Inclusive Change. Americas Asia Europe Middle East

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1 Inclusive Change Our dynamic and diverse lawyers are changing the face and the heart of Mayer Brown and strengthening the way we serve our clients worldwide. Americas Asia Europe Middle East

2 71 South Wacker Drive Chicago, IL Phone: Fax: LOCATIONS Bangkok, Beijing, Brasilia, Brussels, Charlotte, Chicago, Dubai, Dusseldorf, Frankfurt, Hanoi, Ho Chi Minh City, Hong Kong, Houston, London, Los Angeles, Mexico City, New York, Palo Alto, Paris, Rio de Janiero, San Francisco, Sao Paulo, Shanghai, Singapore, Tokyo, Vitoria and Washington DC DIVERSITY LEADERSHIP Head(s) of Firm: Chairman: Paul W. Theiss, 71 S. Wacker Dr., Chicago, IL , Phone , Fax , Address Managing Partner: Kenneth S. Geller, 1909 K St. NW, Washington DC, , Phone , Fax , Address kgeller@mayerbrown.com Diversity team leader(s): Jeremiah A. De Berry, Director of Diversity & Inclusion; Lori E. Lightfoot and Brian T. May, Partners, Co-Chairs of Committee on Diversity & Inclusion; Joanna K. Horsnail, Partner, Chair of the 's Leadership Committee NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2017 Firmwide n/a 1636 U.S. offices only n/a 931

3 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2017) SUMMER ASSOCIATES (2017) White/Caucasian African-American/Black 13 6 Hispanic/Latino 12 9 Asian Multiracial 13 9 Openly LGBTQ 14 1 Individuals with disabilities 1 1 Total White/Caucasian African-American/Black 1 3 Hispanic/Latino 0 6 Alaska Native/American Indian 1 0 Asian 3 4 Openly LGBTQ 0 1 Total EQUITY PARTNERS (2017) NON-EQUITY PARTNERS (2017) White/Caucasian African-American/Black 2 2 Hispanic/Latino 11 5 Asian 7 2 Multiracial 4 3 Openly LGBTQ 7 2 Total NOTE: The counts shown above include both Equity and Non-Equity Partners, as of White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Openly LGBTQ n/a n/a Individuals with disabilities n/a n/a Total n/a n/a NOE: Counts of Non-Equity Partners are included in the total Equity Partner counts in question 2.4 OF COUNSEL (2017) NEW HIRES (2017) White/Caucasian African-American/Black 1 2 Hispanic/Latino 2 2 Asian 4 2 Multiracial 0 1 Openly LGBTQ 4 0 Total White/Caucasian African-American/Black 5 2 Hispanic/Latino 4 3 Asian 7 10 Multiracial 2 3 Openly LGBTQ 3 1 Individuals with disabilities 0 1 Total 56 51

4 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Diversity and inclusion principles are important components of Mayer Brown LLP's core values as outlined by Firm management. We use a variety of communication vehicles to convey the importance of diversity and inclusion at our Firm. Our aim is to continually expand the way we weave diversity and inclusion into the cultural fabric of the Firm. We incorporate diversity training and presentations into our new lawyer orientation programs and our periodic professional development workshops that are offered throughout an attorney's career. We have initiated a diversity sensitivity training program for all lawyers. We maintain a calendar of diversity initiatives on our firm-wide calendar and on our website. We highlight the accomplishments of our diverse lawyers on our intranet and on the website. We distribute an annual diversity report via which underscores the firm's diversity and inclusion efforts, progress and achievements during the past year. We incorporate client panels into our partners' meetings to discuss diversity and inclusion in the marketplace and the views and objectives of in-house counsel. Our full time Director of Diversity and Inclusion also meets periodically with practice group leaders to address diversity in their group meetings and strategic plans. Who has primary responsibility for leading diversity initiatives at your firm? Jeremiah A. DeBerry, Partner and Director of Diversity & Inclusion; Lori E. Lightfoot, Partner; Co-Chair of the Committee on Diversity and Inclusion; Brian T. May, Partner; Co-Chair of the Committee on Diversity and Inclusion; Lisa M. Ferri, Partner; Co-Chair of the 's Leadership Committee; Bronwyn F. Pollock, Partner; Co-Chair of the 's Leadership Committee Does your law firm currently have a diversity committee? Yes If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)? Yes If yes, how many attorneys are on the committee, and in 2017, what was the total number of hours collectively spent by the committee in the furtherance of the firm's diversity initiatives? Total attorneys on committee: 22 Total hours spent on diversity: [No response] Comments: Our lawyers do not consistently track their time on diversity. Therefore, we do not feel this type of statistic would be a fair representation of their actual involvement. However, in addition to our committee conference calls, frequent subcommittee meetings and in-person meetings, committee members actively participate in a variety of internal and external diversity-related initiatives involving mentoring, panel discussions, interviewing, etc., and the contribution of their hours is considerable. Hours spent by lawyers on diversity work count as creditable time. In addition, we have a full-time Director of Diversity and Inclusion and a Diversity Initiatives Coordinator, both of whom are full-time diversity professionals at the Firm. Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes If yes, is it formal or informal? Formal How often does the firm's management review the firm's diversity progress/results? Annually How is the firm's diversity committee and/or firm management held accountable for achieving results? The Committee on Diversity and Inclusion (CDI) presents an annual report to the Firm's Management Committee which contains a list of the committee's accomplishments and a list of their upcoming objectives. The CDI will also make recommendations to the Management Committee regarding firm-wide policy initiatives and actions they wish to see enacted by the Management Committee and the partnership as a whole. It is the responsibility of the Management Committee to charge the Firm's practice leaders to carry out any new policies and/or initiatives. The Committee members are working with the practice leaders to incorporate strategic goals for diversity into the practice area strategic plans. In addition, individual partners are asked annually to summarize the extent of their contributions to diversity initiatives. Also, the Director of Diversity and Inclusion meets with the Firm's Compensation Committee to make its members aware of the significant contributions partners have made to the Firm's diversity and inclusion efforts. Such efforts are among the factors considered when establishing partner compensation. In addition, our Director of Diversity and Inclusion also serves on the firm-wide Partner Promotion Committee to ensure that diversity and inclusion principles are incorporated into decisions relating to who the Firm promotes to partner. Is your firm minority-owned or women-owned? No

5 Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks

6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters Other (please specify): Increase business development skills, leadership skills and visibility at the Firm. Also, focus on raising profiles of diverse lawyers within the Firm.

7 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters Other (please specify): Business development and leadership skills. Enhance leave policy and initiated maternity coaching program.

8 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS Already Completed Currently Addressing Not a Current Priority Offer same-sex domestic partners the same benefits available to married individuals Increase the number of LGBTQ attorneys at the associate level Increase the number of LGBTQ attorneys at the partnership level Increase the number of LGBTQ attorneys in leadership positions Ensure that EEO and non-discrimination policies specifically address gender identity Other (please specify): Business development and leadership skills. We have also developed gender transition guidelines and have updated our domestic partnership policy.

9 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed Currently Addressing Not a Current Priority Increase the number of attorneys with disabilities at the associate level Increase the number of attorneys with disabilities at the partnership level Increase the number of attorneys with disabilities in leadership positions Ensure that EEO and non-discrimination policies specifically address individuals with disabilities Other (please specify): Business development and leadership skills. We also accommodate any specific needs of our disabled lawyers (i.e. hire a full-time reader or purchase software that reads text.)

10 Pipeline Initiatives Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them in pursuing such opportunities? Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for minority high school or college students tor high school or college students Participate in or host mock trial programs or career events Provide internships or employment to minority high school or college students Outreach to middle school students Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students. We are proud of our partnership with the National Association for Urban Debate Leagues (NAUDL). We host a national debate qualifier each year that provides students an opportunity to hone and display their critical thought and persuasive speaking skills while providing our lawyers a chance to interact with students as they judge debates and offer insight and advice to students interested in pursuing a legal career. The two winning teams go on to participate in the NAUDL National Championship. We offer internships to minority students through LINK Unlimited, a program designed to help economically disadvantaged children pay for a private high school education and through Cristo Rey, a high school where the students work one day per week to subsidize their tuition costs. Additionally, in 2017, a team of 14 lawyers from Mayer Brown's New York office worked side by side with finance, accounting and marketing professionals to guide high school students through a simulated merger-and-acquisition transaction. These students were participating in an intensive summer business camp program run by Youth About Business (YAB). YAB is a national youth leadership development organization that uses an experiential learning model to introduce students from diverse and underserved communities to the world of business and high-level corporate finance. Furthermore, the Firm is a sponsor of the Posse Foundation, a not for profit organization that is recognized as one of the most comprehensive and renowned college access and youth leadership development programs in the United States. Finally, our Washington, DC office partners with Higher Achievement to host a mock trial for middle school students from underserved neighborhoods in Washington, DC.

11 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia University, Harvard University, Yale University, University of Pennsylvania Other private schools: University of Chicago, Fordham University, Georgetown University, Loyola Law School - Los Angeles, Loyola Law School - Chicago, New York University, Northwestern University, Stanford University, University of Southern California, Wake Forest University and Washington and Lee University Public state schools: University of California - Hastings College of Law, University of Illinois, University of Michigan, University of Texas, University of Virginia Historically Black Colleges and Universities (HBCUs): Howard University Diversity job fairs: CCBA Minority Job Fair, IMPACT Job Fair, National LGBT Lavender Law Career Fair Do you have any special outreach efforts directed to encourage minority law students to consider your firm? Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify) Do you have any programs specifically targeted at first-year students? The Firm holds and participates in mock interview workshops, resume workshops and city wide panels on "How to Succeed in Law School". We also reach out to affinity groups at law schools and sponsor various programs and/or host affinity organizations to visit our Firm and learn more about large law firm culture. In addition, we offer panelists for various topics and attend and sponsor receptions.

12 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2017) OFFERS MADE* (2017) White/Caucasian African-American/Black 1 3 Hispanic/Latino 0 6 Alaska Native/American Indian 1 0 Asian 3 4 Total * Summer associates who received an offer of full-time employment White/Caucasian 19 9 African-American/Black 1 3 Hispanic/Latino 0 5 Alaska Native/American Indian 1 0 Asian 3 4 Total OFFERS ACCEPTED* (2017) NEITHER ACCEPTED NOR DECLINED (2017) * Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship White/Caucasian 17 8 African-American/Black 1 3 Hispanic/Latino 0 4 Alaska Native/American Indian 1 0 Asian 3 3 Total White/Caucasian 2 0 Hispanic/Latino 0 0 Total 2 0

13 Recruitment - Lateral Associates and Partners Mayer Brown LLP LATERAL ASSOCIATE HIRES (2017) LATERAL OF COUNSEL HIRES (2017) White/Caucasian 13 8 African-American/Black 1 1 Hispanic/Latino 1 1 Asian 2 3 Multiracial 1 1 Openly LGBTQ 2 1 Individuals with disabilities 0 1 Total White/Caucasian 2 1 Hispanic/Latino 0 1 Total 2 3 LATERAL PARTNER HIRES* (2017) NEW PARTNERS PROMOTED* (2017) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 6 3 Hispanic/Latino 1 0 Total 8 3 White/Caucasian 9 6 Hispanic/Latino 0 1 Asian 1 0 Openly LGBTQ 1 0 Total 10 7 NEW EQUITY PARTNERS* (2017) * Whether hired laterally or promoted from within White/Caucasian 11 2 Hispanic/Latino 1 0 Openly LGBTQ 1 0 Total 13 2

14 Recruitment - Lateral Associates and Partners Mayer Brown LLP What activities does the firm undertake to attract diverse attorneys? Partner programs with women, minority, LGBTQ or disability-focused bar associations Participate at diversity job fairs Attend events at diversity legal organizations Seek referrals from other attorneys Utilize online job services (e.g., MCCA Job Bank) Hire recruiting professional who specializes in identifying diverse candidates Other (please specify) Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)? Yes If yes, are any of these executive recruiting/search firms women and/or minority-owned? Yes If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: Epstein Schwartz Legal Search; McCormack & Schreiber; McGuire Fecarotta & Jackson LLC

15 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N ST-YEAR ASSOCIATES White/Caucasian 1 2 Hispanic/Latino 0 1 Openly LGBTQ 0 1 Total 1 3 2ND-YEAR ASSOCIATES White/Caucasian 3 5 Hispanic/Latino 0 0 Openly LGBTQ 0 1 Total 3 6 3RD-YEAR ASSOCIATES White/Caucasian 11 4 Hispanic/Latino 2 0 Asian 2 1 Openly LGBTQ 1 0 Total TH-YEAR ASSOCIATES White/Caucasian 8 2 Hispanic/Latino 0 0 Asian 0 1 Total 8 3 5TH-YEAR ASSOCIATES White/Caucasian 1 7 Hispanic/Latino 0 0 Total 1 7 6TH-YEAR ASSOCIATES White/Caucasian 3 2 Hispanic/Latino 0 0 Multiracial 0 1 Total 3 3

16 Retention and Professional Development A T T O R N E Y S W H O L E F T T H E F I R M I N TH-YEAR ASSOCIATES White/Caucasian 1 4 Hispanic/Latino 0 0 Multiracial 0 1 Total 1 5 8TH-YEAR PLUS ASSOCIATES White/Caucasian 4 2 Hispanic/Latino 0 0 Total 4 2 OF COUNSEL White/Caucasian 6 5 Hispanic/Latino 0 0 Asian 2 0 Openly LGBTQ 0 1 Total 8 5 NON-EQUITY PARTNERS White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Openly LGBTQ n/a n/a Individuals with disabilities n/a n/a Total n/a n/a EQUITY PARTNERS White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Openly LGBTQ n/a n/a Individuals with disabilities n/a n/a Total n/a n/a

17 Retention and Professional Development Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys. Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, LGBTQ attorneys, or individuals with disabilities) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadership Work with diverse attorneys to develop career advancement plans Introduce diverse attorneys to key clients, including to lead engagements Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greater inclusion problem), are not being excluded Strengthen mentoring program for all attorneys Professional skills development program for all attorneys Provide a gender-neutral parental leave policy that covers adoptions Other (please specify) The Firm has a diversity and inclusion training program that focuses on combating implicit bias. We also have a dedicated career planning professional who works individually with our lawyers to develop career plans. The Committee on Diversity and Inclusion conducts the Periodic Review Program which monitors the professional growth of diverse associates and ensures that diverse associates are thriving at the Firm. In addition, supporting the advancement of our diverse, LGBT and women lawyers to partner-level is a primary goal of our diversity initiatives. We continue to refine our Career Development and Advancement Program (CDAP). Through CDAP, we closely monitor the performance of the Firm's diverse and women attorneys and work with each attorney and their practice group leaders to develop an individualized career action plan that will help our attorneys maximize their performance and potential. The Firm has also implemented several mentoring programs including mentoring circles in many offices for our women lawyers to ensure the success of the program. The Firm has also added programs focusing on work/life balance for our lawyers. We have parenting groups that focus on issues for lawyers with children. There is an alternative work schedule along with alternative work schedule coordinators to ensure the success of the program. We have implemented a new leave of absence coaching program to provide counseling to lawyers who are transitioning from leave and back to practice. These programs provide our diverse associates with additional opportunities to interact with the Firm's senior management, network with other diverse lawyers, enhance professional and business development skills, influence firm policy and discuss the path to partnership. We also host collaborative events with clients to expose our diverse lawyers to networking and business opportunities. Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: We have an Alternative Work Schedule policy that allows attorneys to request reduced or alternate hours schedules for any reason. Each office has two partners who serve as alternative work schedule coordinators to facilitate use of the program. What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? The Firm's existing policy allows attorneys to be considered for promotion to partnership while working on an alternative work schedule at the same time as other members of their class and using the same factors customarily considered in the partnership process. An extended path to partnership may also result, depending on experience gained while working on an alternative schedule. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 18

18 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2017) Total (full and part-time) Associates Of counsel Non-equity partner n/a n/a n/a n/a Equity partner NOTE: The Equity Partner counts include both Equity and Non-Equity Partners.

19 Management Demographic Profile F I R M W I D E C O M M I T T E E S EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 4 1 Hispanic/Latino 0 0 Total 4 1 White/Caucasian African-American/Black 1 1 Hispanic/Latino 4 3 Asian 2 1 Multiracial 0 2 Openly LGBTQ 0 1 Total PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 6 2 Hispanic/Latino 0 0 Total 6 2 White/Caucasian 9 9 Hispanic/Latino 0 1 Multiracial 1 0 Total ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 6 8 African-American/Black 3 2 Hispanic/Latino 3 2 Asian 1 0 Openly LGBTQ 4 2 Total 13 12

20 Management Demographic Profile O T H E R L E A D E R S H I P R O L E S Leadership positions (2017) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities LGBTQ attorneys Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in the following format: Attorney, Office location/practice group/committee (No. of attorneys in office/practice group/committee). U.S. OFFICE HEADS How many offices does your firm have in the United States? 7 Minorities heading offices: [No response] heading offices: Rebecca Eisner, Chicago (360) LGBTQ attorneys heading offices: [No response] Individuals with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Jennifer Keating, Corporate & Securities (67); Michael Molano, Intellectual Property (5); Bronwyn Pollock, Litigation (23) heading practices: Lisa Ferri, Intellectual Property (68); Maureen Gorman, Employment & Benefits (22); Carol Hitselberger, Finance (158); Debra Hoffman, Employment & Benefits (13); Erika Jones, Litigation (66); Jennifer Keating, Corporate & Securities (67); Britt Miller, Litigation (84); Stephanie Monaco, Corporate & Securities (10); Bronwyn Pollock, Litigation (23); Elizabeth Raymond, Corporate & Securities (142) LGBTQ attorneys heading practices: Christopher Erckert, Finance (4) Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: Lori Lightfoot, Diversity & Inclusion (24); Bronwyn Pollock, 's Leadership (13) heading committees: Lisa Ferri, 's Leadership (13); Joanna Horsnail, Committee on Professional Advancement (19); Lori Lightfoot, Diversity & Inclusion (24); Bronwyn Pollock, 's Leadership (13) LGBTQ attorneys heading committees: Lori Lightfoot, Diversity & Inclusion (24); Brian May, Diversity & Inclusion (24) Individuals with disabilities heading committees: [No response]

21 The Firm Says Mayer Brown is a place where the ability to grow and prosper is contingent only upon each individual's ability and commitment, a place where we celebrate and transcend our differences, and a place where our shared values of excellence and teamwork unite us. Diversity broadens our knowledge and skills and equips us to respond to the challenges of serving a clientele that spans the globe. We view the attainment of diversity at all levels of our organization as crucial to-and a natural result of-building a cohesive, successful law firm. We recruit, develop and promote the highest caliber lawyers and staff and are committed to providing them with opportunities to realize their potential regardless of race, religious beliefs, ethnicity, gender, gender identity or sexual orientation. We are unequivocal in our belief in the value of diversity. Diversity in leadership helps to ensure that a broad spectrum of ideas and views are actively shared in our strategic planning and decision-making processes. In fact, our most senior levels of firm management, the Management Committee and the Partnership Board, include women who are active participants on these governing bodies. Many other diverse partners serve as chairs of committees and leaders in other capacities, including Rebecca Eisner, who serves as Partner-in-Charge in Chicago, the firm's largest office. As a global law firm, the composition of our firm leadership reflects the diversity of our office locations in the Americas, Asia, Europe and the Middle East. Diversity Programs To ensure the success of our diversity initiatives, the firm has created a full-time Director of Diversity and Inclusion position, a Committee on Diversity and Inclusion (CDI) and a 's Leadership Committee (WLC). We also have a dedicated diversity professional to support our Director of Diversity and Inclusion, CDI and WLC with their initiatives. The CDI is comprised of partners from each office, members of the firm's Management Committee, the Co-Chairs of the Committee on Professional Advancement and the Director of Diversity & Inclusion. The CDI performs a comprehensive analysis of the firm's diversity progress in the areas of recruiting, retention and promotion, meeting regularly to ensure that our momentum and success are maintained. As a complement to the CDI, the WLC addresses the professional development of Mayer Brown's women lawyers. The WLC overlaps with CDI membership, initiatives and target audience. The committees support each other and leverage each other's efforts. The WLC actively focuses on opportunities to raise the visibility of our female lawyers, supporting their development through leadership conference participation, skill development programs and mentoring. The mission of the WLC is to enhance and improve the firm's retention and advancement of women attorneys at all levels (partners, associates and counsel), including increasing the role of women in leadership positions. The members of the WLC focus on professional development issues generally, and on business development specifically, through training, mentoring and creating internal and external networking and marketing opportunities. Mayer Brown also has organized an Associate Diversity Council, composed of diverse associates from all US offices. The Council affords associates an opportunity to come together and develop programming of particular interest to our diverse associates. The Council hosts educational events to develop a sense of community and learning among our diverse lawyers. Similarly, the firm's Affinity Group Program has continued to expand ten African American, Asian American, Diverse International Associates, Hispanic/Latino American and LGBT affinity groups are currently active across our US offices. These cohesive groups have proven effective in providing added support, guidance, and leadership opportunities for our diverse lawyers. We are investing in the future by sponsoring many pipeline organizations at the high school and undergraduate level to help increase the pool of diverse candidates in the legal profession. To better educate the next generation, we offer programs designed to assist diverse first-year law students with their career development. Within the firm, this commitment continues with a dedicated career-planning professional who works individually with our lawyers to develop individual career plans. We have also implemented several mentoring programs, including mentoring circles for our women lawyers and formal mentors for all new first-year lawyers, and we have mentoring coordinators in our offices to ensure the success of these programs. Additionally, the firm offers a training program lead by experts on diversity and inclusion in the legal profession, with a focus on unconscious bias, micro-inequities and cultural competence as mechanisms for increasing inclusiveness in our firm culture. Outreach Programs Outside of the firm, through partnerships with organizations like the Leadership Council on Legal Diversity (LCLD), Minority Corporate Counsel Association (MCCA) and Corporate Counsel of Color (CCWC), we sponsor and/or conduct a variety of workshops, panel discussions and diversity-related conferences with our clients and potential clients. Recruiting Creating a diverse working environment is a full-time endeavor and a long-term proposition. Recruitment is central to our effort: The ability to recruit diverse legal talent is critical to our culture and continued success. To that end, we create and participate in a variety of programs and initiatives to make a personal connection with diverse law students and to foster greater diversity within our firm, as well as in the legal profession generally. We are committed to increasing our visibility with diverse law students and to ensuring that diverse candidates consider Mayer Brown. We have identified a CDI partner to serve as a liaison to our law school teams to initiate new law student affinity group outreach efforts and to follow up with women and diverse candidates in our interview process. In addition, our National Chair of Recruiting personally reaches out to more than 90 diverse law student organizations to encourage their members to consider Mayer Brown as an ideal place to launch their legal careers. Retention and Advancement We work hard to recruit diverse, female and LGBT lawyers-and even harder to retain them and facilitate their success. Our efforts take on many forms, including firmwide, regional and local office diversity programs. Diverse lawyers in all US offices meet locally for professional development and networking programs. These programs provide our diverse associates with additional opportunities to: - Interact with the firm's senior management and practice leaders - Network with other diverse lawyers - Enhance professional and business development skills - Influence firm policy - Obtain guidance and mentoring on the path to partnership Several programs have included the firm's clients, affording associates important networking and educational opportunities, including retreats for our diverse and women attorneys. toring is an important component of retention. All entry-level and lateral diverse associates are assigned a mentor to ensure they have proper guidance and learn how to thrivenot just survive-in a large law firm. This program is reinforced by each office's partner mentoring coordinator, and members of the CDI conduct a Periodic Review Program to monitor the professional growth of diverse associates.

22 Supporting the advancement of our diverse, LGBT and female lawyers to partner-level is a primary goal of our diversity initiatives. Through the Career Development and Advancement Program (CDAP), we closely monitor the performance of the firm's diverse and women attorneys and work with each attorney and their practice group leaders to develop an individualized career action plan that will help our attorneys maximize their performance and potential. This is an ongoing focus that requires a sustained effort through which progress is closely monitored. Many of the firm's diversity initiatives over the past several years have encouraged diverse associates and counsel to remain at the firm and pursue partnership, allowing them to serve as important role models for other diverse lawyers. Our Progress While we recognize that a successful diversity program requires sustained effort, we are making progress and the results of our work have not gone unnoticed. For the eighth consecutive year, Mayer Brown was acknowledged as a Best Place to Work for LGBTQ Equality. We received a perfect score of 100 percent on the 2018 Corporate Equality Index, a national benchmarking survey on corporate policies and practices related to LGBTQ workplace equality administered by the Human Rights Campaign Foundation. The firm has also been recognized by Equality Illinois for our commitment to LGBTQ inclusivity in the organization's annual "Raising the Bar" report for the sixth consecutive year. Additionally, the firm is among only 25 companies/law firms recognized by Profiles in Diversity Journal in 2016 as a Diversity Leader, an award that recognizes excellence for outstanding standards that align diversity initiatives with business goals. Furthermore, in 2017, Mayer Brown was named a 2016 Top Performer by the Leadership Council on Legal Diversity (LCLD). This designation is given to a select group of corporations and law firms who have committed the most time and energy to participating in LCLD programs. The firm's commitment to diversity and inclusion is unwavering and remains a top priority, as there is still much to accomplish. We will continue to strive to provide a supportive and inclusive work environment that affords all of our attorneys an equal opportunity to succeed and reach their full potential.