White & Case LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

1155 Avenue of the Americas New York, NY 10036 Phone: 212 819 8200 Fax: 212 354 8113 www.whitecase.com

LOCATIONS Abu Dhabi; Astana; Beijing; Berlin; Boston; Bratislava; Brussels; Doha; Dubai; Dusseldorf; Frankfurt; Geneva; Hamburg; Helsinki; Hong Kong; Istanbul; Johannesburg; London; Los Angeles; Madrid; Mexico City; Miami; Milan; Moscow; New York; Paris; Prague; Riyadh; Sao Paulo; Seoul; Shanghai; Silicon Valley; Singapore; Stockholm; Tokyo; Warsaw; Washington, DC

DIVERSITY LEADERSHIP Head(s) of Firm: Hugh Verrier, Chairman Diversity team leader(s): Maja D. Hazell, Director of Diversity and Inclusion; Raoul Cantero, Partner, Chair of Diversity Initiative; and Nicole Erb, Partner, Chair of Global Women's Initiative

NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS

Firmwide U.S. offices only

Currently

As of December 31, 2015

2006 617

1914 598

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 & Case 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

128 7 19 1 33 0 14 10 1 202

112 8 25 0 35 0 11 2 3 191

Men

Women

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

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

19 1 0 0 5 0 0 1 0 25

19 3 6 0 9 0 3 3 0 40

Men

Women

111 2 9 0 16 0 0 2 1 138

18 1 1 0 5 0 3 0 0 28

Men

Women

41 2 6 0 13 0 1 3 0 63

24 5 11 0 16 1 3 0 0 60

NON-EQUITY PARTNERS (2015)

Data is provided for total partners only - see response in Section 2.5. 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

Data reflects both equity and non-equity partners. NEW HIRES (2015)

Men

Women

9 0 1 0 3 0 4 2 0 17

16 1 1 0 3 1 0 1 0 22

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

White & Case 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? As a global firm, we work from a position of strength fueled by the diversity of our people and our practices. Regular emails are circulated affirming the Firm's diversity philosophy and encouraging participation in diversity related events. We use our employee intranet, diversity pages on our website homepage and our careers page, social media, and the power of word of mouth. In addition, the Firm's leaders often attend our diversity training sessions, and social and professional events, and reiterate the Firm's commitment to diversity. The Firm's affinity groups and local women's networks also serve as key resources for professional development and regularly host speaking events, networking receptions, cultural awareness programs and support pro bono and community development initiatives.

Who has primary responsibility for leading diversity initiatives at your firm? The Firm's Diversity Initiative is governed by a Global Diversity Committee led by partner Raoul Cantero and a Global Women's Initiative Committee led by partner Nicole Erb. Maja D. Hazell is the Firm's Director of Diversity and Inclusion, with global responsibility for all aspects of the Firm's Diversity Initiative and Global Women's Initiative.

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: 14 Total hours spent on diversity: 1000 Comments: Response in Section 3.3(c) reflects US-based Committee members only.

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? Monthly

How is the firm's diversity committee and/or firm management held accountable for achieving results? Committee chairs report regularly to Firm management including the Chair to review progress and strategize for continued development.

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.

White & Case 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.

White & Case 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.

White & Case 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.

White & Case 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.

White & Case 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: Yes – Columbia University, Cornell University, Harvard University, University of Pennsylvania, Yale University Other private schools: Yes – American University, Boston College, Boston University, University of Chicago, Duke University, Emory University, Fordham University, Georgetown University, George Washington University, Loyola Law School, University of Miami, Northwestern University, University of Notre Dame, New York University, Pepperdine University, Stanford University, Tulane University, University of Southern California, Vanderbilt University, Washington University St. Louis Public state schools: Yes – University of California Berkeley, University of California Irvine, University of California Los Angeles, University of Florida, University of Michigan, University of Toronto, University of Virginia, McGill University Historically Black Colleges and Universities (HBCUs): Yes – Howard University Diversity job fairs: Yes – Bay Area Diversity Career Fair, Mid-Atlantic Black Law Students Association Job Fair, Northeast Black Law Students Association Job Fair, National LGBT Bar Association Lavender Law Career 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) We participate in and sponsor receptions at law schools.

Do you have any programs specifically targeted at first-year students? Yes – White & Case offers a 1L Litigation Diversity Fellowship as part of its summer program in New York and Washington, DC. This fellowship is offered to highly-qualified students at select law schools and includes a secondment component at the offices of a Firm client. We also work with Career Services offices and student organizations and journals at law schools across the US to arrange for first-year law student programming and events.

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 & Case 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

19 1 0 0 5 0 0 1 0 25

19 3 6 0 9 0 3 3 0 40

OFFERS ACCEPTED* (2015)

Men

Women

19 1 0 0 5 0 0 1 0 25

19 3 6 0 9 0 3 3 0 40

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

15 1 0 0 4 0 0 1 0 20

17 3 6 0 9 0 3 3 0 38

* 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

2 0 0 0 1 0 0 0 0 3

2 0 0 0 0 0 0 0 0 2

White & Case 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

16 0 0 0 2 0 0 2 0 18

7 0 1 0 4 0 3 0 0 15

LATERAL PARTNER HIRES* (2015)

Women

1 0 0 0 3 0 0 0 0 4

3 0 0 0 1 1 0 0 0 5

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

Women

4 0 0 0 1 0 0 0 0 5

0 0 0 0 1 0 0 0 0 1

Men

Women

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

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

We do not publish figures breaking out partners into equity and non-equity categories.

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

5 0 0 0 0 0 0 0 0 5

2 0 0 0 0 0 0 0 0 2

White & Case 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: Corrao Miller Wiesenthal Legal Search Consultants, Inc.

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 & Case 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

3 0 0 0 0 0 0 0 0 3

2 0 0 0 0 0 0 0 0 2

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

4 1 0 0 0 0 0 1 0 5

1 0 0 0 0 0 1 0 0 2

Men

Women

7 0 0 0 1 0 1 0 0 9

3 0 0 0 1 0 0 0 0 4

Men

Women

2 0 1 0 1 0 1 1 0 5

1 0 0 0 0 0 0 0 0 1

4TH-YEAR ASSOCIATES Men

Women

3 0 1 0 1 0 0 1 0 5

2 0 0 0 1 0 0 0 0 3

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 1 0 1 0 0 1 0 9

3 0 0 0 1 0 1 0 0 5

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

White & Case 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

3 1 0 0 0 0 0 0 0 4

0 0 0 0 0 0 0 0 0 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

3 0 0 0 0 0 0 0 0 3

6 0 1 0 0 0 0 0 0 7

Men

Women

3 0 0 0 1 0 0 0 0 4

0 0 0 0 0 0 0 0 0 0

NON-EQUITY PARTNERS Men

Women

4 0 0 0 0 0 0 0 0 4

0 0 0 0 0 0 0 0 0 0

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

Data is provided for total partners only.

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

Men

Women

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

Data is provided for total partners only – see previous 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.

White & Case 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 Comments: The Firm's Flexible Work Arrangement Policy and Guidelines permit lawyers in the US to propose flex work schedules on a gender and reason neutral basis. The program provides for a standard request and consideration process for all proposals but does not limit or restrict an attorney's ability to create a customized work schedule. Under this policy, the Firm has approved flex work schedules which include reduced hours, transaction basis work, a 10 month work year and telecommuting. Attorneys have also adjusted their flex work schedules as their professional and personal needs have changed. The Firm has a global project team on flexible work arrangements and parental leave support with a mandate to determine the best approach globally and/or regionally to support the success of flexible work arrangements.

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? The same standards of quality and pro rata productivity apply for lawyers on part-time status as for those who are full-time. If those standards are met, there is no impact on an individual's ability to advance to partner or remain a partner.

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? The partner numbers reflect total partners (equity and non-equity).

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 & Case 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

0

10

10

Of counsel

3

3

6

39

Non-equity partner

0

1

1

166

Equity partner

n/a

n/a

n/a

n/a

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.

393

White & Case 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

* Attorneys on Hiring Committee or equivalent

Men

Women

2 0 0 0 0 0 0 0 0 2

0 0 0 0 0 0 0 0 0 0

Data reflects only US members of the Executive Committee.

Women

2 0 0 0 2 0 0 0 0 4

1 0 0 0 0 0 0 0 0 1

ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent

* Attorneys on the Associate Review Committee or equivalent

Men

Women

4 0 0 0 0 0 0 0 0 4

1 0 0 0 1 0 0 0 0 2

Data reflects only US members of the Partnership and New Partners Committees.

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

4 0 0 0 1 0 0 0 0 5

1 0 0 0 0 0 0 0 0 1

Data reflects Associate Review Committee equivalent for US offices only.

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

Data reflects Hiring Committee equivalent for US offices only.

PARTNER REVIEW COMMITTEE*

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

3 2 2 0 1 0 0 1 0 8

3 1 0 0 2 0 0 0 0 6

Data reflects only US members of the Global, London and US Diversity Committees and the Global Women's Initiative Committee.

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 & Case LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Management Demographic Profile OTHER LEADERSHIP ROLES

U.S. office heads

Practice group/ department leaders

Committee leaders

5

6

17

Minorities

3

0

1

Women

0

0

3

GLBT attorneys

0

0

1

Individuals with disabilities

0

0

0

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

Data for practice group/department leaders reflects US leaders only.

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? 6 Minorities heading offices: Bryan Merryman, LA (39); Jaime Bianchi, Miami (63); Bijal Vakil, Silicon Valley (43) Women heading offices: [No response] GLBT attorneys heading offices: [No response] Individuals with disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: [No response] Women heading practices: [No response] GLBT attorneys heading practices: [No response] Individuals with disabilities heading practices: [No response]

COMMITTEE LEADERS Minorities heading committees: Raoul Cantero, Global, London and US Diversity Committees (19); Raj Gandesha, Firm Meetings Committee (8) Women heading committees: Nicole Erb, Global Women's Initiative Committee (13); Nicole Erb, Equal Employment Opportunity Committee (28) GLBT attorneys heading committees: John Lillis, Tax Planning Committee (7) 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.

White & Case LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

The Firm Says White & Case diversity professionals, led by the Firm's Director of Diversity and Inclusion, provide dedicated professional support to partner led and attorney driven professional development, retention and recruitment efforts. Through our commitment to diversity we seek to create an environment where all who work here are encouraged, assisted and inspired to reach their potential regardless of race, color, ethnicity, religion, gender, sexual orientation, gender identity or expression, national origin, age, veteran status, marital status or disability. As a global firm, we work from a position of strength fueled by the diversity of our people and our practices. The Diversity Initiative is governed by a Global Diversity Committee comprising ten partners, including one executive committee member, and a Global Women's Initiative Committee comprising thirteen partners, including one executive committee member. Their focus is to ensure that best practices are implemented in providing appropriate hiring, training and professional opportunities for attorneys of color, LGBT attorneys, and women attorneys, and to support innovative paths to achieving total inclusion for all individuals in all spheres. The priorities of the Diversity Initiative are to: develop proactive recruitment strategies to attract high performing Asian, Black, Hispanic, Middle Eastern and LGBT lawyers to the Firm as part of a broadly diverse incoming class and pool of lateral hires, including through participation in pipeline programs such as the Sponsors for Educational Opportunity (SEO) Career Program for high-performing Black, Hispanic and Native American pre-law school candidates; support the operation of Asian, Black, Hispanic, Middle Eastern and LGBT affinity groups and women's networks as internal professional support networks for all employees and partners; and support a talent management program to monitor the professional performance and development of all our lawyers, with the goal of identifying any issues uniquely experienced by lawyers of specific demographic backgrounds. Expanding the global outreach of the Diversity Initiative in 2012, the Firm joined the "Charter of Diversity" initiative, a government program promoting diversity in the corporate sector in Germany. By signing the charter, White & Case has committed itself to promoting diversity within the Firm and creating a working environment that is free of prejudice. We are also a signatory to the New York City Bar Association's Statement of Diversity Principles, representing our strong commitment to establishing and attaining diversity goals. The current priorities of the Women's Initiative are to work with regional and global leaders to develop and implement career management programs to address any barriers to the retention and advancement of women lawyers; partner with a number of our global clients to produce and conduct business-based programs, which enhance the skills and knowledge of our lawyers and our clients' employees; support local women's networks and other professional development activities in our offices around the world; and continually review the effectiveness of our flexible work arrangement and leave policies to support and retain our talent. In 2014, 2015 and 2016, we were recognized in the Americas, Europe and Asia by Euromoney Legal Media Group for our efforts to retain, develop and advance women lawyers through our Global Women's Initiative. The Firm has nine affinity groups that are open to lawyers and business services personnel: Asian, Black, Hispanic, Middle Eastern and Spectrum LGBT Affinity Groups in the US; a Black, Asian and Minority Ethnic (BAME)/LINK Affinity Group and a Spectrum LGBT Affinity Group in London; and a Spectrum LGBT Affinity Group and a Colorful Affinity Group for those of minority ethnic/migration backgrounds in Germany. We also have local women's networks in all of our US offices and most of our offices around the world. These groups serve as key resources for professional development, recruitment and retention of diverse attorneys. These groups support pro bono and community development initiatives, and host networking receptions, cultural awareness programs and speaking events. The Firm has been regularly recognized as a leader in diversity among our peers by various leading benchmarking surveys. Law360 has ranked the Firm as the most diverse law firm with respect to lawyers of color in the United States in 2016, and we currently hold, for the third consecutive year, the #1 position on The American Lawyer (Am Law) Diversity Scorecard as the most diverse firm in the US in a 2016 survey of over 220 of the largest and highest-grossing law firms in the country. In the UK, we were named as the 6th most diverse international firm by the Diversity League Table in 2015. We have also scored an eighth consecutive perfect score of 100% on the 2016 Human Rights Campaign's Corporate Equality Index that measures employers' commitment to LGBT workplace issues. The LGBT-related policies and practices evaluated by the survey include non-discrimination policies, domestic partner benefits and diversity training. We are proud of our commitment and progress in fostering diversity.

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.