One Hogan Lovells: many perspectives One Hogan Lovells: many perspectives April 2019 3 “ At Hogan Lovells we are proud of our culture and values. We recognize that breadth of perspective and difference of viewpoints produced by diverse teams can help produce our best thinking, both for our clients and in terms of running our own business. Attracting and harnessing the full talent of all our people means creating an environment where people feel able to be themselves. This means paying attention to the small details of firm life as well as to large policy questions. This takes time but we are determined to continue making progress.” Stephen Immelt, CEO, Hogan Lovells “ As a global law firm, the diversity of our people is a core strength, enabling us to provide the best work environment, to adapt and innovate, to deliver excellence for our clients. As the chair of the Global D&I Committee, I am proud of the progress we are making across the firm. We still have some way to go, but the foundations we have put in place and the sharing of expertise across our regions will be what sets us apart.” Marie-Aimeé de Dampierre Regional Managing Partner, Continental Europe and Chair of the Global D&I Committee 4 Hogan Lovells One Hogan Lovells: many perspectives We know that diversity makes us a better law firm and helps us to attract the best talent, drive innovation, and deliver the best experience for our clients. We are committed to nurturing an inclusive working environment where all of our people can be themselves and feel empowered to succeed. Our Global Diversity & Inclusion (D&I) Committee (below) comprises senior representation from across our practice groups, industry sectors, and regions. The Committee is accountable for defining and executing our global D&I strategy. In addition, we have regional committees that are responsible for delivering this strategy in alignment with local priorities. Owen Chan Marie-Aimeé de Dampierre Office Managing Partner, Regional Managing Partner, Hong Kong Continental Europe, Paris Ari Fitzgerald Daniel Gonzalez Partner, Washington D.C. Partner, Miami David Hudd Stephanie Keen Deputy CEO, London & New York Office Managing Partner, Singapore Sharon Lewis Head of Financial Institutions Sector Marcy Wilder Industry Group, Paris Partner, Washington D.C. Kay Willis Lu Zhou Chief People Officer, London Partner, Beijing We also have a Global D&I Advisory Group made up of individuals from across legal and business services, representing diverse voices and perspectives. The advisory group acts as a sounding board and idea generator and supports communication of initiatives. One Hogan Lovells: many perspectives April 2019 5 Global D&I Strategy We evaluate all of our initiatives and programs through our global D&I framework Benchmarks, certifications Accountability and awards Develop governance structures to oversee execution Role models Use data to inform decision making Wellbeing engagementClient Support our people with a global framework Integrate health, wellbeing and performance into our programs Diversity in leadership Enhance our Communications Accountability brand Communications Promote Clear and regular leader-led communications responsibility Improve engagement with our people and clients To become a leader in diversity and inclusion Role models Communications Embed our Cultivate our allies, mentors and sponsors Nurture our networks/groups to engage our people and clients culture Integrate D&I Structures Role models into ourprocesses people People satisfaction Talent Ingrain diversity and inclusion into our policies, practices and programs Structures advancement Wellbeing Key: Talent Priorities Activity Pillars Measures attraction Promote responsibility Integrate D&I into our people processes Ensure that we have governance structures in place Ensure that our entire infrastructure supports our diversity to deploy our strategy with effective monitoring on and inclusion aims to attract, recruit, retain, and advance progress, and clear accountability across our regions, our people. practice groups, and Business Services. Enhance our brand Embed our culture Position ourselves as an employer of choice for top talent Provide all of our people with the training, tools, in diverse communities and leverage that diversity to and environment needed to empower them to strengthen our client relationships and deliver excellence. be their authentic selves in the firm and with clients. Key: Priorities Activity pillars Measures 6 Hogan Lovells Scrutinizing our progress We were the first global law firm to set gender targets in 2012 and have made encouraging progress since then. We are increasing the gender balance in our partnership and management teams. +4% +6% from 2012 from 2012 25% 34% Women partners Senior management worldwide positions held by women +10% +7% from 2012 from 2012 40% 40% Women promoted Women lateral hires to partner in 2019 in 2019 Our global partnership Our global pipeline (associates, senior associates and counsel) 3% 5% LGBT+ LGBT+ 10% 20% Racially/ethnically diverse Racially/ethnically diverse 25% 52% women women Named by Acritas as the global law firm that most women partners would like to work for 8 Hogan Lovells Embedding our culture around the world Americas Diversity is at the core of who we are and how we do business in the Americas. We are committed to structural advancements that are key to ensuring that diverse lawyers will be strategically invested in and advanced. We support our people through 28 regional diversity networks, including the U.S. National Diversity Committee, regional diversity committees, regional women’s initiatives, national affinity groups (which include African-American, Agility, Asian-Pacific We have adopted the Mansfield Rule, which American, Hispanic, LGBT+, Middle Eastern-North requires the firm to have at least 30 percent women, African, and Military), and regional affinity groups. minority, and LGBT+ lawyers in candidate pools for senior leadership positions, in lateral recruiting, and in certain business development activities. All verse Our inaugural U.S. minority and LGBT+ law conference, Allverse, brought together more than 220 lawyers with our leadership and some of our clients. The conference not only demonstrated the investment the firm is making, it also provided a training and networking platform for our diverse lawyers. Initiatives The U.S. National Diversity Committee (NDC) Spotlight on Mexico is a diverse group of influential partners led by our CEO that establishes best practice for diversity and Our WALK Forum provides practical, inclusion in the U.S. and invests in the internal professional development tips for pipeline of diverse lawyers. The NDC evaluates and women lawyers in partnership with advocates for access to quality work assignments, the “Getting Things Done” initiative. provision of sponsors, coaching, mentoring, and Delegates look at how to address areas business development support. that can impede advancement, including time management and work-life balance. We have rolled out culturally sensitive unconscious bias training to over 250 people internally and a number of external groups to raise awareness of the involuntarily exclusions that we may make and how to address them. One Hogan Lovells: many perspectives April 2019 9 We welcome Professor Jerry Kang to our U.S. offices where he will be refreshing bias training that Key awards was previously required for all offices. Professor • AmLaw 100 – Top 100 diversity scorecard Kang will discuss the implications of stereotypes for last eight years and biased attitudes that we all harbor, as well • Human Rights Campaign Foundation’s as potential countermeasures to reduce bias. Corporate Equality Index – 100% rating Professor Kang has already trained the firm’s for 10 consecutive years NDC members to assist in their efforts. • Law360 – 6th best law firm for women lawyers • Women in Law Empowerment Forum – Gold Standard certification for six consecutive years • Working Mother – Top 50 law firm for women for six consecutive years • Yale Law Women – Top 10 female-friendly law firm Engaging with our clients We are active participants in initiatives led by the Fellows: five women of color and one LGBT+ man. Leadership Council on Legal Diversity (LCLD). Where able, we place 1L scholars with clients so they Over the years, we have selected 16 LCLD 1L Scholars receive training from and provide value to both the representing four different offices, an annual “rising client and the firm. star” associate as our LCLD Pathfinder, and six LCLD 36% 63% 61% U.S. partners U.S. counsel U.S. associates, senior associates, law clerks Diverse* Non-diverse * Diverse includes women, minority, and LGBT+ Hogan Lovells All verse 11 12 Hogan Lovells Embedding our culture around the world Asia Pacific and Middle East In the Asia Pacific and Middle East (APME) region, we focus our inclusion efforts around four pillars: Ethnicity & Social Inclusion, LGBT+, Gender Balance, and Wellbeing. Spanning 11 geographical regions, multiple languages, and cultures, we have a rich and diverse employee and client base. We seek to enhance and engage that diversity through the use of inclusive practices and policies. We have a number of active internal networks We remain laser focused on gender balance across across the region such as our women and working the region and have run a number of initiatives families networks, parent, and pre-parents groups. to improve the retention and advancement of We invite clients to our