Goodwin Procter LLP ("Goodwin")

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

100 Northern Avenue Boston, MA 02210 Phone: 617-570-1000 Fax: www.goodwinlaw.com

LOCATIONS Boston, New York, Washington, DC, Silicon Valley, San Francisco, Los Angeles, Santa Monica, Frankfurt, London, Paris, Cambridge, Luxembourg, Hong Kong

DIVERSITY LEADERSHIP Head(s) of Firm: Robert Insolia - Chairman Diversity team leader(s): Laura Acosta — Managing Director D+I

NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019 Worldwide 1307 1316 U.S. offices only 1073 1091

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. Goodwin Procter LLP ("Goodwin") 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 233 186 White/Caucasian 12 22 African-American/Black 12 19 African-American/Black 4 2 Hispanic/Latinx 12 17 Hispanic/Latinx 3 4 Alaska Native/American Indian 1 0 Alaska Native/American Indian 0 0 Asian 45 50 Asian 6 9 Native Hawaiian/Pacific Islander 1 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 5 13 Multiracial 0 1 Openly LGBTQ 31 13 Openly LGBTQ 7 2 Individuals with Disabilities 0 1 Individuals with Disabilities 0 0 Total 309 285 Total 36 54 There are 11 males and 16 females who did not provide ethnicity info.

EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019) Men Women Men Women White/Caucasian 167 38 White/Caucasian 86 39 African-American/Black 3 1 African-American/Black 0 0 Hispanic/Latinx 2 0 Hispanic/Latinx 4 2 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 5 3 Asian 7 5 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 2 Openly LGBTQ 5 0 Openly LGBTQ 5 0 Individuals with Disabilities 1 0 Individuals with Disabilities 1 0 Total 177 42 Total 97 48

OF COUNSEL (2019) NEW HIRES (2019) Men Women Men Women White/Caucasian 42 32 White/Caucasian 77 65 African-American/Black 4 0 African-American/Black 9 4 Hispanic/Latinx 1 2 Hispanic/Latinx 5 3 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 5 9 Asian 16 20 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 1 2 Multiracial 1 4 Openly LGBTQ 2 0 Openly LGBTQ 10 5 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 53 44 Total 108 96 Same definition as our Counsel.

How does the firm's leadership communicate the importance of diversity to everyone at the firm? The firm is highly engaged when it comes to keeping the Goodwin community aware and involved in our efforts. Features of our engagement campaign have included: an icon to be added to signature blocks and professional biographies to signal support; an internal newsletter to share firm wide important initiatives and news; and Tableau dashboards to build transparency of our firm demographics. This content is broadcasted via the firm's corporate and intranet web sites, our recruitment materials, our onboarding and training programs, our periodic internal diversity news, and guest speaker events on topics such as uncovering, sponsorship, and marriage equality. Goodwin's leadership also communicates the importance of diversity and inclusion to the firm through our Chairman Emeritus led Inclusion Advisory Committee (our current Chairman is also a member of the Committee), our Committee on Racial and Ethnic Diversity (CRED@Goodwin), our Women's Initiative (Women@Goodwin), and our Pride Initiative (Pride@Goodwin). This message is amplified at each of the annual retreats held for diverse lawyers at the firm. This past year, CRED@Goodwin's retreat drew over 150 attendees. The featured speaker was Dr. Robin DiAngelo, author of White Fragility and Affiliate Associate Professor of Education at the University of Washington, and she addressed race relations and institutional racism. At Pride@Goodwin's annual retreat, 100 attendees witnessed keynote Maulik Pancholy, award-winning actor, activist and author of The Best At It, discuss his new book as well as his experience and observations on coming out, authenticity, intersectionality and allyship. The annual Women@Goodwin retreat in Boston drew over 200 attendees, more than half of them clients, and they witnessed a presentation on the importance of breathing, body positioning and posture by Dr. Amy Cuddy. Who has primary responsibility for leading diversity initiatives at your firm? The chairs of Goodwin's D+I committees include: David Hashmall, Chairman Emeritus and Chair of the Inclusion Advisory Committee; Robert Insolia, Chairman and Inclusion Advisory Committee member; Sabrina Rose-Smith, Partner, and Calvin Wingfield, Partner, Co-Chairs of the Committee on Racial and Ethnic Diversity, CRED@Goodwin; Deborah Birnbach, Partner, and Lisa Haddad, Partner, Co-Chairs of the Women's Initiative, Women@Goodwin; Koray Bulut, Partner, and James Mattus, Partner, Co-Chairs of the Pride Initiative, Pride@Goodwin. Goodwin also employs six full-time professionals to help lead our diversity initiatives: Laura Acosta, Managing Director Diversity & Inclusion; Bernard Guinyard, Director, Diversity & Inclusion; Carrie Gilman, Diversity & Inclusion Manager; Pauline Veslino, Diversity & Inclusion Manager; Stephanie Shin, Specialist: Diversity & Inclusion; and Sydne Garcia, Diversity & Inclusion Co-op. 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: 8 Total hours spent on diversity: 500

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 — Goodwin is one of five law firms to participate in the Move the Needle Fund. Goodwin also received initial Mansfield Certification, Mansfield 2.0 Plus Certification, and has signed on to be a part of Mansfield 3.0.

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? We are committed to attracting talented law students and attorneys from underrepresented backgrounds, and to retaining this talent through strategic professional development, mentoring and sponsorship programs, as well as programs designed to eliminate hidden barriers and unconscious bias. Each year, our internal diversity initiatives update their business plans and resource requests to reflect progress on diversity goals and to establish new priorities for the coming year. The firm's partners are required to report annually to management on their individual diversity contributions as part of our allocations process. Additionally, firm management has asked all business unit and office leaders to report on their support of diversity and to monitor talent pipelines within their respective business units/offices. We have also worked with an outside consultant to develop a set of diversity and inclusion competencies for our leaders, and firm management has asked each leader in the firm to develop an action plan around those competencies to help us move from commitment to action. Goodwin is also held publicly accountable by its participation in the Move the Needle and the Mansfield Rule. Both of these programs stress accountability by requiring the firm to meet very specific goals in a defined time frame. Only by meeting these standards is the firm able to ensure certification. Is your firm minority-owned or women-owned? No

No Goodwin Procter LLP ("Goodwin") 2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

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

X 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 X etc.

X X Focus on strengthening firm's mentoring program

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

X X Support law firm's internal affinity networks

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

X X Coordinate or work with clients on diversity issues

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

INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

X X Increase the number of minority attorneys at the associate level

X X Increase the number of minority attorneys at the partnership level

X X Increase the number of minority attorneys in leadership positions

X 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 X access/inclusion on top client matters

Other (please specify): Executive coaching and leadership development opportunities for associates, plus a X X formal sponsorship program.

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

Already Currently Not a Current Completed Addressing Priority

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

X X Increase the number of women at the associate level

X X Increase the number of women at the partnership level

X X Increase the number of women in leadership positions

X 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 X inclusion to top client matters

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

X X Implement policies to address gender pay equity

Other (please specify): Executive coaching and leadership development opportunities for associates, plus a X X formal sponsorship program.

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 X Increase the number of LGBTQ attorneys at the associate level

X X Increase the number of LGBTQ attorneys at the partnership level

X X Increase the number of LGBTQ attorneys in leadership positions

X 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 X access/inclusion on top client matters

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

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

Other (please specify): Executive coaching and leadership development opportunities for associates, plus a X X formal sponsorship program.

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

Other (please specify): Signed on to ABA's Pledge for Change: Disability Diversity in the Legal Profession, and X X renewed training for attorney development managers on disability accommodation.

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. We know that the health of the legal profession depends upon a strong pipeline of diverse students choosing to enter law school, which is why we support key pipeline efforts such as the Posse Foundation, an organization that provides high-achieving high school students with full-tuition scholarships to elite universities in supportive, multicultural teams, or "posses". With a phenomenal graduation rate of 90 percent, many Posse graduates continue on to law school and other successful professional pursuits. Each summer, we employ at least one Posse student in our Boston office as an intern. Goodwin is proud to partner nationally with BUILD, an organization dedicated to engaging at-risk students from under-resourced communities through teaching entrepreneurship and providing them with support toward high school graduation and college acceptance. As a part of our seven year partnership, Goodwin has been actively involved with the organization's annual "Shark Tank" competition, and has even sponsored and coached a team that reached the final four in the 2017 competition.

Does your firm annually recruit at any of the following types of institutions? Ivy League law schools: Columbia, Cornell, Harvard, Penn, Yale

Other private law schools: Boston College, Boston University, Chicago, Duke, Emory, Fordham, George Washington, Georgetown, Northeastern, Northwestern, NYU, Santa Clara, Michigan, Stanford, UVA, Vanderbilt, William & Mary

Public state law schools: UC Berkeley, UC Davis, UC Hastings, UC Irvine, UCLA, UNC, USC Gould, McGill (Canada), Suffolk, U Conn

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

Diversity job fairs: Southeast Minority Job Fair, Bay Area Diversity Job Fair, Boston Lawyers Group, Law Consortium (CA and DC), MCGC (NY and CA), NEBLSA, Lavender Law

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 sponsors a variety of programs specifically targeted at first-year law students, including: • SEO Program-For pre-1Ls entering law school and programs/networking throughout law school and beyond; • 1L Diversity Fellowship-Fellowships provide first-year law students from underrepresented backgrounds with awards of $10,000 each to help cover expenses while working in a public interest law position during the summer after their first year of law school. During the summer of 2019, Goodwin supported ten 1L Diversity Fellows as they made significant contributions to a range of pro bono endeavors nationwide.• Diversity Lab-Two 1L Summer Associates will be joining us in conjunction with work we are doing with Diversity Lab. We also host and sponsor many bar organizations, for diverse attorneys, that help 1Ls, 2Ls and 3Ls with mentoring, legal career advice and other success tips.

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019) * Summer associates who received an offer of full-time employment Men Women Men Women White/Caucasian 20 32 White/Caucasian 20 32 African-American/Black 4 3 African-American/Black 4 3 Hispanic/Latinx 3 6 Hispanic/Latinx 3 6 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 9 12 Asian 9 12 Native Hawaiian/Pacific Islander 0 2 Native Hawaiian/Pacific Islander 0 2 Multiracial 0 1 Multiracial 0 1 Openly LGBTQ 7 3 Openly LGBTQ 7 3 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 36 54 Total 36 54

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 17 31 White/Caucasian 2 2 African-American/Black 4 3 African-American/Black 0 0 Hispanic/Latinx 4 4 Hispanic/Latinx 0 1 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 9 10 Asian 1 2 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 1 Multiracial 0 0 Openly LGBTQ 6 3 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 34 49 Total 2 5 Four are returning to 1L firm (permanently) and 1 is moving to a city where we don't have an office.

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019) Men Women Men Women White/Caucasian 59 55 White/Caucasian 2 5 African-American/Black 9 4 African-American/Black 0 0 Hispanic/Latinx 5 3 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 15 18 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 1 3 Multiracial 0 0 Openly LGBTQ 7 5 Openly LGBTQ 1 n/a Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 89 83 Total 2 5

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 15 4 White/Caucasian 14 11 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 1 2 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 0 Openly LGBTQ 2 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 16 6 Total 14 11

NEW EQUITY PARTNERS* (2019) * Whether hired laterally or promoted from within Men Women White/Caucasian 14 5 African-American/Black 0 0 Hispanic/Latinx 1 0 Alaska Native/American Indian 0 0 Asian 0 2 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Openly LGBTQ 3 0 Individuals with Disabilities 0 0 Total 15 7

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) We are currently Mansfield certified and on track to be certified again this year.

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: We don't list specific executive search firms for confidentiality reasons.

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 0 White/Caucasian 1 4 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 1 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 1 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 0 1 Total 2 4

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 9 3 White/Caucasian 5 7 African-American/Black 0 0 African-American/Black 0 0 Hispanic/Latinx 0 1 Hispanic/Latinx 1 1 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 2 4 Asian 0 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 2 Openly LGBTQ 3 0 Openly LGBTQ 1 1 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 11 8 Total 6 11

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 8 3 White/Caucasian 2 4 African-American/Black 1 0 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 3 Asian 1 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 2 1 Multiracial 0 0 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 12 7 Total 3 6

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 4 5 White/Caucasian 2 2 African-American/Black 0 1 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 2 1 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 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 4 10 Total 4 3

OF COUNSEL NON-EQUITY PARTNERS Men Women Men Women White/Caucasian 6 2 White/Caucasian 6 4 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 1 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 1 Openly LGBTQ 1 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 7 2 Total 6 5

EQUITY PARTNERS Men Women White/Caucasian 1 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 0 0 Total 1 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

Comments: Almost 10% of Goodwin's attorneys are on formal FlexWork arrangements, and many other attorneys work flexibly on an informal basis. Key elements of our FlexWork program include: • Remote work opportunities, alternative hours arrangements and reduced hours arrangements;• Eligibility from Day 1 post-hire;• A true-up program to ensure equitable compensation for reduced hours attorneys who work in excess of 5% of their reduced hours target;• Need-blind application processing (i.e., the program is not limited to parents or individuals returning from medical or other leave); • Collaboration between the attorney and the firm to create an optimal schedule for both parties;• Off-ramping and on-ramping for attorneys going out on or returning from leave;• No minimum or maximum length of time an attorney may work on a FlexWork schedule; • A streamlined request and review process, one-on-one support from a coach trained by the Coaches Training Institute, regular check-ins, and online resources; and • Education for partners regarding the importance of the program. The firm is also a contributor to the Diversity & Flexibility Alliance, a national forum dedicated to work-life integration for attorneys. 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? Reduced-hours associates remain eligible for partnership. Because it takes time to satisfy the partnership advancement criteria, working a reduced-hours schedule may extend the time at which an attorney is considered for elevation, depending on the proportion of standard hours worked and the duration of the reduced-hours schedule. Attorneys can be and are regularly elevated to the partnership while working a reduced hours schedule. Partners can maintain that schedule without any impact on their partner status. In recognition of our efforts, Elaine Blais, a partner in the firm's Litigation Department, has received the Alliance's Annual Flex Success Award for best exemplifying how attorneys can achieve greater work-life integration and still have extraordinarily successful careers. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 11

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

Associates 3 15 18 594 Of counsel 12 20 32 97 Non-equity partner 0 15 15 145 Equity partner 0 3 3 219

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 3 1 White/Caucasian 5 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 0 0 Individuals with Disabilities 0 0 Total 3 1 Total 5 2

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 4 4 White/Caucasian 15 4 African-American/Black 0 0 African-American/Black 1 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 2 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 4 4 Total 16 4

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT Men Women White/Caucasian 4 2 African-American/Black 1 1 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Openly LGBTQ 2 0 Individuals with Disabilities 0 0 Total 5 3

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 7 37 22 Number of such positions held by: Minorities 0 1 2 Women 3 8 6 LGBTQ attorneys 0 0 2 Individuals with Disabilities 0 0 0

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: 0 Women heading offices: Janet Andolina, New York (298 Attorneys), Andrea Murino, Washington, DC (121 Attorneys), Lynda Galligan, Silicon Valley (85 Attorneys ) LGBTQ attorneys heading offices: 0 Individuals with Disabilities heading offices: 0

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Caine Moss, Silicon Valley Business Law (65 SV BLD Attorneys) Women heading practices: Elaine Blaise, Boston Litigation (121 Boston Lit Attorneys); Minta Kay, Real Estate Industry (127 REI Attorneys); Andrea Murino, Antitrust (12 Antitrust Attorneys); Joanne Gray, Specialty Litigation (63 Spec Lit Attorneys); Danielle Lauzon, Boston Business Law (338 BOS BLD Attorneys); Lisa Haddad, Public M&A/Corporate Governance (140 Public M&A/Corporate Governance Attorneys); Lynda Galligan, ERISA + Executive Compensation (27 ERISA + Executive Compensation Attorneys); Deborah Birnbach, Public M&A/Corporate Governance (140 Public M&A/Corporate Governance Attorneys) LGBTQ attorneys heading practices: 0 Individuals with Disabilities heading practices: 0

COMMITTEE LEADERS Minorities heading committees: Sabrina Rose-Smith, CRED@Goodwin (24); Calvin Wingfield, CRED@Goodwin (24) Women heading committees: Emily Rapalino, Attorney Engagement Committee (13); Sabrina Rose-Smith, CRED@Goodwin (24); Brenda Sharton, Data Security & Privacy Committee (11); Emily Rapalino, Hiring Committee (47); Deborah Birnbach, Women@Goodwin (39); Lisa Haddad, Women@Goodwin (39) LGBTQ attorneys heading committees: James Mattus, Pride@Goodwin (9); Koray Bulut, Pride@Goodwin (9) Individuals with Disabilities heading committees: 0

Goodwin is committed to promoting diversity in our firm and the legal profession, as well as fostering an inclusive environment in which each attorney and staff member has the opportunity to excel and thrive. Diversity and inclusion are core values at Goodwin, and we believe that they make us stronger as a firm, as a provider of legal services and as an employer. It's also a matter of justice. We believe that equity demands a diverse workforce and legal profession, and as the first AmLaw 100 law firm led by a woman, we have a lengthy track record of enabling equal access to the legal system through our extraordinary pro bono efforts and our broad non-discrimination policies. Recently, Goodwin reaffirmed its commitment to diversity and equality of opportunity when it became one of the law firm leaders of the Move the Needle program. The groundbreaking program is a large-scale effort designed to create a first-of-its-kind joint venture in which bold new approaches to diversity and inclusion will be incubated over five years to serve as a model for the legal industry. As part of the program, Goodwin has committed to achieving a set of public, specific and ambitious D+I goals by January 2025. These goals include: 1. The diversity of (i) Goodwin's senior associate population and (ii) its population of partners and equity partners elevated in the preceding five years will match or exceed its entry-level associate diversity, which will be consistent with or greater than the diversity of graduating law student classes, as measured on January 1, 2020, by gender, race/ ethnicity, and LGBTQ identity.2. The collective composition of all firm leadership committees will be at least 40% diverse. A 10 person MTN core team will oversee the firm's efforts to make the Move the Needle program a success. This program is critical not just to Goodwin, but the legal industry as a whole. We believe that if every AmLaw 200 firm emulated these efforts and achieved similar goals, the time it would take for the equity partnership of law firms to mirror the diversity of law school graduating classes could be cut in half. In September of 2019, Goodwin achieved Diversity Lab's Mansfield 2.0 Plus Certificationafter completing the Mansfield Rule 2.0 twelve-month certification program. This marks Goodwin's second consecutive year of Mansfield Certification, which was first issued in 2018. The Mansfield Rule Certification 2.0 attests that Goodwin affirmatively considered at least 30 percent women, lawyers of color, and LGBTQ+ lawyers for leadership and governance roles, Equity Partner promotions, formal client pitch opportunities and senior lateral positions. "Plus" status indicates that, in addition to meeting or exceeding the pipeline consideration requirements for Certification, Goodwin successfully reached at least 30 percent diverse lawyer representation in a notable number of our current leadership roles and committees. As part of the 2.0 version, Diversity Lab expanded the Mansfield Rule to include representation of LGBTQ+ lawyers as part of the candidate population and to also track the participation of underrepresented lawyers in formal pitch meetings. To achieve the Mansfield Rule objectives, Goodwin established processes to document and analyze the firm's talent pipelines, which has provided an invaluable baseline from which to evaluate our gender equality efforts, identify sticking points and monitor progress. Goodwin started its association with Mansfield in 2017, when it became one of the first law firms to sign on to the pioneering initiative and achieve certification. The firm will continue this relationship into the future, as it has signed on to the 3.0 iteration of the Mansfield Rule, which runs from July 2019 to July 2020. New for this version, Mansfield 3.0 will include lawyers with disabilities as well as women, lawyers of color, and LGBTQ+ lawyers as part of the diverse candidate pool. Helping to implement these initiatives is Inclusion@Goodwin, which was established in 2014 and is led by the firm's Chairman Emeritus, David Hashmall. Inclusion@Goodwin drives the firm's diversity and inclusion strategic initiatives and includes partners and senior professional staff from around the firm who are dedicated to growing our firm diversity and fostering an inclusive firm environment. Inclusion@ Goodwin's goals include communicating the business case for diversity and inclusion; eliminating any hidden barriers to success and fostering a more inclusive culture; ensuring that we are developing and sponsoring our diverse talent; focusing on diversity in legal recruitment and especially lateral partner recruitment; and using metrics to help us track progress and motivate change. Additionally, we actively promote diversity and inclusion through our three affinity networks - CRED@Goodwin (Committee on Racial and Ethnic Diversity), Pride@Goodwin, and Women@Goodwin, which have local councils in each office that serve to build community, develop trainings, execute events, often with our clients, and provide support to historically underrepresented populations of our firm. In addition, Goodwin developed a "Diversity and Inclusion Champion" initiative as part of the firm's comprehensive diversity and inclusion strategy, whereby each practice area identified leaders to serve as diversity and inclusion ambassadors. In addition to serving as role models of inclusive leadership, the Champions are teaming with the firm's diversity and inclusion professionals to create "Diversity and Inclusion Action Plans." Under the leadership of the Champions each practice area is developing, tracking, advancing toward, and reporting on its diversity and inclusion goals on an annual basis. This strategy empowers the practice areas to take responsibility for the development of their talent, and brings heightened awareness and accountability to how we approach matter staffing, while also creating a highly inclusive and diverse workplace. Goodwin believes strongly that one way to increase diversity in the legal profession is by cultivating meaningful relationships. In terms of support for our diverse lawyers, Goodwin has a variety of fellowships, mentorship programs, committees and resources available, formally and informally, that are designed to assist diverse attorneys in realizing their career goals. In addition to our HR professionals, we also have a 6 person, full-time D+I team available to provide guidance on salary, career advancement and workplace issues. Goodwin also believes one of the best ways to help underrepresented lawyers advance their career, is to ensure a fair evaluation process. Bias interrupters are evidence-based tools that work to stop bias before it affects the workplace. Following on a successful education campaign at Goodwin for all partners, attorneys and professional staff, we have been working in small groups to identify ways to interrupt the cognitive biases that can impact our decision making. That work has led to an unconscious bias tip sheet for our performance review and partner elevation processes, updates to our performance review forms to include priming statements at the top to remind evaluators to slow down their decision-making and watch for the different types of cognitive biases that can skew evaluations, and the inclusion of senior professionals, trained in unconscious bias principles, in our performance review, partner elevation and compensation processes to act as "bias disruptors" and call attention to any potential biases that might make their way into those processes. Not only have our programs been forward-thinking and innovative, but they have succeeded in producing actual results when it comes to creating a more diverse team and talent pipeline throughout Goodwin. Recent statistics that demonstrate our growth include: • 19.7% female Equity Partners today as compared to 15% in 2015;• 35% of our current leadership is female, a person of color or LGBTQ+;• Women now represent 51% of junior associates and 47% of senior associates;• Partners of color have increased 33% over the past 5 years;• LGBTQ+ associates have more than doubled over the past 5 years; • Associates of color have increased more than 20% over the past five years; and• Our fall 2019 incoming class is among our most diverse ever, as it is approximately 55% female, 32% ethnically diverse and 10% LGBTQ+. As a result of these D+I efforts, Goodwin has received a variety of recognition from leading organizations, foundations and publications. Recent awards received by the firm include: Best Place to Work for LGBTQ Equality by the Human Rights Campaign Foundation, Yale Law Women Top 10 Family Friendly Law Firm, Chambers' Most Innovative

Gender Diversity Initiative at the Women in Law Awards, Financial Times Most Innovative Firms Asia Pacific for Asia Track Associate Pipeline Program, Working Mother — Best Law Firm for Women, and Top ten highest scoring firms in the inaugural Inclusion Blueprint Survey by Diversity Lab and ChIPs.