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Pepper Hamilton LLP Pepper Hamilton LLP 2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY 3000 Two Logan Square 18th and Arch Streets Philadelphia, PA 19103 Phone: 215.981.4000 Fax: 215.981.4750 www.pepperlaw.com LOCATIONS Berwyn, PA; Boston, MA; Detroit, MI; Harrisburg, PA; Los Angeles, CA; New York, NY; Orange County, CA; Philadelphia, PA; Pittsburgh, PA; Princeton, NJ; Rochester, NY; Silicon Valley, CA; Washington, DC; Wilmington, DE DIVERSITY LEADERSHIP Head(s) of Firm: Thomas J. Cole, Jr., Managing Partner; Thomas Gallagher, Chair, Executive Committee; Margaret Suender, Chief Talent Officer Diversity team leader(s): Kassem L. Lucas, Chair, Diversity Committee and Partner in Charge of Diversity NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2019 Worldwide 462 458 U.S. offices only 462 458 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. Pepper Hamilton LLP 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 82 White/Caucasian 8 6 African-American/Black 1 5 African-American/Black 1 0 Hispanic/Latinx 2 4 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 10 13 Asian 1 2 Native Hawaiian/Pacific Islander 1 1 Native Hawaiian/Pacific Islander 0 0 Multiracial 1 5 Multiracial 0 0 Openly LGBTQ 7 3 Openly LGBTQ 0 0 Individuals with Disabilities 2 0 Individuals with Disabilities 0 0 Total 118 110 Total 10 8 EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019) Men Women Men Women White/Caucasian 85 18 White/Caucasian 52 24 African-American/Black 1 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 2 1 Asian 3 2 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 2 1 Openly LGBTQ 2 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 1 0 Total 88 19 Total 58 27 OF COUNSEL (2019) NEW HIRES (2019) Men Women Men Women White/Caucasian 24 13 White/Caucasian 40 25 African-American/Black 1 0 African-American/Black 1 3 Hispanic/Latinx 0 0 Hispanic/Latinx 2 2 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Asian 4 6 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 0 1 Openly LGBTQ 0 0 Openly LGBTQ 3 2 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 25 13 Total 47 37 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. Pepper Hamilton LLP 2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Pepper Hamilton communicates its commitment to diversity and cultivating an inclusive workplace to all members of the Firm through its actions and words. We recognize that having attorneys from diverse backgrounds working together to resolve legal issues enhances the workplace and results in optimal client solutions. Firm leadership regularly reinforces, internally and externally, the importance of the Firm's commitment to diversity and inclusion. Diversity is an agenda item at Firm meetings including practice group meetings, department meetings, office management meetings, partner meetings, administrative staff meetings and Executive Committee meetings. The Firm's commitment to diversity and inclusion in the workplace is also communicated in many other ways including through "Diversity Matters," a newsletter highlighting Pepper's diversity initiatives and accomplishments, Pepper's website, Pepper's internal portal, communications to clients and the community, brochures, and via reports by the Partner in Charge of Diversity. In addition, the Partner in Charge of Diversity visits and communicates with attorneys in all of Pepper's offices to communicate the Firm's commitment to diversity and inclusion. Who has primary responsibility for leading diversity initiatives at your firm? Thomas Gallagher, Chair, Executive Committee; Thomas J. Cole, Jr., Managing Partner; Margaret Suender, Chief Talent Officer, Kassem L. Lucas, Partner in Charge of Diversity and Chair, Diversity Committee 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: 24 Total hours spent on diversity: 746 Comments: Pepper's Diversity Committee is comprised of 24 practicing attorneys from across the Firm's 14 offices including the Chief Talent Officer, Partner in Charge of Diversity, the Managing Partner of the Firm, the chairs of the Executive, Associates and Hiring Committees, the Director of Professional Recruitment and the Manager of Associate Recruitment, Diversity and Inclusion. Committee members include 7 attorneys of color and 12 women. Committee members and other attorneys working to support the diversity initiatives recorded some but not all of the time they spent in furtherance of the Firm's diversity initiatives. In 2019, in addition to the Diversity Committee, Pepper attorneys recorded 746 hours. The Firm, however, estimates that its attorneys spent hundreds of additional hours that were not recorded. 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 Firm established the Diversity Committee in 2005. The Diversity Committee and the Partner in Charge of Diversity report to Firm leadership. They are responsible for developing and recommending strategic initiatives aimed at recruiting, hiring, retaining, mentoring, advancing and supporting the professional development of attorneys from diverse backgrounds. The Diversity Committee meets bi-monthly to discuss diversity initiatives and assess the Firm's progress in this area. 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? The Diversity Committee meets every other month. How is the firm's diversity committee and/or firm management held accountable for achieving results? The Diversity Committee Chair reports to the Executive Committee regularly about the Committee's initiatives and progress and it has been an agenda item at Executive Committee meetings. Because the managing partner and the chief talent officer of the Firm are members of the Diversity Committee, there is constant accountability for achieving our goals and enhancing the Firm's diversity. Partner involvement in advancing diversity efforts of the Firm are considered by the Compensation Committee as a criterion for partner compensation. Lastly, the Partner in Charge of Diversity reports to Firm Leadership every other month about our progress in diversity and inclusion. Is your firm minority-owned or women-owned? No 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. Pepper Hamilton LLP 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 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 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 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. Pepper Hamilton LLP 2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already
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