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

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

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

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. Pepper participates in the "Philadelphia Reads" Program. This program takes place onsite and exposes children from inner city elementary schools to a law firm setting and professionals who are interested in their academic development. Each child receives 45 minutes of one-on-one coaching in basic reading skills from a Pepper employee. Pepper created a high school essay contest which is designed to encourage Philadelphia area public high school students to consider topical legal issues and explore alternative legal positions regarding those issues.

Does your firm annually recruit at any of the following types of institutions? Ivy League law schools: Columbia University; Cornell University; University of Pennsylvania

Other private law schools: Boston College; Boston University; Brooklyn Law School; Fordham University School of Law; Georgetown University Law Center; New York University; Pepperdine Caruso School of Law; Seton Hall University School of Law; Suffolk University Law School; University of Southern California Law School; Villanova University Charles Widger School of Law; Widener University

Public state law schools: Rutgers Law School; Temple University Beasley School of Law; University of California-Irvine; University of California Los Angeles

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

Diversity job fairs: Delaware Minority Job Fair; Lavender Law; Philadelphia Area Diversity Job Fair; WRBLSA Job Fair

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify)

Do you have any programs specifically targeted at first-year students? Yes. The Philadelphia Diversity Law Group: Pepper Hamilton is a founding member and has a commitment to hire one 1L minority for the Summer Associate Program; Villanova Pathways Program: a commitment to hire two 1L students from Villanova University Charles Widger School of Law as law clerks for Pepper Hamilton's Summer Associate Program. The Dauphin County Capital Area Managing Partners (CAMP): a commitment to recruit minority students as summer interns. Pepper also participates in the Leadership Council for Legal Diversity's 1L Program.

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019) * Summer associates who received an offer of full-time employment Men Women Men Women White/Caucasian 8 6 White/Caucasian 8 6 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 1 2 Asian 1 2 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 10 8 Total 10 8

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 8 5 White/Caucasian 0 0 African-American/Black 1 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 0 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 10 7 Total 0 0

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019) Men Women Men Women White/Caucasian 30 18 White/Caucasian 7 0 African-American/Black 1 0 African-American/Black 0 0 Hispanic/Latinx 1 1 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 3 3 Asian 0 0 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 2 1 Multiracial 0 0 Openly LGBTQ 3 2 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 37 23 Total 7 0

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 3 2 White/Caucasian 6 3 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 1 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 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 4 3 Total 7 3

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

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: Audrey Golden Associates; Candor Legal; Clark Legal Recruiting LLC; David Carrie LLC; McClelland Legal Search; McClure Harrison; RPN Executive Search; Swan Legal Search; Triumph Search Consultants; VOY Legal

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 0 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 1 Native Hawaiian/Pacific Islander 0 0 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 0 Multiracial 1 0 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 0 0 Total 2 1

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 1 3 White/Caucasian 4 2 African-American/Black 0 0 African-American/Black 0 0 Hispanic/Latinx 0 0 Hispanic/Latinx 1 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 1 3 Total 5 2

5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES Men Women Men Women White/Caucasian 1 4 White/Caucasian 4 0 African-American/Black 0 1 African-American/Black 0 1 Hispanic/Latinx 0 0 Hispanic/Latinx 1 0 Alaska Native/American Indian 0 0 Alaska Native/American Indian 0 0 Asian 0 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 0 0 Individuals with Disabilities 0 0 Total 1 5 Total 5 2

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 4 White/Caucasian 6 7 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 0 1 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 1 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 5 5 Total 6 9

OF COUNSEL NON-EQUITY PARTNERS Men Women Men Women White/Caucasian 3 0 White/Caucasian 4 2 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 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 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 3 0 Total 6 2

EQUITY PARTNERS Men Women White/Caucasian 4 0 African-American/Black 0 0 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Asian 0 0 Native Hawaiian/Pacific Islander 1 0 Multiracial 0 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Total 5 0

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? An associate who works or has worked part-time is eligible for nomination and election to partner or of counsel to the Firm, in accordance with the normal standards and requirements of the Firm's partnership policy. There is no fixed relationship between the election or duration of part-time status and the timing of an associate's consideration for advancement. However, the Firm recognizes that part-time employment can make it more challenging to demonstrate the capacity to handle client work and client relationships at the partner level with the same time frame as an associate who has worked full time for his or her entire career. Therefore, an associate who works or has worked part-time generally will be considered for elevation to partnership or advancement to of counsel when the Firm believes his or her experience and development make consideration appropriate in accordance with the Firm's Partnership Policy. The decision to work a part-time schedule does not affect a partner's status. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 1

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

Associates 1 9 10 228 Of counsel 1 4 5 38 Non-equity partner 0 0 0 85 Equity partner 0 0 0 107

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 9 3 White/Caucasian 9 6 African-American/Black 0 0 African-American/Black 1 1 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 1 Openly LGBTQ 0 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 9 3 Total 10 8

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 2 1 White/Caucasian 11 9 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 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 1 0 Openly LGBTQ 0 0 Individuals with Disabilities 0 0 Individuals with Disabilities 0 0 Total 3 1 Total 13 10

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT Men Women White/Caucasian 7 10 African-American/Black 3 1 Hispanic/Latinx 0 0 Alaska Native/American Indian 0 0 Asian 1 1 Native Hawaiian/Pacific Islander 0 0 Multiracial 0 1 Openly LGBTQ 1 0 Individuals with Disabilities 0 0 Total 11 13

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 14 25 16 Number of such positions held by: Minorities 1 1 1 Women 3 6 5 LGBTQ attorneys 1 0 0 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? 14 Minorities heading offices: Henry Liu, Washington DC (35) Women heading offices: Mary Dickson, Los Angeles, CA (27); Sharon Klein, Orange County, CA (20); Joanna Cline, Wilmington, DE (19) LGBTQ attorneys heading offices: Thomas Wilczak, Detroit, MI (22) Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Henry Liu, Financial Services (42) Women heading practices: Julia Corelli, Commercial Dept. (173) Rachel Bushey; Health Sciences Dept. (114); Stephanie Costantino, Corporate Securities (79); Hannah McPhelin, Real Estate (12); Joan Arnold, Tax (13); Joanna Cline, Trial and Dispute Resolution (82) LGBTQ attorneys heading practices: [No response] Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS Minorities heading committees: Kassem Lucas, Diversity Committee (24) Women heading committees: Noel Ix, Alternative Schedules Committee (8); Audrey Wisotsky, Associates Committee (23); Rene Hansemann, Audit Letter Committee (20); Sara Richman, Hiring Committee (18); Hope Comisky, Information Governance Committee (14) and Professional Responsibility Committee (19) LGBTQ attorneys heading committees: [No response] Individuals with Disabilities heading committees: [No response]

*During 2019, Pepper Hamilton continued its diversity initiatives to improve the Firm's diversity, support an inclusive workplace and enhance our outreach to external audiences. For example, in the past year: *Pepper is participating in the Diversity Lab's Mansfield Rule 2.0 Initiative and received Mansfield Certification. The Mansfield Rule requires that law firms affirmatively consider women, lawyers of color and LGBTQ+ lawyers for significant leadership and governance roles, lateral partner and mid-to-senior associate hiring and promotions to partner. Pepper has pledged that diverse, disabled and LGBT attorneys will make up at least 30% of the candidate pools for these roles and will comprise at least 30% of formal client pitches. In addition, the Executive Committee requires the Firm to apply Mansfield to all committees and all hires. We will keep track of whether pitches that are won are also staffed with Mansfield attorneys. *Held our 14th annual "Celebrate Diversity" event. Thomas Cole, Pepper's Managing Partner, presented the 2019 Champion of Diversity Award to Michael J. Harrington, Sr. Vice President and General Counsel of Eli Lilly and Company. *Achieved a 100 percent rating on the Human Rights Campaign's 2019 Corporate Equality Index. *Successfully recruited several female and minority lateral partners and associates. *Participated in minority job fairs and law school diversity resume collections and conducted outreach to law student affinity groups to further enhance our recruitment efforts. We also reserved dedicated interview appointments for diversity candidates during our on-campus interview visits to law schools. *Supported significantly Villanova Law School's Diversity Initiative including: awarding three-year full tuition scholarships for two minority law students annually, hiring two Villanova minority 1L students annually as law clerks and sponsoring the annual Dr. Martin L. King, Jr. Keynote Address. * Promoted 2 women associates and 1 minority male associate to partner. Published Diversity Matters, the Firm's diversity newsletter. *Facilitated monthly meetings of women associates in the Commercial Litigation Practice Group to address issues pertaining to their development.

*Hosted the annual Veterans Day Celebration to honor Pepper Veterans and family of Veterans. *Continued as members of the Leadership Counsel for Legal Diversity ("LCLD") Fellows program, which continues to be a resource for networking and opportunities. The LCLD is a group of general counsel at leading Fortune 500 companies and managing partners at law firms. The Fellows program consists of attorneys at the law firms and the corporate departments identified as high achievers. *Supported minority student bar associations at schools in our communities. *Continued sponsorship of the Barristers' Association of Philadelphia's Dr. Martin Luther King Breakfast and Annual Scholarship Dinner and many other minority bar association events. *Sponsored the Pennsylvania Bar Association's Annual Diversity Summit and annual Minority Attorney Conference. In addition, women serve on every Firm management committee, including the Executive, Finance, Hiring and Associates Committees. Women partners serve as our General Counsel and Professional Responsibility Counsel. Women partners lead our Los Angeles, Orange County and Wilmington offices. Women lead the firm's affordable housing; antitrust; corporate and securities; health sciences; higher education; privacy, security and date protection; real estate; securities litigation; tax; and trial and dispute resolution practices. Minority attorneys serve on several Firm management committees including the Associates, Compensation, Diversity, Finance, Hiring, Information Governance, and Professional Responsibility Committees.