Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

1095 Avenue of the Americas New York, NY 10036 Phone: 212-698-3500 Fax: www.dechert.com

LOCATIONS Austin, TX; Boston, MA; Charlotte, NC; Chicago, IL; Hartford, CT; Los Angeles, CA; New York, NY; Orange County, CA; Philadelphia, PA; Princeton, NJ; San Francisco, CA; Silicon Valley, CA; Washington, DC. Almaty; Beijing; Brussels; Dubai; Dublin; Frankfurt; Hong Kong; London; Luxembourg; Moscow; Munich; Paris; Tbilisi; Singapore.

DIVERSITY LEADERSHIP Head(s) of Firm: Andrew Levander, Chairman; Henry Nassau, Chief Executive Officer Diversity team leader(s): Hector Gonzalez, Deputy Chair of Diversity and Inclusion

NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS

Firmwide U.S. offices only

Currently

As of December 31, 2015

946 624

944 638

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes

ASSOCIATES (2015) White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

SUMMER ASSOCIATES (2015) Men

Women

193 4 10 1 21 0 3 7 n/a 232

118 10 3 0 38 0 5 2 n/a 174

Men

Women

120 2 1 0 1 0 0 3 n/a 124

18 0 1 0 0 0 0 2 n/a 19

Men

Women

14 0 1 0 0 0 0 0 n/a 15

7 0 1 0 0 0 0 0 n/a 8

EQUITY PARTNERS (2015) White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

25 0 2 0 6 0 0 1 n/a 33

21 6 1 0 9 0 0 0 n/a 37

Men

Women

47 2 2 0 4 0 1 1 n/a 56

10 0 0 0 0 0 0 0 n/a 10

Men

Women

59 2 3 0 10 0 0 1 n/a 74

40 4 3 0 11 0 2 1 n/a 60

NON-EQUITY PARTNERS (2015)

OF COUNSEL (2015) White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

NEW HIRES (2015)

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Dechert LLP 2016 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? Diversity and inclusion are important priorities of the firm. Firm leadership communicates the importance of diversity mainly through the implementation of policies that are designed to have a real impact on the employees of our firm. To ensure that members of the firm are educated about the importance of diversity and are aware of our initiatives, we use several communication methods, including: presentations at various firm meetings and retreats, global diversity trainings, regular firm wide communications, prominent placement of our diversity initiatives on our intranet and internet pages, regular updates to relevant committees, and posts on our social media sites.

Who has primary responsibility for leading diversity initiatives at your firm? Hector Gonzalez, Deputy Chair of Diversity and Inclusion; Chantel Moore, Global Director of Diversity

Does your law firm currently have a diversity committee? Yes

If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)? Yes

If yes, how many attorneys are on the committee, and in 2015, 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: 12 Total hours spent on diversity: 2000 Comments: The hours above only reflect the number of hours billed to the diversity number. The majority of time devoted by committee members to the diversity and inclusion efforts is untracked but represents a significant commitment on the part of the committee members.

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

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? Dechert has a diversity and inclusion strategic plan which contains specific goals with concrete timelines. Dechert management meets regularly to stay abreast of our progress and adjust the plan and/or timelines accordingly.

Is your firm minority-owned or women-owned? No

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed

Currently Addressing

Not a Current 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 diversity training for all attorneys and staff

X

Focus on strengthening firm's mentoring program

X

Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity 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

X

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

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed

Currently Addressing

Not a Current 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

X

Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed

Currently Addressing

Not a Current 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

X

Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS Already Completed

Currently Addressing

Not a Current Priority

X

Offer same-sex domestic partners the same benefits available to married individuals

X

Increase the number of GLBT attorneys at the associate level

X

Increase the number of GLBT attorneys at the partnership level

X

Increase the number of GLBT attorneys in leadership positions

X

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

INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed

X

Currently Addressing

Not a Current 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

Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Pipeline Initiatives 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 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. [No response]

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia; Cornell; Harvard; Penn; Yale Other private schools: Chicago; Duke; Georgetown; Northwestern; NYU; Stanford; USC; Vanderbilt; Boston University; Boston College; Catholic; George Washington; Hofstra; Fordham; Loyola; Temple; Villanova Public state schools: Berkeley; Michigan; Texas; UCLA; UVA; Hastings; University of Connecticut; University of North Carolina Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Bay Area Diversity Fair; Hispanic National Bar Association Career Fair; Lavender Law Firm; Mid-Atlantic Black Law Students Association; Northeast Black Law Students Association; Philadelphia Area Diversity Fair; Harvard BLSA 1L 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. Dechert hires several diverse first year law students each year. We also host 1L cocktail receptions for different law schools throughout the spring semester.

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2015)

OFFERS MADE* (2015) * Summer associates who received an offer of full-time employment

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

25 0 2 0 6 0 0 1 n/a 33

21 5 1 0 9 0 0 0 n/a 36

OFFERS ACCEPTED* (2015)

Men

Women

24 0 2 0 6 0 0 1 n/a 32

21 5 1 0 9 0 0 0 n/a 36

NEITHER ACCEPTED NOR DECLINED (2015)

* Summer associates who accepted an offer of full-time employment

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

19 0 1 0 4 0 0 1 n/a 24

20 3 1 0 9 0 0 0 n/a 33

* Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

0 0 0 0 0 0 0 0 n/a 0

0 0 0 0 0 0 0 0 n/a 0

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Recruitment - Lateral Associates and Partners LATERAL ASSOCIATE HIRES (2015) White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

LATERAL OF COUNSEL HIRES (2015) Men

Women

21 1 0 0 5 0 0 0 n/a 27

10 1 0 0 3 0 0 0 n/a 14

LATERAL PARTNER HIRES* (2015)

Women

1 0 0 0 0 0 0 0 n/a 1

0 0 1 0 0 0 0 0 n/a 1

* Both equity and non-equity promoted from associate or of counsel rank Men

Women

5 0 0 0 1 0 0 0 n/a 6

2 0 0 0 0 0 0 0 n/a 2

Men

Women

1 0 0 0 0 0 0 0 n/a 1

2 0 0 0 0 0 0 1 n/a 2

NEW EQUITY PARTNERS* (2015) * Whether hired laterally or promoted from within White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

NEW PARTNERS PROMOTED* (2015)

* Both equity and non-equity White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

7 0 0 0 0 0 1 0 n/a 8

0 0 0 0 0 0 0 0 n/a 0

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Recruitment - Lateral Associates and Partners What activities does the firm undertake to attract diverse attorneys? Partner programs with women, minority, gay/lesbian 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 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: EKL; Leace Kapres; Ryder Smith; Sage Legal Search; TR Grace; Reece Legal Search; North Berman & Howie

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Retention and Professional Development ATTORNEYS WHO LEFT THE FIRM IN 2015 1ST-YEAR ASSOCIATES White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

2ND-YEAR ASSOCIATES Men

Women

4 1 0 0 1 0 0 0 n/a 6

1 0 0 0 0 0 0 0 n/a 1

3RD-YEAR ASSOCIATES White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

8 1 1 0 0 0 1 0 n/a 11

2 0 0 0 1 0 1 0 n/a 4

Men

Women

0 1 0 0 1 0 0 0 n/a 2

5 2 0 0 0 0 0 0 n/a 7

Men

Women

3 0 0 0 0 0 0 0 n/a 3

2 0 0 0 0 0 0 0 n/a 2

4TH-YEAR ASSOCIATES Men

Women

2 0 0 0 0 0 0 0 n/a 2

4 0 0 0 1 0 0 0 n/a 5

5TH-YEAR ASSOCIATES White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

6TH-YEAR ASSOCIATES Men

Women

7 0 0 0 0 0 0 1 n/a 7

2 0 0 0 0 0 0 0 n/a 2

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Retention and Professional Development ATTORNEYS WHO LEFT THE FIRM IN 2015 7TH-YEAR ASSOCIATES White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

8TH-YEAR PLUS ASSOCIATES Men

Women

0 0 1 0 0 0 1 0 n/a 2

0 0 0 0 0 0 0 0 n/a 0

OF COUNSEL White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Women

4 1 0 0 2 0 0 1 n/a 7

10 0 1 0 2 0 0 0 n/a 13

Men

Women

5 0 0 0 1 0 0 0 n/a 6

0 0 0 0 0 0 0 0 n/a 0

NON-EQUITY PARTNERS Men

Women

5 0 0 0 0 0 0 0 n/a 5

0 0 0 0 1 0 0 0 n/a 1

Men

Women

2 0 0 0 0 0 0 0 n/a 2

0 0 0 0 0 0 0 0 n/a 0

EQUITY PARTNERS White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Retention and Professional Development 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, gay/lesbian attorneys, or individuals with disabilities) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white 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 non-white attorneys (i.e., 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? None

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? We currently have 18 part-time equity partners. Far more have worked part time for different periods over the course of their careers as well.

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Retention and Professional Development PART-TIME ATTORNEYS (2015)

PART-TIME ATTORNEYS Men Women Total

TOTAL NUMBER OF ATTORNEYS (full and part-time)

Associates

2

4

6

406

Of counsel

1

3

4

23

Non-equity partner

2

2

4

66

Equity partner

15

3

18

143

The above statistics reflect only those attorneys listed as PT for HR purposes. It does not capture the majority of flexible schedule attorneys.

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Management Demographic Profile FIRMWIDE COMMITTEES 2015 EXECUTIVE/MANAGEMENT COMMITTEE*

HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

8 0 1 0 0 0 0 0 n/a 9

1 0 1 0 0 0 0 1 n/a 2

* Attorneys on Hiring Committee or equivalent White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

40 2 2 0 3 0 0 2 n/a 47

22 0 1 0 3 0 0 1 n/a 26

We do not have an overall hiring committee, but rather a committee for each office. These numbers reflect the totals.

PARTNER REVIEW COMMITTEE*

ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

* Attorneys on the Associate Review Committee or equivalent

Men

Women

8 0 1 0 0 0 0 0 n/a 9

1 0 1 0 0 0 0 1 n/a 2

White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

5 1 0 0 0 0 0 0 n/a 6

5 0 1 0 0 0 0 1 n/a 6

This number reflects our Partner Promotion Committee.

ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian Asian Native Hawaiian/Pacific Islander Multiracial Openly GLBT Individuals with disabilities Total

Men

Women

3 2 2 0 2 0 0 1 n/a 9

3 0 0 0 0 0 0 1 n/a 3

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Management Demographic Profile OTHER LEADERSHIP ROLES

U.S. office heads

Practice group/ department leaders

Committee leaders

13

25

47

Minorities

2

1

5

Women

3

2

10

Leadership positions (2015) Total number of positions Number of such positions held by:

GLBT attorneys Individuals with disabilities

1

0

1

n/a

n/a

n/a

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? 13 Minorities heading offices: Laura Ciabarra, Hartford (9); Robert Robertson, Orange County (8) Women heading offices: Laura Ciabarra, Hartford (9); Judy Leone, Philadelphia (176); Kathleen Massey (204) GLBT attorneys heading offices: Laura Ciabarra, Hartford (9) Individuals with disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Arif Ali, International Arbitration (42) Women heading practices: Linda Goldstein, White Collar and Securities Litigation (70); Amy Ufberg, Private Client (8) GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response]

COMMITTEE LEADERS Minorities heading committees: Hector Gonzalez, Deputy Chair of Diversity and Inclusion; Andrew Wong, Diversity Committee (12), and Chair, Los Angeles Hiring Committee (3); Robert Robertson, Chair, Orange County Hiring Committee (1); Laura Ciabarra, Chair, Hartford Hiring and Summer Associate Committee (1); Kahlil Yearwood, Chair, San Francisco Hiring Committee (1) and Summer Associate Committee (2) Women heading committees: Cathy Botticelli, Deputy Chair for Talent; Abbi Cohen and Miriam Gonzalez, Co-Chairs, Global Women's Initiative (10); Suzanne Turner, Pro Bono Committee (32); Joni Jacobsen, Chair, Chicago Hiring and Summer Associate Committee (2); Laura Ciabarra, Chair, Hartford Hiring and Summer Associate Committee (1); Allison Fumai and Laura Swihart, Co-Chairs, NY Hiring Committee (19) and Summer Associate Committee (7); Amy Ufberg, Co-Chair, Philadelphia Hiring Committee (3); Sabrina Reliford, Co-Chair, Philadelphia Summer Associate Committee (12); Megan Johnson, Co-Chair, DC Hiring Committee (19) and Summer Associate Committee (7) GLBT attorneys heading committees: Laura Ciabarra, Chair, Hartford Hiring and Summer Associate Committee (1) Individuals with disabilities heading committees: [No response]

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Dechert LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

The Firm Says Dechert believes that vigorous exchanges of ideas among legal professionals with different life experiences stimulate critical thinking, enhance creativity and generate value for our clients. For this reason, diversity is one of our Firm's Guiding Principles. Genuine appreciation for differences in culture and outlook is essential to the future success of our enterprise. The Firm thus views the creation and maintenance of an international workforce as a central business objective. As the Firm moves forward, we will build on a record of involvement at every level of the Firm to maintain a diverse culture. Over the years, Dechert's women, minority, and LGBT attorneys have taken an active role in Firm governance. Women and minority partners have been elected to our Policy Committee, the Firm's main governing body. Our diverse partners manage Firm offices, departments and practice groups; and chair important committees that direct our recruiting, pro bono, ethics and diversity programs, among others. Minority, LGBT and women associates have been appointed to various Firm committees where they gain leadership experience and make significant contributions to further develop and enhance the Firm's hiring and associate programs. Dechert's Diversity and Recruiting Committees work together to ensure that lawyers from diverse backgrounds are involved in all aspects of the recruiting process. We participate in job fairs and local affinity bar events designed to attract students from diverse backgrounds to join our Firm. We look for a broad diversity of candidates in our lateral recruiting efforts at both the partner and associate levels. The Diversity Committee works with our minority, women and LGBT lawyers (individually and in smaller groups) to gather information about their experiences and to provide direct support as they work to establish professional networks for themselves and meaningful careers at the Firm. We support affinity groups for our Black, Asian, Hispanic and LGBT professionals. In addition, we have a firm-wide Global Women's Initiative, a forum for women attorneys to address the concerns of, and create opportunities for, women in the Firm. The Women's Initiative plans office-specific and firm-wide business development, networking, professional development and leadership programming. In the end, our goal at Dechert is to build a supportive, high-performance culture that brings out the best in all of our lawyers. To learn more, we encourage you to visit our website at www.dechert.com or contact one of our diversity leaders.

Response to Spring 2016 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database (http://mcca.vault.com). Copyright © 2016 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.