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Diverse ideas, backgrounds, and experiences are essential to meeting the firm's goal of providing world-class legal services. By embracing and celebrating different backgrounds and perspectives, and fostering an inclusive culture of belonging, we strive to create an environment that offers opportunities, without discrimination or bias, for all our people to grow, develop and excel. The firm's Diversity, Equity & Inclusion Committee has been tasked with recommending specific actions, providing educational opportunities, and monitoring the firm's workplace initiatives to achieve this objective.
The broader mission of our programs includes:
At Sullivan, we understand that teams comprised of lawyers with diverse backgrounds, experiences and perspectives deliver superior client service and innovative solutions. We take the following concrete steps to attract and recruit talented candidates:
Sullivan is committed to ensuring that all attorneys have a fair and equal opportunity to advance into leadership roles. We are proud to have earned Diversity Lab’s Mansfield Certification from 2021–2025, reflecting our commitment to transparent decision‑making and broad, inclusive consideration of qualified talent for leadership and advancement. We continue to apply these principles in leadership selection and advancement across the firm.
Sullivan’s Affinity Group fosters community engagement and professional connections among attorneys with shared interests and experiences. Open to all attorneys who wish to participate, our Affinity Group serves as a platform to promote professional growth, cultural awareness and an inclusive work environment.
The Affinity Group provides opportunities for mentoring, networking, open dialogue and the exchange of ideas. Participation is entirely voluntary and has no bearing on employment decisions, including work assignments, advancement opportunities or partnership consideration. All attorneys at Sullivan have equal access to the firm's professional development resources and leadership opportunities regardless of their participation in any professional groups.
Attorneys are welcome to join or create professional groups focused on various professional or personal interests that align with the firm's values of collegiality and excellence in client service.
Boston, MA – Massachusetts Lawyers Weekly has selected Sullivan & Worcester for its “Empowering Women” award for the third consecutive year.
The annual award recognizes leading law firms across the state that actively foster inclusive workplace environments, champion gender equity, and provide meaningful opportunities and support that allows women attorneys to grow, lead and succeed.
“It’s energizing to be recognized for the third consecutive year,” said Erika Todd, co-chair of Sullivan’s Women’s Initiative. “This award reflects on the whole firm community. I’m proud of our commitment to pursuing equity and inclusion and what we’ve accomplished together.”
Sullivan believes in supporting women, heralding their accomplishments and spotlighting their perspectives, all as part of our commitment to maintaining a workplace where everyone has an equal opportunity for community and success.
“This recognition affirms our long-standing belief that creating space for women to lead is not just good policy – it’s good business,” said Karen Kepler, co-chair of the firm’s Women’s Initiative. “We’re proud of the progress we’ve made and remain committed to maintaining a culture where every woman has the opportunity to thrive, advance, and lead.”
The firm is also involved in numerous civic and philanthropic initiatives to combat inequality in the community. Sullivan’s Women’s Initiative and mentoring programs have expanded to include partnering with the Boston Chamber of Commerce Women’s Network, the American Bar Association Women Rainmakers Committee, and CREW Boston.
Sullivan also has achieved Diversity Lab’s Mansfield Rule certification for the last three years.
About Sullivan
Sullivan & Worcester (Sullivan) is a global, mid-sized law firm with lawyers in Boston, London, New York, Tel Aviv and Washington, D.C. Sullivan’s clients, including Fortune 500 companies, leading financial services firms and asset managers, boards of directors, real estate companies, and emerging businesses, rely on Sullivan’s ability to navigate complex legal and operational landscapes, the impeccable judgment of its lawyers, and its commitment to best-in-class client service.
Sullivan & Worcester is pleased to share that Natasha Varyani, Academic in Residence, has been named a 2025 honoree at the Women’s Bar Association of Massachusetts’ Pioneering Women of Color Celebration. The annual event recognizes women of color who have demonstrated exceptional leadership and commitment to advancing equity in the legal profession. Natasha will be honored at the celebration on June 4, 2025.
Natasha was selected in recognition of her impactful legal scholarship and professional accomplishments. Her recent publication, Owning Our Values: Understanding Systemic Racism Through the Lens of Property Law (And Skills to Do Something About It), explores the historical role of property law in shaping social and economic outcomes.
In her role at Sullivan, Natasha focuses on multi-jurisdictional state and local tax matters, including nexus, apportionment, unitary business issues and the taxation of digital products. She also serves as a faculty member at Roger Williams University School of Law, where she teaches and writes in the areas of tax and property law.
Boston, MA – Natasha Varyani has written a new book, Owning Our Values, Understanding Systemic Racism Through the Lens of Property Law (And Skills to Do Something About It) which has been published by Carolina Academic Press. Natasha is a member of Sullivan's Tax Group as well as an Associate Professor of Law at Roger Williams University School of Law.
Owning Our Values offers a close examination of what "systemic racism" means through the lens of property law, in particular through areas heavily tested on the bar exam. Though systemic racism is not new, the way in which law schools and policy makers are thinking and talking about it has changed dramatically in recent years. Those who come to law school seeking to contribute to the cause of social justice may find themselves disappointed with a first-year curriculum that deals largely with arcane common law cases. In Owning Our Values, Natasha brings her experience as a doctrinal professor teaching in the fields of Property and Critical Race Theory along with her educational psychology background to approach property law from a different perspective.
Each chapter is divided into two parts: one that examines the history of the doctrine and the ways it has been used and the way it has impacted groups based on their race, class, gender, and other identity characteristics. The second section of each chapter contains a suggestion for a skills exercise that provides students and professors with opportunities to see and practice culturally responsive legal skills in context, including a question set from the Next Generation Bar Exam.
"This project has been such a labor of love. I am optimistic that this work will come to people at a time when they are open to absorbing some basic tenets and concepts about the law and help to develop an understanding of the way legal rules have been used to create and uphold inequitable systems and structures around us. Most importantly, I hope it empowers lawyers to use the same tools in the law to find ways to navigate the rules as they exist to help create access to justice in ways big and small," said Natasha.
About Sullivan
Sullivan & Worcester (Sullivan) is a global, mid-sized law firm with lawyers in Boston, London, New York, Tel Aviv and Washington, D.C. Sullivan’s clients, including Fortune 500 companies, leading financial services firms and asset managers, boards of directors, real estate companies, and emerging businesses, rely on Sullivan’s ability to navigate complex legal and operational landscapes, the impeccable judgment of its lawyers, and its commitment to best‑in‑class client service.
“Sullivan has long been highly regarded for its welcoming, collegial and supportive culture, and our efforts to create and sustain an inclusive workplace have been integral in fostering that culture.”
Avinash Rao, Partner, and Co-Chair, Diversity, Equity & Inclusion Committee
Sullivan is a member of the Leadership Council on Legal Diversity (LCLD), an organization of more than 400 corporate chief legal officers and law firm managing partners committed to creating environments where all legal talent can thrive. LCLD offers action programs designed to help attorneys develop leadership skills, build professional networks and advance in their careers.As part of our membership, the firm selects qualified attorneys each year to participate in LCLD's professional development programs based on demonstrated leadership potential and professional achievements.All Sullivan attorneys are eligible for consideration for these professional development opportunities based on their career stage and leadership potential.
Sullivan has collaborated with GLAD Law (GLBTQ Legal Advocates & Defenders), a leading legal rights organization based in New England that focuses on strategic litigation, public policy advocacy, and education to create a just society free of discrimination based on gender identity and expression, HIV status and sexual orientation. Our firm has provided legal expertise to GLAD on significant tax matters, including acting as tax counsel for their filing of the first concerted, multi-plaintiff legal challenge to Section 3 of the federal Defense of Marriage Act (DOMA). This professional collaboration has allowed our attorneys to apply their legal expertise to substantive constitutional and tax issues while supporting GLAD's advocacy work.
Sullivan maintains a professional relationship with Lawyers for Civil Rights (LCR). LCR fights discrimination and fosters equity through creative and courageous legal advocacy, education, and economic empowerment. For more than a decade, at least one of our partners has served on LCR’s Board. We have acted as co-counsel with LCR on numerous important civil rights cases involving such matters as racial discrimination, bilingual education, housing integration and public transportation
In 2020, Sullivan joined the Law Firm Antiracism Alliance (LFAA), a collaboration of law firms working to coordinate pro bono resources and legal expertise. The LFAA facilitates partnerships between member firms and legal services organizations to address legal barriers and create more equitable access to legal services for all communities. In 2020, the firm joined the LFAA with other member firms in an effort to promote racial equity and to utilize legal services and intelligence to aid communities and individuals oppressed by racism.
The firm is a Member Organization of the Boston Lawyers Group (BLG), which promotes professional development and legal excellence among attorneys from various backgrounds. The BLG provides valuable networking and professional development opportunities that benefit our attorneys and the broader legal community.
On July 16, 2026, the Securities and Exchange Commission (“SEC”) proposed a new rule, Regulation E-Delivery, that would expand the ability of issuers, including registered investment companies, investment advisers, and broker-dealers, to use electronic delivery (“e-delivery”) to satisfy information delivery requirements under the federal securities law. If adopted as proposed, Regulation E-Delivery would broadly address the e-delivery of “covered information” by “covered entities” to “covered recipients” (each as described further
The U.S. Congress passed the 21st Century ROAD to Housing Act (the “Housing Act”) and presented it to President Trump on June 29, 2026. At midnight on July 10, 2026, the Housing Act became law because the President did not return it to Congress within ten days (Sundays excepted). The Housing Act includes a wide range of housing reforms designed with the goal of making housing more available and affordable. This alert
Ryan Rosenblatt was quoted in Law360's article, "Upon Review: The 2026 World Cup's Biggest Legal Stories," which examines the legal, regulatory and policy disputes that emerged during the 2026 World Cup, including issues involving FIFA's disciplinary decisions, immigration challenges, public art protections and the legal dispute surrounding Gillette Stadium's hosting of World Cup matches. Discussing the agreement reached between FIFA's affiliate Boston 2026 and the Town of Foxborough over security fees
Molly Depew will present “Basics of Estate and Trust Administration” at the American Bar Association (ABA)’s Skills Training for Estate Planners, a virtual conference taking place September 17–18 and sponsored by the ABA Real Property, Trust & Estate Law Section. The program offers a streamlined, practice-focused introduction to estate planning for attorneys building skills in trusts and estates. Ideal for young lawyers and those transitioning into the field, the course provides
Simon Cook, in his role as ITFA's Head of Education, will jointly moderate a Q&A on “The next generation: Three emerging leaders, three ideas”, together with Charlie O'Mulloy, chair of ITFA’s Emerging Leader Committee and Associate Banker at EBRD, at ITFA’s 52nd Annual International Trade and Forfaiting Conference in Split, Croatia on September 9. The Q&A will follow the presentations made by the finalists of the 2026 ITFA Emerging Leader
Hiring a new employee is typically a moment of optimism—and sometimes, the relationship really does go wonderfully for its entire length and ultimately ends on good terms. But when that hope is treated as an assumption, companies make themselves vulnerable. If a client-facing employee does not have a non-solicitation agreement, a business’s customers could be poached. A new employee, hired because of their great industry relationships, might actually have an
Sullivan & Worcester was featured in Law360 Real Estate Authority's "NYC Real Estate Week In Review," which highlighted the largest New York City real estate transactions recorded during the week. The publication recognized Sullivan's representation of Fattal Hotel Group in its acquisition of the Blakely Hotel, a Manhattan hospitality property located at 136 West 55th Street. The approximately $38.5 million transaction was among the week's largest deals to hit public records.
Geoffrey Wynne will participate in a panel discussion at ITFA's 52nd Annual International Trade and Forfaiting Conference alongside Ailsa McNeil, Director at Texel, and Hernan Mayol, Board Member and Representative of ITFA Americas and Chair of ITFA’s Latin America Regional Committee (LARC). The session, titled “Financing the future: From defence to critical raw materials,” will be moderated by Clarissa Dann, Editorial Director at Deutsche Bank AG. The session will explore how trade
Sullivan & Worcester represented Fattal Hotel Group, owner and operator of 329 hotels across 22 countries and based in Tel Aviv, in its acquisition and financing of The Blakely Hotel in Midtown Manhattan. The acquisition marks the client's first hotel investment in the United States and is a milestone in its evolution from a leading European hospitality operator into a global hotel group. The acquisition was completed on July 7,
The U.S. Securities and Exchange Commission (“SEC”) announced on July 7, 2026, the creation of the Retail Fraud Working Group, a new initiative within the Division of Enforcement designed to identify and combat fraud targeting main street investors. The announcement formalizes a priority that SEC Enforcement Director David Woodcock previewed in his May 13, 2026, remarks to the Managed Funds Association Legal & Compliance Conference, reflecting the current Commission’s broader
On July 16, 2026, the Securities and Exchange Commission (“SEC”) proposed a new rule, Regulation E-Delivery, that would expand the ability of issuers, including registered investment companies, investment advisers, and broker-dealers, to use electronic delivery (“e-delivery”) to satisfy information delivery requirements under the federal securities law. If adopted as proposed, Regulation E-Delivery would broadly address the e-delivery of “covered information” by “covered entities” to “covered recipients” (each as described further
The U.S. Congress passed the 21st Century ROAD to Housing Act (the “Housing Act”) and presented it to President Trump on June 29, 2026. At midnight on July 10, 2026, the Housing Act became law because the President did not return it to Congress within ten days (Sundays excepted). The Housing Act includes a wide range of housing reforms designed with the goal of making housing more available and affordable. This alert
Ryan Rosenblatt was quoted in Law360's article, "Upon Review: The 2026 World Cup's Biggest Legal Stories," which examines the legal, regulatory and policy disputes that emerged during the 2026 World Cup, including issues involving FIFA's disciplinary decisions, immigration challenges, public art protections and the legal dispute surrounding Gillette Stadium's hosting of World Cup matches. Discussing the agreement reached between FIFA's affiliate Boston 2026 and the Town of Foxborough over security fees
Molly Depew will present “Basics of Estate and Trust Administration” at the American Bar Association (ABA)’s Skills Training for Estate Planners, a virtual conference taking place September 17–18 and sponsored by the ABA Real Property, Trust & Estate Law Section. The program offers a streamlined, practice-focused introduction to estate planning for attorneys building skills in trusts and estates. Ideal for young lawyers and those transitioning into the field, the course provides
Simon Cook, in his role as ITFA's Head of Education, will jointly moderate a Q&A on “The next generation: Three emerging leaders, three ideas”, together with Charlie O'Mulloy, chair of ITFA’s Emerging Leader Committee and Associate Banker at EBRD, at ITFA’s 52nd Annual International Trade and Forfaiting Conference in Split, Croatia on September 9. The Q&A will follow the presentations made by the finalists of the 2026 ITFA Emerging Leader
Hiring a new employee is typically a moment of optimism—and sometimes, the relationship really does go wonderfully for its entire length and ultimately ends on good terms. But when that hope is treated as an assumption, companies make themselves vulnerable. If a client-facing employee does not have a non-solicitation agreement, a business’s customers could be poached. A new employee, hired because of their great industry relationships, might actually have an
