnicity,
gender, or sexual orientation—and devotes
significant resources and time to sponsor
events, programs, and organizations
committed to building a pipeline of diverse
In 2015, we hired an exceptionally diverse
summer associate class, with 44 percent of
our 70 summer associates being minority
or LGBT law students and 43 percent being
women. The firm hosts an annual diversity
reception as well as smaller affinity group
gatherings focused on minority, women, and
LGBT summer associates. We will continue
to build the law school diversity pipeline by
funding scholarships for diverse students and
strengthening our firm’s relationships with
diverse student groups on campuses.
As discussed on page 7, the WSGR
Foundation sponsors a Diversity Scholarship
through the California Bar Foundation to
assist incoming first-year law students from
historically underrepresented groups in the
legal profession who have committed to
attend a California law school. Additionally,
the firm sponsors Law Preview scholarships
for incoming minority Stanford Law School
students, supporting their attendance at a
week-long, intensive course designed to
prepare them for the rigors of law school.
With respect to on-campus events geared
toward law students, the firm has:
• Hosted a lunch and panel discussion
with Berkeley’s Law Students of
African Descent and La Raza groups
• Organized and participated in a
panel discussion with the Boalt Hall
Women’s Association
• Hosted a dinner reception with
Stanford’s Latino Law Student and
Black Law Student groups
• Supported Stanford’s Minority Admit
Weekend and helped the law school
enroll admitted minority students
• Sponsored the National LGBT Bar
Association’s Lavender Law Career Fair
• Participated in the Bay Area Legal
Recruiting Association’s Diversity
Speed Networking event for students
with diverse backgrounds from various
law schools in the Bay Area
• Participated in the Bay Area Diversity
Career Fair
External Affiliations
The firm is involved with many external
organizations that promote diversity,
including the Asian Pacific American
Bar Association, the Chinese American
Semiconductor Professionals Association,
Geek Girl, The Indus Entrepreneurs (TiE),
NewMe (a start-up accelerator for businesses
led by underrepresented minorities in the
tech industry), the Silicon Valley Japanese
Entrepreneur Network, Tech Incubator
Program for Startup (TIPS) Korea, Watermark
(a community of executive women who have
risen to the top of their fields), and Women in
Sustainable Energy (WISE).
WSGR also signed the New York County
Lawyers’ Association statement to implement
efforts to increase diversity in the legal
Best Practices Research
For five consecutive years, WSGR has
partnered with Talent Advisory Board,
a boutique research and management
consulting firm dedicated to advancing
workforce diversity, to identify the perceived
and real obstacles that minorities face within
large law firm environments and the diversity
best practices that can help overcome
these obstacles.
7WSGR Achieves Top Rankings for Law Firm Diversity
Wilson Sonsini Goodrich & Rosati recently has been recognized among the leading
U.S. law firms for diversity by several third-party sources. For example, the firm
ranked No. 3 overall in The American Lawyer’s 2015 Diversity Scorecard, reflecting
the firm’s high percentages of minority attorneys (25.9 percent) and partners (20.2
percent) and continuing our history of high rankings, including three consecutive years
in which WSGR ranked No. 1 overall. The annual Scorecard is one of the best-known
benchmarks measuring law firm diversity, tallying and ranking the number of Asian
or Asian-American, Black or African-American, Latino or Hispanic, and self-described
multiracial partners and associates at Am Law 200 and National Law Journal 250
law firms.

WSGR also ranked No. 1 on Law360’s first-ever listing of the 100 best U.S. law
firms for racial minority attorneys, which was published in May 2015. The rankings
were based on several factors, including the percentage of minority partners, the
percentage of minority non-partners, and the number of minority attorneys at the
firm. In addition to achieving Law360’s top ranking for minority attorneys, WSGR was
recognized as the best law firm for Asian-American attorneys, one of the five best law
firms for minority partners, and one of the 100 best law firms for female attorneys.
The California Bar Foundation selected UC
Berkeley School of Law student Winnie Wong
as the 2014 WSGR Foundation Diversity
Scholar. Growing up in an immigrant,
working-class family and forced to overcome
educational hurdles, Winnie developed a
grounded work ethic and an awareness
of social injustices. Drawing upon her
experiences as a first-generation college
student, Winnie provided college counseling
to low-income, first-generation Asian
American high school students. She plans on
using her law degree to help students from
underserved communities.
Through contributions from law firms and
other donors, the California Bar Foundation’s
Diversity Scholarship Program provides
financial support and recognition to incoming
first-year law students from groups historical-
ly underrepresented in the legal profession
who have committed to attend a California
law school and have a financial need and a
desire to make an impact in the community.
The WSGR Foundation has provided support
for the program since 2008.
Established in 1990, the WSGR Foundation
provides a vehicle for the firm’s members to
make financial contributions to the com-
munity. Since that time, the foundation has
donated over $13.5 million to nearly 700
charitable organizations in the San Francisco
Bay Area and out-of-state locations near the
firm’s national offices.
California Supreme Court Associate Justice
Mariano-Florentino Cuéllar and Winnie Wong
Winnie Wong Named as WSGR Foundation Diversity Scholar
8As part of a larger effort to serve the
community at large, Wilson Sonsini Goodrich
& Rosati provides pro bono legal services to
countless nonprofit organizations that reflect
the firm’s commitment to diversity, as well as
to numerous minority individuals in asylum,
U-Visa, and Dream Act cases. Below we
highlight our pro bono work on behalf of three
As part of WSGR’s partnership with the Billy
DeFrank LGBT Community Center, the firm
provides employment counseling and litigation
advice. Specifically, WSGR has reviewed
and updated organization policies, advised
on difficult hiring and termination decisions,
and assisted with pre-litigation preparation
and activities. The firm is also available to
assist in the event of any actual employment-
related litigation claims, including responding
to any such claim, negotiating a settlement
or, if need be, representing the organization
through the completion of such litigation. The
WSGR team that has provided assistance
to the center includes general counsel Mark
Parnes and employment law associates
Matthew Damm and Rebecca Stuart.
Founded in 1981, the Billy DeFrank LGBT
Community Center aims to provide a broad
array of opportunities and programs, a
dedicated and caring staff, a corps of
volunteers, and a spirit of community that
celebrates the many facets of the broad-
based lesbian, gay, bisexual, and transgender
constituency. Based in San Jose, the center
is a premier resource hub and a recognized
leader in promoting health, strength, diversity
and inclusiveness.
WSGR is serving as pro bono co-counsel to
the Equal Justice Society and several other
organizations representing the plaintiffs in
an educational-justice case in Kern County,
located in California’s Central Valley. The case
alleges that Latino and African-American
students in the Kern High School District are
subject to disciplinary measures including
suspension, involuntary transfer, and
expulsion at higher rates than white students,
in violation of constitutional and statutory
protections under both California and federal
law. Empirical research conducted by social
scientists from leading universities suggests
that such disparities are in part the result
of intentional discrimination, implicit bias,
implicit associations, stereotype threat, racial
anxiety, the effects of in-group preferences,
and the use of negative stereotypes.
The plaintiffs recently filed an amended
complaint after the court partially granted the
defendants’ motions to dismiss. The WSGR
team includes partner Steve Guggenheim;
associates Riana Pfefferkorn, Anne Aufhauser,
Joy Kim, Luke Liss, Joni Ostler, and Lauren
Zweier; and paralegal Deborah Bellinger.
A national legal organization focused on
restoring constitutional safeguards against
discrimination, the Equal Justice Society (EJS)
is transforming the nation’s consciousness on
race through law, social science, and the arts.
Founded in 2000, EJS currently focuses its
advocacy efforts on school discipline, special
education, the school-to-prison pipeline,
race-conscious remedies, and inequities in the
criminal justice system.
WSGR attorneys have enjoyed a long
relationship with MinKwon. Chul Pak, a
partner in the firm’s New York office, regularly
consults with MinKwon’s leadership on its
overall strategic mission and direction, and
also provides mentorship and guidance to
its staff attorneys about their professional
development. In addition, New York
attorneys—including Jeff Bank, Justin Cohen,
Tiffany Lee, and Daniel Weick—participate in
clinics to help Asian-Americans obtain various
immigration relief.
Established in 1984, the New York-based
MinKwon Center for Community Action
has had a profound presence in the Korean
American community through various
grassroots organizing, education, and
advocacy initiatives that address important
issues such as immigration policies, voter
rights, and cultural awareness. The center
places a special emphasis on meeting the
needs of marginalized community members
who have less access to resources, including
the youth, the elderly, recent immigrants,
low-income residents, and limited English-
proficient residents.
Additionally, the following attorneys dedicate
time to serving on the boards of directors
of nonprofit organizations that demonstrate
a commitment to diversity, as well as legal
aid organizations that serve low-income and
diverse populations.

• Asian Law Alliance – Ethan Lee
• Asia Clean Energy Innovation
Initiative, Inc. – Todd Glass and Scott
• The Bernardo Kohler Center – Brian
• Eastside College Preparatory
School – Brad O’Brien
• Korean American Lawyers
Association of New York – Chul Pak
• Korean American Community
Foundation of New York – Chul Pak
• La Raza Centro Legal – Chrissy Filipp
• Law Foundation of Silicon Valley –
Caz Hashemi
• Lawyers’ Committee for Civil Rights
of the San Francisco Bay Area –
Steven Guggenheim
• The Legal Aid Society of San Mateo
County – Elizabeth Peterson
• The Legal Aid Society–Employment
Law Center – Doug Clark
• Western Center on Law & Poverty –
Elizabeth Peterson
A Commitment to Pro Bono
9In December 2014, Calise Cheng, Farah
Gerdes, Tamika Montgomery-Reeves, and
Manja Sachet were among the 10 attorneys
elected to the firm’s partnership. Among
other considerations, they were elected
for their exceptional legal skills, records
of achievement, leadership abilities, and
commitment to client service. The promotions
became effective on February 1, 2015.
Calise practices corporate
and securities law in the
Palo Alto office, where she
advises clients ranging from
start-ups to large public
companies on a broad
range of general corporate and transactional
matters, including venture-backed private
financings, initial public offerings and other
securities offerings, mergers and acquisitions,
corporate governance, and public company
disclosure matters. She also represents
venture capital firms and other institutional
investors. Calise earned her J.D. from the
University of Minnesota Law School in 2006.
Based in Palo Alto, Farah’s practice focuses
on the representation of pharmaceutical,
biotechnology, medical
device, and diagnostic
companies in intellectual
property transactions.
She represents clients
in a variety of business
transactions involving
IP or product rights, including IP licenses,
collaboration agreements, R&D agreements,
clinical trial management, manufacturing
agreements, supply and distribution
agreements, university licenses, mergers
and acquisitions, and the formation of joint
ventures and other types of strategic alliances
and partnering arrangements. In addition,
she advises clients on FDA regulatory and
healthcare issues. Farah earned her J.D. from
the University of Chicago Law School in 2005.
Tamika is based in
Wilmington, Delaware,
where her practice
focuses on corporate
governance, navigation of
corporate fiduciary duties,
and representation of
companies and their officers and directors
in stockholder class action litigation,
derivative litigation, and complex commercial
litigation. Tamika specializes in conducting
investigations on behalf of management,
boards of directors, and special board or
management committees; advising companies
faced with stockholder litigation demands;
and representing companies in stockholder
actions and “busted deal” litigation. Tamika
earned her J.D. from the University of Georgia
School of Law in 2006.
Based in the firm’s Seattle
office, Manja is a partner in
the technology transactions
practice, which specializes
in intellectual property
issues and transactions
involving the development, acquisition, use, or
exploitation of technology. Manja works with
emerging and mature clients in the energy
innovation and clean technology, software,
digital media, and information technology
sectors. She was the pro bono coordinator
for the Seattle office from 2008 to 2012 and
remains actively involved in a variety of pro
bono matters. Manja earned her J.D. from
the University of Washington School of Law
in 2005.
Four Women Elected Partner
WSGR Women Partners Offer “Strategies for Success”
As part of WSGR’s efforts to provide professional development, networking, and leadership training opportunities for its women
attorneys, the Associates Committee and the Women’s Task Force held a panel presentation on April 27, 2015, in Palo Alto focused on
“Strategies for Success.” The program was broadcast live to the firm’s other offices around the country.
Moderated by senior vice president Courtney Dorman, and featuring partners Colleen Bal (litigation, San Francisco), Susan Creighton
(antitrust, Washington, D.C.), and Katie Martin (corporate, Palo Alto), the panel offered unique personal perspectives on diversity, as well
as crafting a fulfilling and rewarding career at WSGR.
Topics addressed included ways for women lawyers to build and maintain confidence and practice expertise; the role of mentorship and
networking in career development; the unique challenges of working at a law firm; the benefits of strong client relationships; and the
necessity of being “intentional” when building a life—both inside and outside the firm.
“We’ve benefited from the women who came before us, certainly, but we’re still forging the path,” noted Katie Martin at the event.
“There are still many paths to be built.”
Meet Our Minority Partners
John Aguirre
Employee Benefits &
Palo Alto
Joseph Alcorta
Jon Avina
Palo Alto
Colleen Bal
IP Litigation
San Francisco
Gregory Broome
San Francisco
Weiheng Chen
Hong Kong
Zhan Chen
Michael Coke
Palo Alto
Robert Day
Palo Alto
Cynthia Dy
Securities and Commercial
Palo Alto
Vera Elson
IP Litigation
Palo Alto
U.P. Peter Eng
IP Counseling & Patents
Palo Alto
Mark Fitzgerald
Washington, D.C.
Parag Gheewala
Technology Transactions
Robert Ishii
San Francisco
Paul Jin
Washington, D.C.
Ethan Jin
Raj Judge
Palo Alto
Charlotte Kim
Corporate Finance
New York
Olivia Kim
IP Litigation
Los Angeles
Tung-On Kong
IP Litigation
San Francisco
Denny Kwon
San Francisco
John Randall Lewis
San Francisco
Jose Macias
Palo Alto
John Mao
Corporate Finance
San Francisco
Catherine Moreno
Securities Litigation
Palo Alto
Scott Murano
Palo Alto
Dan Ouyang
Beijing/Hong Kong
Chul Pak
New York
Rico Rosales
Employment Law
Palo Alto
Michael Rubin
Privacy & Data Protection
San Francisco
Franklin Rubinstein
Washington, D.C.
Ignacio Salceda
Securities Litigation
Palo Alto
Robert Sanchez
Washington, D.C.
Yoichiro Taku
Palo Alto
Khoon Jin Tan
Hong Kong
Jose Villarreal
IP Litigation
Dr. Karen Wong
IP Counseling & Patents
Palo Alto
Lucy Yen
New York
James Yoon
IP Litigation
Palo Alto
Jonathan Zhu
Palo Alto
650 Page Mill Road, Palo Alto, California 94304-1050 | Phone 650-493-9300 | Fax 650-493-6811 | www.wsgr.com
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© 2015 Wilson Sonsini Goodrich & Rosati, Professional Corporation. All rights reserved.

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