Lawyer Demographics Bingham Mccutchen

Bingham McCutchen (www.bingham.com)

Basic Information Pro Bono/Public Interest

399 Park Avenue Recruiting Contact: Rachel Strong New York, NY 10022 Ms. Jennifer Soberman Pro Bono Counsel Organization Size: 1014 Legal Recruiting Manager 202.373.6743 Office Size: 177 399 Park Avenue [email protected] Hiring Attorney: New York, New York (NY) 10022 Is the pro bono information indicated here firm-wide or Firm-wide Mr. J. Goodwin Bland United States specific to one office? Phone: 212.705.7289 % Firm Billable Hours last year 3.17 [email protected] Average Hours per Attorney last year 60 Compensation & Benefits Percent of associates participating last year 80% Percent of partners participating last year 49% 2013 compensation for entry-level lawyers ($/year) 160,000 Percent of other lawyers participating last year 38% Summer Compensation 2013 compensation for Post-3Ls ($/week) 3,100 Professional Development 2013 compensation for 2Ls ($/week) 3,100 Evaluations Other 2013 compensation for 1Ls($/week) 3,100 Does your organization use upward reviews to evaluate and No provide feedback to supervising lawyers? Partnership & Advancement Rotation for junior associates between departments/practice Yes Does the firm have two or more tiers of partner? No groups? If no, how many years is the partnership track? 8-10 Is rotation mandatory? No Does your organization have a dedicated professional Yes development staff? Does your organization have a coaching/mentoring program Yes Does your organization give billable hours credit for training Yes time? Lawyer Demographics

Partner/Member Associates Counsel Staff Attorneys Other Attorneys Summer Associates Men 53 49 7 3 1 5 Women 12 33 6 0 1 7 Total 65 82 13 3 2 12 Hispanic/Latino Men 1 0 0 0 0 UNK Women 0 1 0 0 0 UNK White Men 49 45 7 3 0 UNK Women 11 24 5 0 0 UNK Black/African American Men 0 0 0 0 0 UNK Women 0 2 0 0 0 UNK Native Hawaiian/Other Pacific Islander Men 0 0 0 0 0 UNK Women 0 0 0 0 0 UNK Asian Men 3 2 0 0 1 UNK Women 0 6 1 0 1 UNK American Indian/Alaska Native Men 0 0 0 0 0 UNK Women 0 0 0 0 0 UNK 2 or more races Men 0 2 0 0 0 UNK Women 1 0 0 0 0 UNK Disabled Men NC NC NC NC NC NC Women NC NC NC NC NC NC Openly LGBT Men 3 4 0 1 0 UNK Women 0 1 0 0 0 UNK

Bingham McCutchen (www.bingham.com)

General Practice Areas

GENERAL PRACTICE EMPLOYER'S PRACTICE GROUP NAME NO. OF NO. OF NO. OF NO. OF AREAS PARTNERS/MEMBERS COUNSEL ASSOCIATES NON-TRADITIONAL TRACK/STAFF ATTORNEYS Banking, Finance Broker-Dealer/ Financial Restructuring/ 21 34 Investment Management/ Japanese Practice/ Transactional Finance Litigation Antitrust and Trade Regulation/ Appellate/ 22 38 Environmental, Land Use and Natural Resources/ Intellectual Property/ Labor and Employment/ Securities and Financial Institutions Litigation Business, Corporate Corporate Practice/ Energy and Project Finance/ 22 28 Real Estate/ Structured Transactions/ Tax and Employee Benefits

HIRING & RECRUITMENT

Began Work In Expected LAWYERS 2011 Prior Summer Associates 2012 Prior Summer Associates 2013 Laterals 11 0 9 0 17 Post-Clerkship 0 0 0 0 1 Entry-level 11 10 7 7 5 LL.M.s (U.S.) 0 0 0 0 0 LL.M.s (non-U.S.) 0 0 0 0 0 SUMMER Post-3Ls 0 0 0 0 0 2Ls 10 10 1Ls 0 0 0 0 0

Number of 2012 Summer 2Ls 13 considered for associate offers Number of offers made to 13 summer 2L associates General Hiring Criteria Strong academics; excellent writing and communication skills; integrity; initiative; high motivation; strong interpersonal skills; diversity competence; common sense; and sense of humor. Journals, clinical programs, moot court activities, prior work experience are a plus.

Diversity & Inclusion RECRUITMENT METHODS Diversity job fairs, Outreach to law student groups, Formal mentoring efforts, Recruit at schools with large minority populations, Bar-sponsored programs, Firm diversity committee As a leading law firm in a dynamic marketplace, Bingham knows the power of bringing together women and men of different races, religions, ethnicities and sexual orientations. Our diversity program is a critical element of our culture, our business and our values. We have achieved and sustained recognition by recruiting and promoting women and men from diverse backgrounds; their differences have made Bingham stronger, more energetic, dynamic and creative than if we were all alike. In turn, our clients are better served, more diverse across industries and more loyal.

The innovative practices that have resulted in sustainable efforts to increase diversity at Bingham include the following:

LEADERSHIP ROLES DEDICATED TO ENHANCING DIVERSITY: We recognize the importance of senior leadership commitment to and participation in the firm’s diversity efforts. Accordingly, at the direction of our chairman, we established a Diversity Task Force in 2002, which evolved into a permanent firm committee, the Diversity Committee, in 2006. The Diversity Committee was originally co-chaired by two practicing partners, but that structure was changed in the fall of 2011. Now, 12 practicing partners make up the Diversity Executive Committee, which is comprised of three working groups: Recruiting, Attorney Development and Retention, and Leadership and Business Development. The Diversity Executive Committee works with partner, associate and staff representatives as well as the leaders of various areas (such as recruiting, attorney development and marketing) to implement our Diversity Action Plan.

RECRUITMENT: Bingham understands that recruiting highly talented attorneys from diverse fields means attention must be devoted early on and throughout the law-school cycle. Accordingly, in addition to making the recruitment of diverse candidates a specific and important focus in our recruiting efforts, we have also developed relationships that are targeted to increasing the pipeline of diverse candidates in law schools and to contributing to their success. In addition, we’ve created a Thurgood Marshall Fellowship, honoring the first African-American Justice to serve on the U.S. Supreme Court and a man who had a profound effect on the civil rights movement of the 20th century. This fellowship is particularly meaningful to the firm because Justice Marshall’s son, Thurgood Marshall, Jr., is a partner in our D.C. office, having joined us after his own distinguished career in public service. We expect to award two fellowships to the class of 2014, one in Bingham’s D.C. office and the other in one of our Southern California offices. Recipients will receive a paid summer associate position and a $25,000 Bingham’s D.C. office and the other in one of our Southern California offices. Recipients will receive a paid summer associate position and a $25,000 fellowship.

We participate in the Boston Lawyers Group and the Lawyers Collaborative for Diversity, programs designed to encourage minority college students to attend law school and for minority law students to explore private practice.

In addition, the firm: • Hosts numerous outreach programs and events for students of color • Participates in minority law student job fairs • Provides scholarships for minority students • Sponsors and hosts numerous minority law student association events • Regularly partners with the leadership of minority law student associations • Advertises in minority law student publications • Has a diversity committee committed to creating unique outreach events for diverse constituencies, such as: o Southern California 1L diversity panel and reception: an event designed to answer questions around how to differentiate oneself during a 20-minute on-campus interview, and what to talk about during an interview lunch. o Washington, DC - Spring Diversity Reception and Supreme Court Advocacy Panel - a program focused on learning more about Bingham’s appellate practice group (including diverse career paths taken by many of the attorneys at the firm, and an overview of important issues currently pending before the Court.

To recruit additional minority lawyers, Bingham participates in various minority job fairs and in programs at numerous affinity bar associations in locations where we have offices. We also seek referrals from other attorneys and use search firms owned by women and/or minorities to assist in identifying a more diverse group of lawyers.

PUBLIC RECOGNITION: Bingham is proud to be publicly recognized for our ongoing commitment to increasing diversity throughout our firm. We value our talent and are particularly proud of our ‘Best Place to Work’ distinctions. Our most recent examples include: • In 2011 Bingham was ranked as one of MultiCultural Law magazine’s 2011 “Top 100 Law Firms for Diversity.” The firm was also recognized on the “Top 50 Law Firms for Partners” and “Top 100 Law Firms for Women” lists. • In 2011, Bingham scored 100 percent on the Human Rights Campaign Foundation’s Corporate Equality Index, the firm’s fourth-straight perfect score on the annual ranking of companies based on their treatment of gay, lesbian, bisexual and transgender employees, consumers and investors. • For eight years running (2005–2012) FORTUNE magazine has named us one of its 100 Best Companies to Work For. We are No. 30 on the current list.

Numerous local lists have recognized our positive work environments: • A Best Place to Work in the Bay Area • A Best Place to Work in Boston • A Best Place to Work in Connecticut • A Best Place to Work in D.C. • A Best Place to Work in Los Angeles • A Best Place to Work in New York • A Best Place to Work in Orange County

Below are just a few examples of the diversity initiatives that have made us one of FORTUNE magazine’s “100 Best Companies to Work For” for eight straight years:

• Women’s Mentoring — Fostering mentor-mentee relationships is a key component of the Diversity Action Plan. One facet of the firm’s commitment to mentoring is the establishment of the Women’s Mentoring Program. Many of our offices have held workshops, receptions, roundtables, presentations and social events.

• Parents Groups — There are active Parents Groups running in many domestic offices. The groups are run by associate volunteers with support from our Learning & Development Department.

• Part-time Support Group — The firm has implemented a pilot program to support and facilitate development of part-time attorneys and to provide them with direct access to senior leadership.

• Affinity Group Retreats — Bingham has established a series of retreats for our lawyers of color and openly gay and lesbian lawyers. The last lawyers of color retreat, which was held in November 2011, proved to be an excellent opportunity for lawyers to spend concentrated time together discussing key diversity issues in workshops and coaching-oriented sessions. In October 2010, we held our third retreat for openly lesbian, gay, bisexual and transgender (LGBT) lawyers, which consisted of two days of presentations, discussions and social events for more than 20 lawyers and their significant others. Our fourth retreat for our LGBT lawyers will take place in September 2012. A highlight of our 2011 Lawyers of Color retreat was the general counsel panel led by of counsel Flash Wiley, which featured Michele Mayes, general counsel of Allstate Insurance; Stacey Mobley, former general counsel of DuPont; and Sol Watson, Bingham alumnus and former general counsel of the New York Times. The panelists spoke about the importance of diversity when staffing matters and what steps they take to do so at their respective companies. We are always looking to partner with our clients on diversity events.

• Employee Resource Groups — As our diversity initiatives expand, we seek to deepen our efforts and find strategic ways to reach our goals. After the 2010 LGBT retreat, we formed the Bingham Pride Network, a Bingham Resource Network (BRN) for our LGBT lawyers. This network of lawyers with common interests is being leveraged to design creative recruitment avenues, increase retention and promote top diverse talent at the firm. We plan to use formal BRNs to provide career development/professional development opportunities, support, networking opportunities, mentoring, unique community participation opportunities and assistance in activities that promote cultural awareness. We have built upon the natural synergies that have already formed through our affinity groups, but we are now formalizing the structure of these groups by providing each with an executive sponsor(s) who will be the direct channel to senior leadership. This year, we recently launched a resource network for our lawyers of color.

• Celebrating Women — Our signature Celebrating Women series provides an opportunity for us to celebrate our female clients and friends at a variety of high-end cultural events. Recent Celebrating Women evenings have included a wine pairing/ dinner with Chef Traci des Jardins, chef and co-owner of the award-winning San Francisco restaurant Jardinière and a finalist on Bravo TV’s “Top Chef Masters”; a reception at the Folk Art Museum in New York City, including tours of the exhibit “Women Only: Folk Art by Female Hands”; a reception at the Museum of Contemporary Art in Los Angeles; a reception to celebrate the opening of the Institute for Contemporary Art in Boston; viewings of the relics of the revolutionary female pharaoh Hatshepsut at the DeYoung Museum in San Francisco and the Metropolitan Museum of Art in New York; an evening at the Wadsworth Atheneum in Hartford; and a viewing of “Gauguin: Tahiti” at the Museum of Fine Arts in Boston. In addition, our female partners have hosted a series of evenings involving theater and athletic events. Our next Celebrating Women event will take place in Boston in fall 2012. • Creation of the bi-monthly Diversity Newsletter, Varietas, to emphasize internal programming, and to allow for staff and attorney education and feedback. Diversity Committee associate and staff representatives in each office add regional information to the bi-monthly communications.

• Diversity Roadshow - The Diversity Committee’s Executive Committee and director travel to all domestic offices at least once a year to update staff and associates about firm’s diversity initiatives, highlighting goals of the Diversity Department and encouraging feedback.

Organization Narrative Real work. Real people. Real clients with real challenges. That is what you will experience at Bingham, named one of Fortune Magazine’s “100 Best Companies to Work For” each year since 2005. As this ranking shows, Bingham has a keen regard for our greatest asset: our people. We are a diverse group of 1,000 talented lawyers, working across a carefully balanced portfolio of practices in 14 offices in the United States, Europe, and Asia. As a result of our strategic, planned growth, we are well-positioned to capitalize on all stages of the economic cycle.

Bingham is a great place to start your career. Our summer program ranked No. 6 nationally in the 2012 American Lawyer Summer Associate Survey and also won local awards: No. 1 in Washington, D.C., and Los Angeles; No. 10 in Boston; No. 11 in San Francisco; and No. 13 in New York. The program shows you what it will be like to practice here and to join our community, engaging in carefully selected work assignments, focused training programs, and social events where you get to know our lawyers and staff. You’ll experience our proactive Learning and Development Department as well as our pro bono practice, diversity initiatives, and community service and outreach efforts.

Our program runs in New York, Boston, Washington and in the SoCal (Orange County, Los Angeles, and Santa Monica) and NorCal (San Francisco and Silicon Valley) regions. You will also have the opportunity to spend time in more than one office in your region during the summer program so that you can get a broader perspective of our practices and work with more lawyers. We invite you to learn more about us at www.bingham.com.

NALP is committed to helping make the legal profession accessible to all individuals on a non-discriminatory basis. NALP is opposed to discrimination based upon actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity and expression, genetic information, parental, marital, domestic partner, civil union, military, or veteran status.