Inclusion is in our

careers.weil.comDNA

A commitment to diversity and inclusion has been at the core of our firm since Frank Weil, Sylvan Gotshal, and found many doors closed to them because of their religious beliefs. They founded Weil, Gotshal & Manges LLP to open those doors. For over 30 years, Weil has been a leader in investing in formal initiatives to cultivate an inclusive culture where all feel comfortable and encouraged to excel. 5 Affinity Groups: Individual Affinity Group Conferences AsianAttorneys@Weil Black Attorney Affinity Group Latinos@Weil WEGALA (LGBT Affinity Group) Women@Weil

In 2015, Weil launched Upstanders@Weil to establish an explicit role for diversity allies and promote greater inclusion for all groups. Weil is unique among law firms for holding individual firmwide conferences for Asian, Upstanders are allies, supporters and advocates for Black, Latino, and LGBT attorneys. The conferences bring together summer associates and attorneys from across the Firm’s offices for professional development, internal people and communities that share a different networking and mentoring, client development, and pipeline development efforts. background or identity than one’s own. To date, the Firm has held 11 individual affinity group conferences. Above, members ▪▪ Launched with a cross-office panel and video of the Firm's WEGALA (LGBT Affinity Group) and summer associates from the US and London offices convened in 2016. In January 2017, the Firm is holding a global ▪▪ Upstander Action Guide and an intranet site Multicultural Attorney conference. □□ 50+ upstander behaviors □□ 40+ resources

▪▪ Interactive diversity theater program utilized professional actors and guided group discussions Client Diversity Events □□ 20 sessions across 8 offices

▪▪ Andrea Bernstein Upstander@Weil Awards □□ 70+ honorees to date

TOWER is a committee of female and male partners from across the Firm focused on the advancement and development of female attorneys globally.

▪▪ TOWER members represent all four Firm departments and 10 offices; 42% of TOWER All of Weil’s affinity groups contribute to the Firm’s bottom line and work to enhance members are men. their individual member’s networks and client development skills. Recent examples include an Asian Pacific Heritage Month program co-sponsored with Morgan Stanley at ▪▪ As result of efforts to increase women's business the Rubin Museum, featuring a panel on representations of Asian-Americans in pop development, women-led pitches globally culture and media. Also, in May 2016, the Silicon Valley office hosted a California increased by 46% and women-involved pitches Elimination of Bias CLE workshop and networking reception with clients. globally increased by 30%.

Weil’s History of Inclusion 1931 1969 1976 1977 1984 1987 1990 Weil, Gotshal & Weil hires its first Weil elects its Weil elects its Weil adopts a Weil elects its Weil elects its first Manges founded female and its first LGBT partner first female Professional Code first African- Asian-American first African- partner of Conduct Policy American partners American and establishes a partner associates committee to administer it Deep commitment Global to the diversity pipeline Perspective Weil’s multifaceted diversity pipeline efforts Our cultural diversity is our increase access to opportunities from elementary strength as we serve clients school to law school and beyond, such as: who touch nearly every ▪▪ To strengthen the pipeline of high school corner of the globe. graduates matriculating to college, approximately 30 Weil volunteers met monthly for college and career readiness programs during the 2015-2016 academic year with students from Middle School 224 in the South Bronx through PENCIL, a leading Each summer, Weil hosts several diversity events for summer associates. In June 2016, education based nonprofit organization. women of color attorneys and summer ▪▪ To support law students of color, Weil hosts 1L associates participated in an intimate roundtable discussion with Maria Fernandez, exam preparation programs, mock interviews Senior Counsel of IBM Systems Group and and resume writing workshops with nonprofit Board Member of LatinoJustice. At Weil, our offices span partner, PALS. three continents, six time zones, eight countries, Management Committee Sponsors and 19 cities. Each affinity group has an appointed senior leader sponsor, who is not a member of that demographic group. The sponsors are charged with understanding key issues the group members’ face and advocating for necessary change.

Diversity Month Diversity Education Biennially, Weil hosts a global diversity Workshops languages celebration to maintain our focus on timely 49In our U.S. offices, our and cutting-edge issues across the Firm. In 2 hour annual lawyers and staff hail from 2015, there were nearly 60 events across requirement 40 countries around Weil’s offices during Diversity Month. modeled on the ethics the globe. ▪▪ Programs videobroadcast across offices included Professor Kenji Yoshino of NYU CLE requirement Law School sharing his research on “covering,” or the pressure at work to downplay outsider attributes, and the Foster inclusion Center for Talent Innovation discussing, “Mission Critical: Unlocking the Value of through service Veterans in the Workforce”. Weil Pay It Forward is the Firm’s marquee community service initiative which empowers ▪▪ Office-specific events included a Dallas associate and staff-led teams to leverage $1,000 Nearly one in five was born office panel featuring in-house counsel of Firm funds into lasting community impact. outside of the from The Neiman Marcus Group, Michael's and over one-quarter has at Stores, and EnLink Midstream. The London Since least one parent born abroad. office hosted an LGBT networking event for 2011 clients and law firms with pro bono client 58 teams in 7 cities Terrence Higgins Trust. have raised $593,892

1992 1996 2000 2006 2007 2011 2015 Weil adopts a Weil institutes Weil establishes Weil celebrates Women account Weil launches Upstander@Weil formal workplace same-sex a management its first global for more than annual two-hour initiative launched diversity policy, domestic partner level diversity diversity week 50% of Weil’s mandatory during global conducts a health plan professional new partner diversity Diversity Month firmwide benefits and position class and the education assessment, and elects its first Firm elects its requirement commences Latino partner first two flextime mandatory partners training Summer Associate & firm leaders are Law Student Diversity LGBT, people of color, or women Weil’s Diversity Fellowship Program offers Since 2011, the firm has 16 $ awarded Management Committee: 10,000 Women Asian American scholarship awards to first- and 29 4 1 second-year law students to promote fellowships greater diversity in the profession. 1 Latino 1 LGBT

2016 US summer associates: Weil continues to rank among the 47% 37% 4% “Best Places to Work” women people LGBT for members of the of color LGBT community with a perfect score of 100% on the law student diversity events for Fall 2015/ 2017 Corporate 60 Spring 2016 season Equality Index (CEI).

2016 “Best 10 Weil Women 2016 Morgan International Firm partners won 19 Stanley's Leadership for Diversity” individual awards and Excellence at Euromoney Americas from prominent business in Inclusion and Women in Business and legal publications Diversity Award Law Awards in 2016 Recipient

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Jacqueline Marcus Hannah Field-Lowes Christopher Garcia Partner Partner Partner Business Finance & Restructuring Complex Commercial Litigation Securities Litigation [email protected] [email protected] [email protected] +1 (212) 310-8130 +44 (20) 7903 1303 +1 (212) 310-8896

Meredith Moore Hedieh Fakhriyazdi Director, Global Diversity & Senior Manager, Global Diversity & Social Responsibility Social Responsibility Find Weil on [email protected] [email protected] +1 (212) 310-6769 +1 (212) 833-3125 social media:

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