Seyfarth Shaw

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

233 S Wacker Drive Suite 8000 Chicago, IL 60606 Phone: 312-460-5000 Fax: 312-460-7000 Seyfarthshaw.com

LOCATIONS Atlanta, GA; Boston, MA; Charlotte, NC; Chicago, IL; Houston, TX; 2 offices in Los Angeles, CA; New York, NY; Sacramento, CA; San Francisco, CA; Washington, D.C.

DIVERSITY LEADERSHIP Head(s) of Firm: Peter C. Miller, Firmwide Managing Partner & Chair Diversity team leader(s): Kori S. Carew, Esq. | Chief Inclusion & Diversity Officer

NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019 Worldwide 981 947 U.S. offices only 926 915

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved. Seyfarth Shaw 2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY Law Firm Demographic Profile

Does your firm have more than one tier of partnership? Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019) Men Women Men Women White/Caucasian 103 77 White/Caucasian 6 4 African-American/Black 5 12 African-American/Black 1 1 Hispanic/Latinx 5 7 Hispanic/Latinx 1 1 Alaska Native/American Indian 0 4 Alaska Native/American Indian 1 0 Asian 14 13 Asian 2 3 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 1 Multiracial 3 4 Multiracial 0 1 Openly LGBTQ 2 2 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 131 113 Total 11 12

EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019) Men Women Men Women White/Caucasian 132 38 White/Caucasian 147 65 African-American/Black 4 0 African-American/Black 0 3 Hispanic/Latinx 4 2 Hispanic/Latinx 4 4 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 2 3 Asian 4 4 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 2 0 Multiracial 0 0 Multiracial 3 0 Openly LGBTQ 3 5 Openly LGBTQ 5 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 143 45 Total 160 77 Not everyone has self-identified when it comes to ethnicity Not everyone has self-identified when it comes to ethnicity

OF COUNSEL (2019) NEW HIRES (2019) Men Women Men Women White/Caucasian 71 96 White/Caucasian 41 44 African-American/Black 3 2 African-American/Black 6 7 Hispanic/Latinx 4 5 Hispanic/Latinx 3 8 Alaska Native/American Indian 0 0 Alaska Native/American Indian 1 0 Asian 2 13 Asian 6 8 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 3 Multiracial 1 2 Openly LGBTQ 1 1 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 82 119 Total 59 69 Not everyone has self-identified when it comes to ethnicity Not everyone has self-identified when it comes to ethnicity

How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm's leadership has communicated that Inclusion & Diversity is an essential part of the firm's strategic plan. Communication regarding I&D are included in heritage month emails, the strategic approach and goals are posted on our intranet, and the Chief Inclusion & Diversity Officer presents at various meetings. The I&D strategy and goals are also communicated at every Partner Retreat and in meetings with leadership. Who has primary responsibility for leading diversity initiatives at your firm? Kori S. Carew, Esq, Chief Inclusion & Diversity Officer Does your law firm currently have a diversity committee? Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee? Yes

If yes, how many attorneys are on the committee, and in 2019, 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: 25 Total hours spent on diversity: 3820 Comments: This number is a low estimate as many of our attorneys leading on Inclusion & Diversity did not track numbers. This does not include the many hours our I&D leaders spend on coaching, mentoring and advocating for diversity issues and service within our communities to advance inclusion and diversity in the profession.

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes

If yes or partially, please explain. The Diversity & Inclusion Action Team and the Chief Inclusion & Diversity Officer work closely together to establish and set goals that align with the firm's priorities. We meet with DIAT team to ensure each office comes up with goals in alignment with the strategic approach and annual goals/priorities; same with affinity groups; meet with Departments and other firm departments to make sure they also are integrating into what they do. 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? Quarterly

How is the firm's diversity committee and/or firm management held accountable for achieving results? The strategic approach and goals are developed by the Chief Inclusion & Diversity Officer with input from the Diversity & Inclusion Action Team co-chairs. They are then approved by Managing Partner & Chair and the Executive Committee. Is your firm minority-owned or women-owned? No

INITIATIVES FOR ALL DIVERSE ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

X Undertake communication from firm management that diversity is a top priority of the firm

X Formalize diversity plan and committee with action steps and accountability to management

X X Conduct firmwide mandatory diversity training for all attorneys and staff annually

Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/ X etc.

X Focus on strengthening firm's mentoring program

Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity X consultant to examine how firm culture might be more welcoming of minorities

X Support law firm's internal affinity networks

X Hire a director of diversity or other full-time professional to implement the firm's diversity program

X Coordinate or work with clients on diversity issues

Develop/expand relationships with minority bar associations and other legal diversity organizations to offer X firm's support of these networks

INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

X 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 X access/inclusion on top client matters

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

X Institute a formal part-time policy that addresses partnership prospects

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

X 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/ X inclusion to top client matters

X Provide accommodations specific to mothers (e.g., lactation rooms)

X Implement policies to address gender pay equity

INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

X Offer same-sex domestic partners the same benefits available to married individuals

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equal X access/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address gender identity

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

Already Currently Not a Current Completed Addressing Priority

X Increase the number of attorneys with disabilities at the associate level

X Increase the number of attorneys with disabilities at the partnership level

X Increase the number of attorneys with disabilities in leadership positions

X Focus on strengthening firm’s mentoring program for attorneys with disabilities

Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities have X equal access/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)

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 Mentor minority 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. The Firm is an active participant and supporter of established pipeline programs, including but not limited to, Street Law, Cristo Rey High School Internships, Urban Prep High School Mentoring, American Bar Foundation Summer Research Diversity Fellowship and the Sacramento County Bar Association DiversitySummer Fellowship Program. The Atlanta office has also for a number of years partnered with Spelman College, a historically Black college for women, on an internship program. The program provides students who are genuinely interested in attending law school with the opportunity to gain practical experience working at a law firm. This program is a paid internship which consists of three components: substantive work, training, and practical legal activities.

Does your firm annually recruit at any of the following types of institutions? Ivy League law schools: Columbia Law School

Other private law schools: St. John's University; Fordham University School of Law; Emory Law School; Northwestern University; Loyola University (Chicago); Loyola University (Los Angeles); New York University; Vanderbilt; The University of Chicago; University of Southern California; Stanford University

Public state law schools: University of Michigan; University of Illinois; IIT Chicago- Kent Law School; Benjamin N. Cardozo School of Law; Washington University - St. Louis; University of Georgia, Georgia State; University of Florida, University; of California-Berkeley; University of California-Los Angeles; University of California-Hastings

Law schools of Historically Black Colleges and Universities (HBCUs): Howard

Diversity job fairs: The National LBGT Lavender Law Conference; Hispanic National Bar Association Annual Convention; Southeastern Minority Job Fair; Cook County Bar Association Minority Job Fair; Orange County Coalition for Diversity in the Law; LAALRA Diversity Invitation, Bay Area Diversity Career Fair; NEBLSA; UC Hastings; ELLSA Diversity Career Reception; SABA of North America Convention; TMCP Annual Meeting; NBA Annual Convention; NAPABA Annual Convention

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? A more progressive, contemporary approach to talent development than a typical law school clerkship program, this program focuses on a selection process that takes into account both interest in a particular field and the need for a diverse pipeline. It features customized training, including business management andclient service. 100% of participants are from diverse backgrounds.

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019) * Summer associates who received an offer of full-time employment Men Women Men Women White/Caucasian 6 4 White/Caucasian 6 4 African-American/Black 1 1 African-American/Black 1 1 Hispanic/Latinx 1 1 Hispanic/Latinx 1 1 Alaska Native/American Indian 1 0 Alaska Native/American Indian 1 0 Asian 2 3 Asian 2 3 Native Hawaiian/Pacific Islander 0 1 Native Hawaiian/Pacific Islander 0 1 Multiracial 0 1 Multiracial 0 1 Openly LGBTQ n/a n/a Openly LGBTQ n/a n/a Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 11 12 Total 11 12

OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019) * 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 Men Women Men Women White/Caucasian 6 4 White/Caucasian n/a n/a African-American/Black 1 1 African-American/Black n/a n/a Hispanic/Latinx 1 1 Hispanic/Latinx n/a n/a Alaska Native/American Indian 1 0 Alaska Native/American Indian n/a n/a Asian 2 3 Asian n/a n/a Native Hawaiian/Pacific Islander 0 1 Native Hawaiian/Pacific Islander n/a n/a Multiracial 0 1 Multiracial n/a n/a Openly LGBTQ n/a n/a Openly LGBTQ n/a n/a Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 11 12 Total 0 0

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019) Men Women Men Women White/Caucasian 25 19 White/Caucasian 4 10 African-American/Black 3 4 African-American/Black 2 1 Hispanic/Latinx 1 2 Hispanic/Latinx 0 4 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 5 4 Asian 0 2 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 1 1 Multiracial 0 0 Openly LGBTQ n/a n/a Openly LGBTQ n/a n/a Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 36 30 Total 6 17

LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank Men Women Men Women White/Caucasian 9 5 White/Caucasian 7 13 African-American/Black 1 1 African-American/Black 0 0 Hispanic/Latinx 2 0 Hispanic/Latinx 1 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 1 1 Asian 1 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ n/a n/a Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 13 7 Total 9 14

NEW EQUITY PARTNERS* (2019) * Whether hired laterally or promoted from within Men Women White/Caucasian 7 5 African-American/Black 2 0 Hispanic/Latinx 1 0 Alaska Native/American Indian 0 0 Asian 1 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Openly LGBTQ 0 1 Individuals with Disabilities n/a n/a Total 13 6

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 Firm is Mansfield Rule certified If the firm is not Mansfield Rule certified, does it plan to be certified? 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: Avery Ellis; Kimberco Recruiting; LTD; Kossoris Search, Inc.; Lenox Legal Consulting & Recruiting, LLC; Greenberg & Associates; DBA Ryder Smith Legal Search; McCormack Schreiber Legal Search Inc.; McGuire Fecarotta & Jackson LLC; Mestel & Company; Roth Legal Search LLC; Sacks & Delano Consulting; Lighthouse Legal Search; Sidebar Legal Recruiting Inc; Susan Mark and Company; The Artemis Group, LTD.; Diamond Legal Search

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 2 0 1 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES Men Women Men Women White/Caucasian 0 1 White/Caucasian 0 2 African-American/Black 0 0 African-American/Black 0 0 Hispanic/Latinx 0 0 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 0 1 Total 0 2

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 1 1 White/Caucasian 2 0 African-American/Black 0 1 African-American/Black 0 1 Hispanic/Latinx 0 0 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 1 0 Asian 0 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 2 2 Total 3 2

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 5 1 White/Caucasian 0 3 African-American/Black 1 0 African-American/Black 0 0 Hispanic/Latinx 0 1 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 1 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 6 3 Total 0 3

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 2 0 1 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES Men Women Men Women White/Caucasian 5 2 White/Caucasian 5 7 African-American/Black 1 0 African-American/Black 2 0 Hispanic/Latinx 0 0 Hispanic/Latinx 0 2 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Asian 1 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 7 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 6 2 Total 8 10

OF COUNSEL NON-EQUITY PARTNERS Men Women Men Women White/Caucasian 9 11 White/Caucasian 8 4 African-American/Black 0 3 African-American/Black 0 0 Hispanic/Latinx 0 1 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 3 Asian 0 0 Native Hawaiian/Pacific Islander 0 1 Native Hawaiian/Pacific Islander 0 1 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 2 0 Openly LGBTQ 1 0 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 9 19 Total 8 5

EQUITY PARTNERS Men Women White/Caucasian 3 1 African-American/Black 0 0 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Individuals with Disabilities n/a n/a Total 3 1

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 Implement procedures to ensure gender pay equity 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)

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes

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? Among other criteria, Associates and attorneys on alternative work arrangements are eligible for Income Partner consideration after accumulating a defined number of years of service. Generally, time spent on a part-time schedule will count as years of service on a pro rata basis. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? [No response]

PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2019) Men Women Total (full and part-time)

Associates 2 18 20 244 Of counsel 46 100 146 201 Non-equity partner 46 11 57 237 Equity partner 0 0 0 188

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent Men Women Men Women White/Caucasian 4 2 White/Caucasian 15 5 African-American/Black 0 0 African-American/Black 1 0 Hispanic/Latinx 0 1 Hispanic/Latinx 0 1 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 1 Openly LGBTQ 0 1 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 4 3 Total 16 6

PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent Men Women Men Women White/Caucasian 12 1 White/Caucasian 7 3 African-American/Black 0 0 African-American/Black 0 0 Hispanic/Latinx 0 0 Hispanic/Latinx 0 1 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 1 Individuals with Disabilities n/a n/a Individuals with Disabilities n/a n/a Total 12 1 Total 7 4

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT Men Women White/Caucasian 7 1 African-American/Black 2 2 Hispanic/Latinx 0 5 Alaska Native/American Indian 0 0 Asian 3 2 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Openly LGBTQ 2 1 Individuals with Disabilities n/a n/a Total 12 10

O T H E R L E A D E R S H I P R O L E S

Practice group/ Leadership positions (2019) U.S. office heads department leaders Committee leaders

Total number of positions 16 6 n/a Number of such positions held by: Minorities 1 1 n/a Women 4 2 n/a LGBTQ attorneys 0 1 n/a Individuals with Disabilities n/a n/a n/a

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? 12 Minorities heading offices: Nick Waddles, Los Angeles - Century City, 87 Women heading offices: Kristina McGurn, Boston, 105; Tracy Billows, Chicago, 218; Laura Shelby, Los Angeles - Century City, 87; Lorie Almon, New York, 132; Kristina Launey, Sacramento, 14; Amanda Sonneborn, Seattle, 13; Christa Dommers, Washington D.C., 66 LGBTQ attorneys heading offices: N/A Individuals with Disabilities heading offices: N/A

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Laura Maechtlen, Labor & Employment,436 Women heading practices: Diane Dygert,Employee Benefits & Executive Compensation, 49; Laura Maechtlen, Labor & Employment,436 LGBTQ attorneys heading practices: Laura Maechtlen, Labor & Employment,436 Individuals with Disabilities heading practices: N/A

COMMITTEE LEADERS Minorities heading committees: We do not have any committees Women heading committees: [No response] LGBTQ attorneys heading committees: [No response] Individuals with Disabilities heading committees: [No response]

At Seyfarth, "inclusion and diversity" are more than aspirational words. They are at the forefront of our firm's client- and talent-centered culture. We drive our efforts through tangible action, continuous improvement, and constant learning. We focus on creating a culture in which people can bring their authentic selves and unique experiences to the work we do every day. We do so for two simple yet powerful reasons: people matter, and we excel when we cultivate belonging, inclusion, and diversity. Seyfarth's I&D work is centered around a strategic approach with four pillars: • Inclusive Talent Development • Inclusive Leadership • Inclusion Integrated Systems + Processes • Seyfarth Communities We have developed more than 25 individual programs and initiatives that support our talent at all levels or stages in their legal careers, and set goals/objectives for each program every year. Signature programs include: Diversity Triad Mentoring Program: The distinct roles of a mentor and sponsor are critical for progress, especially for attorneys from underrepresented groups. That's why, in 2012, we created this year-long professional development program for rising senior associates designed to cultivate those sponsorship relationships. The program provides senior associates-with an emphasis on those from underrepresented groups (of color, women, LGBT)-a structured avenue for discussions and feedback-as well as the enhanced visibility with leadership this offers. These attorneys are matched with a sponsor from the Executive Committee, Compensation Committee, Partner Board, Office Managing Partners or Department Chairs. These leaders offer additional business development and networking opportunities to support and accelerate the success of these associates on their path to partnership. Each triad builds a bespoke professional development plan with the mentee and the purpose of the work each year is to implement and support the professional development plan for each Associate. This formal program provides associates with a high-touch, business development focus with training curriculum and check- ins set throughout the year. Most associates, but not all, have the goal of partnership - the goals are defined by the triad. The combination of the sponsor plus mentor has been successful in elevating associates to income partnership and providing them with the tools to then become equity partners. To date, the program has 100% participation from the firm's Executive committee and Department Chairs and 64% of Triad program graduates have gone on to make partner. Mansfield Certification: Seyfarth's participation in the Mansfield Rule through the Diversity Lab has led to our recognition of Mansfield Certification two years in a row. We are now Mansfield 2.0 Certified, the highest certification available and participating in Mansfield 3.0. Seyfarth has been highly effective in recruiting diverse candidates (ethnically diverse, women, and LGBTQ) in recent years. Specifically, our 2019 recruiting efforts led to 63% of all associate hires being diverse; lateral partner hiring resulted in 40% diverse; newly elected equity partners were 50% diverse; and newly elected income partners were 71% diverse. Quarterly Diverse Talent Review: This Inclusion & Diversity initiative has proven to be an effective way for our inclusion and diversity leadership to address some of the hidden barriers to success for diverse attorneys in partnership with department leads. Seyfarth utilizes a quarterly talent review system to evaluate the progress of each diverse attorney at the firm. This review is led by our Chief Inclusion & Diversity Officer, our National Diversity and Inclusion Action Team Co-Chairs and our Talent Development team, and involves each of the firm's Department Chairs, and ultimately the firm Chair. Meaningful Work for Diverse Attorneys: A critical component to advancing diversity and increasing inclusion is ensuring attorneys have developmentally rich opportunities. We have undertaken a data-driven effort to optimize diversity and law firm staffing on client business. In doing so, we have developed various customized client solutions that range from mentoring programs, new staffing models, data reporting, co-partnerships with women and minority owned firms, among other diversity and inclusion focused solutions as part of our client service models. Seyfarth Matrix: Our and diversity initiatives are led and implemented by a matrix within the internal organization. Our overall efforts are led by our new Chief Inclusion & Diversity Officer, our firm Chair and two National co-chairs, with input and support from the firm's Executive Committee. At Seyfarth Affinity Groups are the African-American/ Black Affinity Group (called "A+"), All-Abilities Group, Asian Affinity Group, Hispanic Affinity Group, LGBT Affinity Group, and the Seyfarth Women's Network ("SWN"). and consist of a national chair, members, and allies. Additionally, we support over 25 national and regional diversity organizations including the California Minority Counsel Program (CMCP); Corporate Counsel Women of Color (CCWC); Hispanic National Bar Association (HNBA); Leadership Council on Legal Diversity (LCLD); LGBT Bar Association; National Association of Women Lawyers (NAWL); National Bar Association (NBA); and the National Asian Pacific American Bar Association (NAPABA).