Woman-Run is a statewide initiative with a goal of supporting woman-run businesses and women inventors.

WLJ and its affiliates will host events around the state that promote networking and mentorship, while addressing the unique business needs of women and minority entrepreneurs and inventors.


Wright Lindsey Jennings is pleased to offer services tailored to the business needs of women- and minority-owned businesses. We are dedicated to bridging the funding gap and securing the intellectual property protections that will safeguard the profitability of your business.

Working capital is essential to the success of a growing business, but women-owned businesses got only 2% of venture capital funding in 2017. Our team is committed to assisting women- and minority-owned businesses in securing financing, either through debt or equity financing. We are well-versed in the technicalities of both and can simplify the fundraising process for you.

As a full-service firm, we can advise on funding and register your innovations as patents as well as advise on labor and employment and general corporate matters. We have the experience and skills needed to support your growing business.

Here are some things to consider:

Intellectual Property Law

Have you created any product or service that may qualify for a patent or trademark?

Patents allow you to exclude others from copying the competitive edge for your products or services.

Trademarks protect the reputation you develop with your customers, including your brand identity, logo, etc.

Corporate Law

Are you structured as an entity and, if so, is it the right structure for your business?

Are you currently raising capital or do you anticipate needing to raise capital?

Are your contracts with your vendors or partners legally sound and enforceable?

Employment Law

Are you familiar with the state and federal laws that apply based on the number of employees that you have, including Title VII of the Civil Rights Act of 1964 and the Arkansas Civil Rights Act?

Do you have any written policies or procedures that define your employer/employee relationships?

Are you properly classifying and paying your employees under the wage and hour laws?

Do you have in place, where appropriate, non-disclosure and non-solicitation agreements?