heroes are the countless “My un-sung people who have persevered against great odds, not for fame or glory, but for the incredible satisfaction that comes from reaching a seemingly unattainable goal.

”

Lori E. Lightfoot Mayer Brown Partner Committee on Diversity & Inclusion, Co-Chair

Today, many of Lori’s heroes work alongside her— a dynamic and diverse team of lawyers who are changing not just the face of Mayer Brown, but also the heart. Together, we are strengthening the way we serve our clients worldwide.

Americas | Asia | Europe | www.mayerbrown.com

Mayer Brown, LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

71 South Wacker Drive Chicago, IL 60606-1404 Phone: 312-782-0600 Fax: 312-401-7711 www.MayerBrown.com

LOCATIONS Bangkok, Beijing, Brussels, Charlotte, Chicago, Düsseldorf, Frankfurt, Hanoi, Ho Chi Minh City, Hong Kong, Houston, London, Los Angeles, Mexico City, New York, Palo Alto, Paris, Rio de Janeiro, São Paulo, Shanghai, Singapore, Washington DC

DIVERSITY LEADERSHIP Head(s) of Firm: Chairman: Paul W. Theiss, 71 S. Wacker Drive, Chicago, IL 60606-1404; Phone: 312-782-0600; Fax: 312-701-7711; Email Address: [email protected]. Managing Partner: Kenneth S. Geller, 1909 K Street, N.W., Washington D.C. 20006-1101; Phone: 202-263-3000; Fax: 202-263-3300; Email Address: [email protected] Diversity team leader(s): Jeremiah A. DeBerry, Director of Diversity & Inclusion; Lori E. Lightfoot and Brian T. May, Partners, Co-Chairs of Committee on Diversity and Inclusion; Joanna K. Horsnail, Partner, Chair of the Women's Leadership Committee

NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS

Firmwide U.S. offices only

Currently

As of December 31, 2015

n/a n/a

1507 906

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.

Mayer Brown, 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

195 12 11 0 20 0 13 11 2 264

115 6 7 0 18 0 5 0 1 151

Men

Women

294 3 8 0 7 0 3 7 0 322

55 2 4 0 2 0 3 2 0 66

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

24 1 1 0 6 0 1 4 0 33

21 0 0 0 8 0 1 1 0 30

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

NON-EQUITY PARTNERS (2015)

NOTE: THE NUMBERS SHOWN ABOVE INCLUDES EQUITY AND NON-EQUITY PARTNERS AS OF 12/31/2015 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

NOTE: NUMBERS FOR NON-EQUITY PARTNERS ARE INCLUDED IN THE TOTAL EQUITY PARTNER NUMBERS IN QUESTION 2.4 NEW HIRES (2015)

Men

Women

48 0 1 0 3 0 0 3 0 54

38 0 1 0 2 0 1 1 0 42

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

79 6 4 0 9 0 5 7 0 108

26 3 5 0 7 0 1 1 0 42

Mayer Brown, 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 principles are important components of May Brown LLP's core values as outlined by Firm management. We use a variety of communication vehicles to convey the importance of diversity and inclusion at our Firm. Our aim is to continually expand the way we weave diversity and inclusion into the cultural fabric of the Firm. We incorporate diversity training and presentations into our new lawyer orientation programs and our periodic professional development workshops that are offered throughout an attorney's career. We have initiated a diversity sensitivity training program for all lawyers. We maintain a calendar of diversity initiatives on our firm-wide calendar and on our website. We highlight the accomplishments of our diverse lawyers on our intranet and on the website. We distribute a diversity news update sent via email to provide the highlights of recent information on diversity. We incorporate client panels into our partners' meetings to discuss diversity and inclusion in the marketplace and the views and objectives of inhouse counsel. Our full time Director of Diversity and Inclusion also meets periodically with practice group leaders to address diversity in their group meetings and strategic plans.

Who has primary responsibility for leading diversity initiatives at your firm? Jeremiah A. DeBerry, Director of Diversity and Inclusion; Lori E. Lightfoot, Partner, Co-Chair of the Committee on Diversity and Inclusion; Brian T. May, Partner, Co-Chair of the Committee on Diversity and Inclusion; Lisa M. Ferri, Partner, Co-Chair of the Women's Leadership Committee; Bronwyn F. Pollock, Partner, Co-Chair of the Women's Leadership Committee

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: 25 Total hours spent on diversity: [No response] Comments: Our lawyers do not consistently track their time on diversity. Therefore, we do not feel this type of statistic would be a fair representation of their actual involvement. However, in addition to our bi-monthly committee conference calls, frequent subcommittee meetings and a bi-annual in-person meeting, committee members actively participate in a variety of internal and external diversity-related initiatives involving mentoring, panel discussions, interviewing, etc., and the contribution of their hours is considerable. Hours spent by lawyers on diversity work count as creditable time. In addition, we have a full-time Director of Diversity and Inclusion and a Diversity and Inclusion Coordinator, both of whom are full-time diversity professionals at the Firm.

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? Annually

How is the firm's diversity committee and/or firm management held accountable for achieving results? The Committee on Diversity and Inclusion (CDI) presents an annual report to the Firm's Management Committee which contains a list of the committee's accomplishments and a list of their upcoming objectives. The CDI will also make recommendations to the Management Committee regarding firm-wide policy initiatives and actions they wish to see enacted by the Management Committee and the partnership as a whole. It is the responsibility of the Management Committee to charge the Firm's practice leaders to carry out any new policies and/or initiatives. The Committee members are working with the practice leaders to incorporate strategic goals for diversity into the practice area strategic plans. In addition, individual partners are asked annually to summarize the extent of their contribution to diversity initiatives. Also, the Director of Diversity and Inclusion meets with the Firm's Compensation Committee to make its members aware of the significant contributions partners have made to the Firm's diversity and inclusion efforts. Such efforts are among the factors considered when establishing partner compensation.

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.

Mayer Brown, 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

X

Undertake communication from firm management that diversity is a top priority of the firm

X

X

Formalize diversity plan and committee with action steps and accountability to management

X

X

Conduct firmwide diversity training for all attorneys and staff

X

X

Focus on strengthening firm's mentoring program

X

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

X

Support law firm's internal affinity networks

X

X

Hire a director of diversity or other full-time professional to implement the firm's diversity program

X

X

Coordinate or work with clients on diversity issues

X

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.

Mayer Brown, 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

X

Increase the number of minority attorneys at the associate level

X

X

Increase the number of minority attorneys at the partnership level

X

X

Increase the number of minority attorneys in leadership positions

X

X

Focus on strengthening firm's mentoring program for minority attorneys

X

X

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

X

X

Other (please specify): Increase business development skills, leadership skills and visibility at the Firm. Also, focus on raising profiles of diverse lawyers within the Firm.

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.

Mayer Brown, LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed

Currently Addressing

Not a Current Priority

X

X

Institute a formal part-time policy that addresses partnership prospects

X

X

Increase the number of women at the associate level

X

X

Increase the number of women at the partnership level

X

X

Increase the number of women in leadership positions

X

X

Focus on strengthening firm's mentoring program for women

X

X

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

X

X

Other (please specify): Business development and leadership skills. Enhance leave policy and initiated maternity coaching program.

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.

Mayer Brown, 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

X

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

X

X

Increase the number of GLBT attorneys at the associate level

X

X

Increase the number of GLBT attorneys at the partnership level

X

X

Increase the number of GLBT attorneys in leadership positions

X

X

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

X

X

Other (please specify): Business development and leadership skills. We have also developed gender transition guidelines and have updated our domestic partnership policy.

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.

Mayer Brown, LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed

Currently Addressing

Not a Current Priority

X

X

Increase the number of attorneys with disabilities at the associate level

X

X

Increase the number of attorneys with disabilities at the partnership level

X

X

Increase the number of attorneys with disabilities in leadership positions

X

X

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

X

X

Other (please specify): Business development and leadership skills. We also accommodate any specific needs of our disabled lawyers (i.e. hire a full-time reader or purchase software that reads text.)

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.

Mayer Brown, 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. We are proud of our partnership with the National Association of Urban Debate League (NAUDL). We host a national debate qualifier each year that provides students an opportunity to hone and display their critical thought and persuasive speaking skills while providing our lawyers a chance to interact with students as they judge debates and offer insight and advice to students interested in pursuing a legal career. The two winning teams go on to participate in the NAUDL National Championship. We offer internships to minority students through LINK Unlimited, a program designed to help economically disadvantaged children pay for a private high school education and through Cristo Rey, a high school where the students work one day per week to subsidize their tuition costs. The Firm is a High 5 sponsor of Chicago Scholars which helps finance education for diverse high school and college students. The Firm is also a sponsor of the Posse Foundation, a not for profit organization that is recognized as one of the most comprehensive and renowned college access and youth leadership development programs in the United States. Additionally, our DC office partners with Higher Achievement to host a mock trial for middle school students from underserved neighborhoods in DC.

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.

Mayer Brown, 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 University, Harvard University, Yale University, University of Pennsylvania Other private schools: University of Chicago, Fordham University, Georgetown University, Loyola Law School-Los Angeles, Loyola Law School-Chicago, New York University, Northwestern University, Stanford University, University of Southern California, Wake Forest University, Washington & Lee Public state schools: University of California-Hastings College of Law, University of Illinois, University of Michigan, University of Texas, University of Virginia Historically Black Colleges and Universities (HBCUs): Howard University Diversity job fairs: CCBA Minority Job Fair, IMPACT Job Fair, National LGBT 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)

Do you have any programs specifically targeted at first-year students? The Firm holds and participates in mock interview workshops, resume workshops, and city-wide panels on "How to Succeed in Law School." We also reach out to affinity groups at law schools and sponsor various programs and/or host affinity organizations to visit our firm and learn more about large law firm culture. In addition, we offer panelists for various topics and attend and sponsor receptions.

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.

Mayer Brown, 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

20 1 1 0 5 0 1 4 0 28

20 0 0 0 6 0 1 1 0 27

OFFERS ACCEPTED* (2015)

Men

Women

20 1 1 0 5 0 1 4 0 28

202 0 0 0 6 0 1 1 0 27

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 1 0 4 0 0 3 0 21

15 0 0 0 5 0 1 0 0 21

* 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

5 0 0 0 1 0 1 1 0 7

5 0 0 0 1 0 0 1 0 6

Mayer Brown, 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

23 2 1 0 1 0 2 2 0 29

8 1 2 0 0 0 1 0 0 12

LATERAL PARTNER HIRES* (2015)

Women

4 0 0 0 0 0 0 0 0 4

3 0 0 0 1 0 0 1 0 4

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

Women

11 0 1 0 1 0 0 1 0 13

0 0 0 0 0 0 0 0 0 0

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

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

9 1 0 0 0 0 0 0 0 10

4 1 0 0 0 0 0 1 0 5

Mayer Brown, 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: McCormack & Schreiber; Epstein Schwartz Legal Search; Solutus

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.

Mayer Brown, 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

0 0 0 0 1 0 0 0 0 1

0 0 0 0 0 0 0 0 0 0

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 0 0 0 0 0 1 0 0 5

1 0 0 0 0 0 0 0 0 1

Men

Women

3 0 1 0 1 0 0 0 0 5

4 0 0 0 1 0 0 0 1 5

Men

Women

0 1 0 0 0 0 0 0 0 1

3 0 0 0 3 1 0 0 0 7

4TH-YEAR ASSOCIATES Men

Women

5 1 0 0 0 0 1 1 0 7

1 1 0 0 2 0 0 1 0 4

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

11 0 1 0 1 0 1 1 0 14

2 1 0 0 0 0 0 0 0 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.

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

Mayer Brown, 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

5 1 0 0 0 0 0 0 0 6

4 0 0 0 0 0 0 0 0 4

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

10 0 1 0 0 0 0 0 0 11

6 0 0 0 1 0 0 0 0 7

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

NON-EQUITY PARTNERS Men

Women

4 0 0 0 0 0 0 0 0 4

3 0 0 0 1 0 0 0 0 4

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 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

Mayer Brown, 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) The Firm has a diversity sensitivity training program that focuses on fostering teamwork and increasing inclusiveness in our firm culture. In this program we also discuss the Firm's Ombuds Program and distribute a list of resources available to our lawyers. We have a dedicated career planning professional who works individually with our lawyers to develop career plans. The Committee on Diversity & Inclusion conducts the Periodic Review Program which monitors the professional growth of diverse associates and ensures that diverse associates are thriving at the Firm. In addition, supporting the advancement of our diverse, LGBT and female lawyers to partner-level is a primary goal of our diversity initiatives. We recently launched the Career Development and Advancement Program (CDAP). Through CDAP, we closely monitor the performance of the Firm's diverse and women attorneys and work with each attorney and their practice group leaders to develop an individualized career action plan that will help our attorneys maximize their performance and potential. The Firm has also implemented several mentoring programs including mentoring circles in many offices for our women lawyers to ensure the success of the mentoring program. The Firm has also added programs focusing on work/life programs with our lawyers. We have a parenting group that focuses on issues for lawyers with children. There is an alternative work schedule along with alternative work schedule coordinators to ensure the success of the program. We have implemented a new leave of absence coaching program to provide counseling to lawyers who are transitioning from leave and back to practice. These programs provide our diverse associates with additional opportunities to interact with the Firm's senior management, network with other diverse lawyers, enhance professional and business development skills, influence firm policy and discuss the path to partnership. We also host events with clients to networking and business.

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: We have an Alternative Work Schedule policy that allows attorneys to request reduced or alternate hours schedules for any reason. Each office has two partners who serve as alternative work schedule coordinators to facilitate use of the program.

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 Firm's existing policy allows attorneys to be considered for promotion to partnership while working on an alternative work schedule at the same time as other members of their class and using the same factors customarily considered in the partnership process. An extended path to partnership may also result, depending on experience gained while working on an alternative schedule.

How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 16

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.

Mayer Brown, 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

3

16

19

Of counsel

9

24

33

94

Non-equity partner

n/a

n/a

n/a

n/a

Equity partner

9

9

18

381

NOTE: THE PARTNER #s SHOWN ABOVE INCLUDE BOTH EQUITY & NON-EQUITY PARTNERS

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.

402

Mayer Brown, 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

4 0 0 0 0 0 0 0 0 4

0 0 0 0 0 0 0 0 0 0

PARTNER REVIEW COMMITTEE*

Women

37 0 3 0 2 0 0 0 0 42

14 1 3 0 1 0 0 1 0 19

* Attorneys on the Associate Review Committee or equivalent

Men

Women

6 0 0 0 0 0 0 0 0 6

2 0 0 0 0 0 0 0 0 2

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

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

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 2 3 0 2 0 0 4 0 14

7 1 2 0 0 0 0 1 0 10

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

9 0 0 0 0 0 1 0 0 10

8 0 1 0 0 0 0 0 0 9

Mayer Brown, LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Management Demographic Profile OTHER LEADERSHIP ROLES

Leadership positions (2015) Total number of positions

U.S. office heads

Practice group/ department leaders

Committee leaders

7

59

25

Number of such positions held by: Minorities

0

2

6

Women

1

10

10

GLBT attorneys

0

1

2

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? 7 Minorities heading offices: None Women heading offices: Rebecca Eisner, Chicago (367) GLBT attorneys heading offices: None Individuals with disabilities heading offices: None

PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Bronwyn F. Pollock - Litigation - 22; Michael A. Molano - Intellectual Property - 6 Women heading practices: Bronwyn F. Pollock - Litigation - 22; Lauren Rosenblum Goldman - Litigation - 272; Maureen J. Gorman - Employment & Benefits - 17; Elizabeth A. Raymond - Corporate & Securities - 136; Lisa M. Ferri - Intellectual Property - 25; Carol A. Hitselberger - Finance - 22; Sharon A. Israel - Intellectual Property - 4; Erika Z. Jones - Litigation - 81; Britt M. Miller - Litigation - 95; Stephanie M. Monaco - Corporate & Securities - 15 GLBT attorneys heading practices: Christopher P.B. Erckert - Finance - 6 Individuals with disabilities heading practices: None

COMMITTEE LEADERS Minorities heading committees: Lori E. Lightfoot - Diversity & Inclusion - 24; Jennifer L. Keating - Recruiting Committee - 61; Bronwyn F. Pollock - Women's Leadership - 14 Women heading committees: Lori E. Lightfoot - Diversity & Inclusion - 24; Jennifer L. Keating - Recruiting Committee - 61; Bronwyn F. Pollock - Women's Leadership - 14 GLBT attorneys heading committees: Lori E. Lightfoot - Diversity & Inclusion - 24; Brian T. May - Diversity & Inclusion - 24 Individuals with disabilities heading committees: None

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.

Mayer Brown, LLP 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

The Firm Says At Mayer Brown, we view the attainment of diversity at all levels of our organization as critical to building a cohesive and successful law firm. We recruit, develop and promote the highest caliber lawyers and are committed to providing our lawyers with opportunities to realize their potential regardless of race, religious beliefs, ethnicity, gender, gender identity, disability or sexual orientation. Mayer Brown is a place where one's ability to grow and prosper is limited only by one's ability and commitment. It is also a place where we celebrate and transcend our differences and a place where our shared values of excellence and teamwork unite us. The Firm has a full-time Director of Diversity and Inclusion, a Committee on Diversity and Inclusion (CDI) and a Women's Leadership Committee (WLC). We also have a dedicated diversity professional to support our Director of Diversity and Inclusion, CDI and WLC with their initiatives. We are investing in the future by sponsoring many pipeline organizations at the high school and undergraduate level to help increase the pool of diverse candidates in the legal profession. To better educate the next generation, we offer programs designed to assist diverse first year law students with their career development. We sponsor and/or conduct a variety of workshops, panel discussions, and diversity-related conferences with our clients, potential clients and through partnership with organizations like the LCLD, MCCA, WILEF and CCWC. The Firm has a diversity sensitivity training program that focuses on fostering teamwork and increasing inclusiveness in our firm culture. The CDI conducts the Periodic Review Program where it serves as liaisons with practice leaders to ensure diverse associates are achieving their desired career goals. The Firm has a dedicated career planning professional who works individually with our lawyers to develop individual career plans. We have also implemented several mentoring programs including mentoring circles for our women lawyers and formal mentors for all new 1st year lawyers. We have mentoring coordinators in our offices to ensure the success of the mentoring programs. Each of our US offices has a Women's Forum which coordinates periodic luncheons that focus on career development topics. The Women's Forum also organizes educational and networking events with our clients. The Firm also has programs focusing on work/life balance for our lawyers. The Firm offers programs for alternative work schedules (AWS), back-up childcare, and 18 weeks of paid maternity, eldercare and adoptive leave for primary caregivers and 6 weeks paid leave for secondary caregivers. We instituted a transition coaching program aimed at ensuring attorneys starting and ending a leave of absence or adjusting to an AWS will have the necessary support and guidance to effectively manage all aspects of their new arrangement. The Firm also has a parenting group that meets regularly for lawyers with children. Our commitment to diversity is reinforced by accountability. Our leadership is accountable for diversifying their respective practice areas through reports to our Management Committee on the steps taken each year, and leaders of WLC and CDI report to senior management on the progress of diversity at the Firm. CDI and WLC leaders also meet with our practice group leaders and the partner who oversees our client teams to review the Firm's progress in increasing the number of opportunities for our diverse lawyers to be introduced to the Firm's clients. We have been recognized for our efforts. For the sixth consecutive year, Mayer Brown received a perfect score of 100 percent on the 2016 Corporate Equality Index, a national benchmarking survey and report on corporate policies and practices related to LGBT workplace equality administered by the Human Rights Campaign Foundation. The Firm was acknowledged in 2015 by Equality Illinois as a leader in creating an inclusive workplace for all of our LGBT colleagues. Mayer Brown is also among only 25 companies/law firms recognized by Profiles in Diversity Journal in 2016 as a Diversity Leader, an award that recognizes excellence for outstanding standards aligning diversity initiatives with business goals. The Firm's commitment to diversity and inclusion is unwavering and remains a top priority, as there is still much to accomplish. We will continue to strive to provide a supportive and inclusive work environment that affords all of our attorneys an equal opportunity to succeed and reach their full potential.

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.