On December 4, 2024, the Patent Pathways® program hosted its “Meet the Participants” mock interview event, bringing together 16 law firm partners and 13 participants for a night filled with meaningful connections and invaluable feedback.
The evening began with opening remarks from Elaine Spector, a Patent Pathways® board member, who set the stage for a dynamic and supportive environment. Volunteers engaged participants in three rounds of interviews, followed by constructive feedback to refine their skills.
The feedback from interviewers was overwhelmingly positive. One volunteer remarked, “The Patent Pathways® event has been great so far. Really enjoyed meeting with our first candidate.” Another praised the participants, stating, “They were all amazing candidates—I’m glad you didn’t ask us to rank them because they were all exceptional in their own way. The future looks bright!”
This event exemplifies Patent Pathways®’ mission to create opportunities for underrepresented individuals in the patent profession. From no-cost patent bar prep to mentorship and skills training, the program is committed to breaking down barriers and building bridges for aspiring patent professionals.
Thank you to our law firm partners and volunteers for making this event possible. Together, we are shaping the future of patent law—one participant at a time.
Want to get involved? Explore opportunities to mentor or volunteer below!
In a recent episode of the Knobbe IP+ podcast, Elaine Spector, Partner at Harrity & Harrity and advisory board member of Patent Pathways®, joined Terra Davis, Chief Diversity & Talent Development Officer at Knobbe Martens, for a powerful conversation about increasing diversity in the patent profession.
The discussion highlighted how Patent Pathways®, a program initiated by Harrity & Harrity, is addressing the lack of diversity in the intellectual property field. By creating a pipeline of diverse candidates, the initiative provides under-represented groups with resources such as education, mentorship, and financial support for the patent bar exam. The ultimate goal? To ensure the patent profession reflects the demographics of society at large.
Elaine shared how the program leverages data to identify diversity gaps and collaborates with law firms and corporate sponsors to offer participants comprehensive support. This includes mentorship, financial assistance, and hiring opportunities. Since its inception, Patent Pathways has grown significantly—now supporting 75 participants in its third year—and aims to continue expanding until the term “under-represented” no longer applies in the patent field.
The conversation also addressed how programs like Patent Pathways® are helping to combat the challenges of a shrinking profession by increasing the number of patent agents and attorneys entering the field.
If you’re passionate about fostering a more inclusive IP profession, this episode is a must-listen. Learn how you or your organization can partner with Patent Pathways®, contribute financial support, or engage in its impactful committee work.
Catch the full episode on Apple Podcasts, Spotify, or your preferred platform and learn more about Knobbe IP + Podcast here.
Join us at Patent Pathways®, where we empower individuals with the tools, knowledge, and connections they need to navigate the patent process successfully. Let’s build meaningful relationships that lead to lasting innovation.
Patent Pathways® is a nonprofit organization dedicated to breaking down barriers and creating equal opportunities in the patent profession. By offering free virtual education, mentorship, financial support, practical career guidance, and law firm matching, Patent Pathways® empowers talented individuals from underrepresented backgrounds—particularly those with STEM degrees—to succeed in patent law. Through this program, participants are provided with the tools, resources, and community needed to prepare for and pass the patent bar, as well as the opportunity to meet with and apply for roles with law firm partners, transforming career aspirations into realities.
The program arose out of patent firm Harrity & Harrity’s “Give 2 Give” philosophy, through which the partners prioritize giving back to the community simply to make a difference. Launched in 2022, Patent Pathways® has since hosted over 130 virtual sessions for 91 participants, with a record 51 individuals in the most recent cohort. It is a 100% volunteer-based organization, comprised of over 40 law firm partners and corporate sponsors, 108 mentors, and 189 active volunteers all dedicated to improving inclusion in the patent field by bringing in individuals from all backgrounds sharing one common goal: passing the patent bar.
Pai Liu, one of the incredible members of the June 2024 Patent Pathways® cohort, recently celebrated that tremendous achievement: she passed the patent bar exam. Pai’s journey is a testament to her remarkable determination and highlights the powerful influence Patent Pathways® can have on those dreaming of obtaining a career in patent law.
With both a bachelor’s and Ph.D. in neuroscience from Emory University, Pai has already established herself as a trailblazer in the technology transfer field. However, balancing her patent studies with a full-time role was no easy feat, especially since she is not a native English speaker. Reflecting on this challenge, Pai noted, “Passing the patent bar is something I never imagined achieving (as English is not my first language). Just three years ago, I didn’t even know what patent law was, and I can hardly believe how far I’ve come with the support of this program.”
During her journey, Pai found invaluable resources, mentorship, and encouragement through Patent Pathways®. “I’m forever grateful for the encouragement provided throughout (I needed that to study after full-time work every day), the PLI study material, and the guidance from everyone on the Patent Pathways® Team,” she shared. Patent Pathways® provided the tools that allowed her to build confidence and thrive in the patent profession. “Passing the patent bar has been a game-changer for me as a technology transfer professional,” Pai said, emphasizing how the knowledge she’s gained “has enriched my work and boosted my confidence immensely.”
One of the most memorable moments in Pai’s journey was her recent meeting with Kathi Vidal, Director of the U.S. Patent and Trademark Office (USPTO). During their conversation, Pai shared her story and expressed that her success would not have been possible without the support of Patent Pathways®. Director Vidal later celebrated Pai’s accomplishment in a LinkedIn post, publicly recognizing her dedication and resilience. This recognition underscores the potential of programs like Patent Pathways® to elevate and inspire others pursuing and within the patent profession.
John Harrity, Chairperson of Patent Pathways®, also praised Pai’s success, calling her journey “a testament to perseverance and the transformative power of support and mentorship.” He emphasized that Pai’s achievements—especially passing the patent bar as a non-native English speaker while managing full-time work—capture the mission of Patent Pathways®. “Your success is not just personal; it uplifts and motivates everyone involved in this community,” he noted, pointing out that Pai’s journey will undoubtedly inspire others who may have once felt that patent law was out of reach.
Pai’s story exemplifies the impact of Patent Pathways®’ commitment to creating a more inclusive future for patent law. Through mentorship, financial assistance, study resources, and ongoing support, Patent Pathways® empowers individuals like Pai to excel in patent law and make meaningful contributions within the innovation ecosystem.
Congratulations to Pai on this incredible accomplishment. Her journey offers powerful encouragement for those who hope to follow in her footsteps, and her success highlights the vital role that programs like Patent Pathways® play in building a diverse future for the patent profession.
Stay tuned for more stories as Patent Pathways® continues opening doors and paving new paths for talent in patent law.
Want to be part of our mission? Learn how you can get involved as a partner, sponsor, committee volunteer, or mentor below.
At Cargill, diversity and inclusion are more than just buzzwords—they are integral to how the company operates, from its internal culture to its partnerships with outside counsel. One champion of this commitment is Cass Dottridge, a patent attorney at Cargill, who has passionately driven the company’s efforts to promote diversity in the legal profession. “Patent Pathways program is really about walking the talk, and that is really, really important,” and “is a real differentiator for law firms,” says Cass, reflecting on her work with the company and its external partners.
Cargill’s dedication to diversity extends beyond its walls, influencing the firms they choose to work with. The company actively evaluates the diversity of its outside counsel, ensuring that diverse talent is not only involved but given the opportunity to lead and grow. This proactive approach isn’t just about meeting quotas—it’s about fostering meaningful change in the industry.
One standout example of this commitment is Cargill’s participation in the Patent Pathways program. Cass was deeply impressed with the program when she first learned about the program. Through Patent Pathways, Cargill collaborated with its outside counsel, Kagan Binder, to create an invaluable opportunity for one of the program’s participants. Together, they brought Aeriel Parker on board for a 2L summer internship. Cass not only facilitated the opportunity but also went above and beyond to ensure Aeriel’s experience was enriching. She mentored Aeriel throughout the summer, arranged for her to have lunch with Cargill’s General Counsel, and created a network of support that led to Aeriel being offered a full-time position at Kagan Binder after graduation.
This type of collaboration between corporations like Cargill and their outside counsel is a powerful model for future iterations of Patent Pathways. It not only creates opportunities for diverse talent but also sets a standard for how companies and law firms can work together to drive real, lasting change in the legal profession.
What Cargill and Cass Dottridge have done with Aeriel Parker’s internship is a shining example of how diversity programs like Patent Pathways can make a tangible impact, helping to shape the future of the industry while providing a competitive edge. This partnership shows that when corporations and outside counsel unite with a shared vision, the results are nothing short of transformative.
Looking for ways to get involved? Check out these useful links below!
On Friday, September 20, 2024, Patent Pathways’ Board Member Elaine Spector participated in a pivotal discussion at the Innovator Diversity Pilots Conference, held at Emory University’s School of Law. The conference, hosted in the esteemed Tull Auditorium, brought together a range of voices dedicated to fostering inclusion in the intellectual property and innovation ecosystem. Elaine was joined by Braxton Davis, Senior Patent Counsel at Meta, in a conversation that highlighted the challenges facing underrepresented groups in patent law and the importance of programs designed to address these disparities.
Breaking Barriers in Patent Law
Patent law remains a field where many individuals from historically marginalized groups—especially women, people of color, and those from lower-income backgrounds—face substantial barriers to entry. The path to becoming a patent practitioner can be daunting, not due to a lack of talent or ambition, but due to structural barriers such as financial constraints, a lack of mentorship, and limited awareness of the career pathways available in this field. As a result, the innovation ecosystem misses out on a wealth of ideas and perspectives, perpetuating an “innovation gap” that limits the diverse contributions crucial for groundbreaking advancements.
This gap is particularly concerning given that innovation thrives on diverse perspectives. Without the inclusion of voices from underrepresented groups, the field of intellectual property loses out on fresh ideas and solutions that could drive meaningful progress in technology and beyond.
How Patent Pathways is Driving Change
To address these challenges, programs like Patent Pathways play a vital role. By offering free, virtual education, practical training, one-on-one mentorship, and financial support, Patent Pathways is dedicated to breaking down the barriers that often prevent underrepresented individuals with STEM degrees from pursuing careers in patent law. These resources provide aspiring patent professionals the tools they need to take and pass the patent bar exam, positioning them for success in a highly specialized field.
This kind of support is more than just educational—it’s transformational. By building a network of mentors, offering hands-on experience, and providing financial assistance, Patent Pathways is not just creating opportunities for individuals, but also fostering a more inclusive and innovative patent law landscape.
How You Can Help
The conversation at the Innovator Diversity Pilots Conference underscores the need for active participation in fostering diversity in patent law. Patent Pathways is committed to being part of the solution, but our impact can be greater with the support of volunteers, partners, sponsors, and participants.
Here’s how you can get involved:
Volunteer: Offer your expertise as a mentor to aspiring patent agents and attorneys. Your guidance can be instrumental in helping them navigate the patent bar exam and their subsequent careers in the field.
Partner: If you represent a corporation, law firm, or educational institution, consider partnering with Patent Pathways to provide additional resources such as internships, pro bono support, or financial contributions to help our participants succeed.
Sponsor: Your sponsorship can make a real difference in the lives of aspiring patent practitioners by covering essential costs such as exam fees, study materials, and other program-related expenses.
Participate: If you’re a STEM graduate from an underrepresented community interested in patent law, we encourage you to join our next cohort. You’ll have access to educational resources, mentorship, and financial assistance designed to help you take the next step in your career.
Building a More Inclusive Future in Patent Law
Innovator Diversity Pilots Conference made one thing clear: diversity in patent law is not just about fairness; it’s about the future of innovation. By creating pathways for underrepresented individuals to enter the field, we open the door to new ideas, unique perspectives, and innovations that benefit us all.
At Patent Pathways, we believe that while talent is equally distributed, opportunity is not. But with the right resources, guidance, and support, we can change that.
Take action today! Whether you’re an individual looking to mentor or a company wanting to create lasting change, Patent Pathways offers meaningful ways to get involved. Visit Patent Pathways to learn more about how you can support our mission to make patent law more inclusive and accessible.
Together, we can close the innovation gap and build a more diverse and dynamic future for patent law. Let’s create change—one pathway at a time.
“Now, today, I know that many of our law firms are companies. They’re slashing DEI budgets. We’re getting attacked on the legal fronts from a Supreme Court decision that actually doesn’t even relate to the corporate programs we’re involved in. But people are trying to make hay out of it. So we’re facing a lot of resistance to these programs and what we’re trying to do. But that doesn’t mean that we have to stop investing our own time and energy into these really important and meaningful programs. On the contrary, I would say, it’s more important than ever that we continue to go continue to keep going. Someday, I think I’m fairly certain we’re all going to look back at how programs like Patent Pathways™ and ADAPT changed our profession forever. And my hope is that all of us can identify and recognize what’s important, because I’m here to tell you that the bus is here, and there is a ticket with your name on it.” – Jeremiah Chan, Meta
The pressing issue of diversity and inclusion in the patent field is not just a topic of conversation; it demands action. A compelling statistic that drives this point home is that there are more practitioners named Michael registered in the sector than there are racially diverse women. The stark reality of this situation underscores the need for concrete steps to foster inclusivity, particularly in interviewing and hiring practices.
Recently, the Patent Pathways™ Employment & Inclusion Committee hosted a webinar on Fostering an Inclusive Workplace: Interviewing and Hiring Best Practices. We were fortunate to be joined by Jeremiah Chan (Meta), Anupma Sahay (Reed Smith), Rachael Rodman (Ulmer & Berne, LLP), Reggie McGahee (Reed Smith), Ritu Singh (Dinsmore & Shohl), and Elaine Spector (Harrity & Harrity). These incredible speakers provided valuable insight on their own experiences as minorities in the patent field, biases they have both faced and unconsciously held, and tips on how employers can work to be more inclusive.
A common theme throughout the advice offered in this session is that incorporating multiple perspectives in the hiring process is not merely a good-to-have feature but an absolute necessity. When an interview panel is diverse, encompassing various genders, ethnicities, experiences, and specialties, the evaluation of candidates becomes more balanced and nuanced. Homogeneous panels can inadvertently perpetuate systemic biases, thereby narrowing the talent pool and limiting the breadth of perspectives within the organization. It’s not just about having diversity on paper; meaningful inclusion enriches the entire decision-making process and opens the door for underrepresented voices.
Training for unconscious bias is an essential part of preparing interview panel members. While overt biases are often easier to identify, it’s the unconscious biases that tend to slip through the cracks. For instance, “similarity bias” can occur when interviewers subconsciously favor candidates who share their alma mater, hobbies, or even musical tastes. Another example is “confirmation bias,” where interviewers, consciously or unconsciously, seek out information that affirms their pre-existing beliefs about a candidate. Regular bias training not only brings these subtle inclinations to light but also provides actionable strategies for mitigating their impact on the hiring process.
Structured interviews offer another layer of fairness. In such a setup, each candidate is asked the same questions in the same sequence, and their answers are evaluated against a predefined set of criteria. This approach eliminates much of the subjectivity inherent in free-form interviews, creating a level playing field for all candidates. It directly counters biases by offering a more standardized and objective evaluation process.
Transparency in the decision-making process is also crucial. Providing candidates with a clear outline of the evaluation criteria not only makes the process more understandable but also adds a layer of accountability. When organizations are transparent about how they make hiring decisions, it creates a culture of openness that benefits both the employer and potential employees.
But the effort to improve inclusivity shouldn’t stop there. Additional strategies can offer further enhancements:
1. Blind Resume Screening: Anonymizing resumes during the initial screening process can help mitigate biases related to gender, ethnicity, and age.
2. Skill-Based Assessments: These focus on the candidate’s ability to perform job-specific tasks, thereby offering a more objective measure than a resume or interview alone can provide.
3. Involvement of Current Staff: Enabling different staff members, not just senior leadership or HR, to be part of the hiring process can offer diverse perspectives and minimize individual biases.
4. Post-Interview Debriefs: Structured debriefing sessions that require panel members to articulate the reasoning behind their evaluations can substantially reduce the scope for subjective or biased judgments.
Ultimately, the push for diversity and inclusion serves a dual purpose. Ethically, it’s the right thing to do. Strategically, it positions organizations for greater innovation and adaptability. Diverse teams are better equipped to tackle complex problems, innovate, and drive organizational success. In the patent field, where innovation is the currency, the need for diverse and inclusive hiring practices is not just a moral imperative; it’s a business necessity.
Watch the full webinar here:
Want to get involved? Check out these useful links below!
Want more? Watch Elaine Spector’s Driving Diversity series HERE. Elaine shares tips and sparks conversations to drive diversity in the legal field in this weekly short-video series.
