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mayerbrown.comAmericas | Asia | Europe | Middle East

Our dynamic and diverse lawyers are changing the face—and the heart—of Mayer Brown and strengthening the way we serve our clients worldwide.

Inclusive Change

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Mayer Brown, LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

71 South Wacker DriveChicago, IL 60606-1404Phone: 312-782-0600Fax: 312-701-7711mayerbrown.com

LOCATIONSBangkok, Beijing, Brasilia, Brussels, Charlotte, Chicago, Dubai, Düsseldorf, Frankfurt, Hanoi, Ho Chi Minh City, Hong Kong, Houston, London, LosAngeles, Mexico City, New York, Palo Alto, Paris, Rio de Janeiro, San Francisco, São Paulo, Shanghai, Singapore, Tokyo, Vitória, Washington, DC

DIVERSITY LEADERSHIPHead(s) of Firm: Chairman: Paul W. Theiss, 71 South Wacker Drive, Chicago, IL 60606-1404, Phone: 312-782-0600, Fax: 312-701-7711, Email Address:[email protected]. Managing Partner: Jeremy Clay, 201 Bishopsgate, London EC2M 3AF, United Kingdom, Phone: +44 20 3130 3000, Fax: +44 203130 3001, Email Address: [email protected] team leader(s): Jeremiah A. DeBerry, Partner and Director of Diversity and Inclusion; Brian T. May, Partner, Co-Chair of the Committee onDiversity and Inclusion; Oral Pottinger, Partner, Co-Chair of the Committee on Diversity and Inclusion; Lisa M. Ferri, Partner, Chair of the Women'sLeadership Committee; Joanna Horsnail, Partner, Chair of Diversity Steering Board

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide n/a 1632U.S. offices only n/a 1028

Mayer Brown, LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 202 120African-American/Black 9 15

Hispanic/Latinx 14 13Alaska Native/American Indian 1 0

Asian 31 43Native Hawaiian/Pacific Islander 0 0

Multiracial 11 14Openly LGBTQ 21 11

Individuals with Disabilities 1 1Total 268 205

Men Women






EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women

White/Caucasian n/a n/aAfrican-American/Black n/a n/a

Hispanic/Latinx n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly LGBTQ n/a n/a

Individuals with Disabilities n/a n/aTotal n/a n/a

NOTE: The counts shown above include both Equity and Non-Equity Partnersas of 12-31-2019.

NOTE: The counts of Non-Equity Partners are included in the total EquityPartner counts in question 2.4.

OF COUNSEL (2019) NEW HIRES (2019)

Men Women






Men Women









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 Mayer Brown LLP's core values as outlined by Firm management. We use a variety of communication vehiclesto 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 throughoutan attorney's career. We have initiated an unconscious bias training program for all lawyers. We highlight the accomplishments of our diverse lawyers on our intranet and onthe website. We distribute an annual diversity report via email which underscores the Firm's diversity and inclusion efforts, progress and achievements during the past year. Weincorporate client panels into our partners' meetings to discuss diversity and inclusion in the marketplace and the views and objectives of in-house counsel. Our full time Directorof 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 DeBerry, Partner and Director of Diversity & Inclusion;Mira Dewji, Assistant Director of Diversity & Inclusion;Lisa Ferri, Partner, Chair — Women's LeadershipCommittee;Joanna Horsnail, Partner, Chair — Diversity Steering Board;Brian May, Partner, Co-Chair — Committee on Diversity & Inclusion; Oral Pottinger, Partner, Co-Chair— Committee on Diversity & Inclusion

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 17Total 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 committee conference calls, frequent subcommittee meetings and in-person meetings, committee members actively participate in a variety of internaland external diversity-related initiatives involving mentoring, panel discussions, interviewing, etc., and the contribution of their hours is considerable. Hours spent by lawyerson diversity work count as creditable time. In addition, we have a Director of Diversity and Inclusion, Assistant Director of Diversity and Inclusion and a Diversity InitiativesManager, all 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

If yes or partially, please explain.

The Director of Diversity and Inclusion and the Diversity Steering Board work closely with Firm management to implement initiatives to achieve our strategic goals with respectto diversity and inclusion. Firm management believes that diversity and inclusion within Mayer Brown are integral parts of our culture and strategic direction.

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 anda 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 seeenacted 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 outany 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 contributions to diversity initiatives. Also, the Director of Diversity and Inclusion meets withthe 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 effortsare among the factors considered when establishing partner compensation. In addition, our Director of Diversity and Inclusion also serves on the Firm-wide Partner PromotionCommittee to ensure that diversity and inclusion principles are incorporated into decisions relating to who the Firm promotes to partner.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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 mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

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 diversityconsultant to examine how firm culture might be more welcoming of minorities

X 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 X Coordinate or work with clients on diversity issues

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





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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 equalaccess/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.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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 Provide accommodations specific to mothers (e.g., lactation rooms)

X Implement policies to address gender pay equity

X X Other (please specify): Increase business development and leadership skills. Enhance leave policy and initiatedmaternity coaching program.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X X Increase the number of LGBTQ attorneys at the associate level

X X Increase the number of LGBTQ attorneys at the partnership level

X X Increase the number of LGBTQ attorneys in leadership positions

X X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

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

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

X X Other (please specify): Increase business development and leadership skills. We have also developed gendertransition guidelines.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


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 Focus on strengthening firm’s mentoring program for attorneys with disabilities

X X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

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

X X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)

X X Other (please specify): Develop and strengthen business development and leadership skills.




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 themin 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 minority 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 for Urban Debate Leagues (NAUDL). We host a national debate qualifier each year that provides students anopportunity 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 offerinsight 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 tominority students through the Cristo Rey High Schools in Chicago and New York where the students work one day per week to subsidize their tuition costs. Additionally, forthe past few years, a team of lawyers from Mayer Brown's New York office has worked side by side with finance, accounting and marketing professionals to guide high schoolstudents through a simulated merger-and-acquisition transaction. These students were participating in an intensive summer business camp program run by Youth About Business(YAB). YAB is a national youth leadership development organization that uses an experiential learning model to introduce students from diverse and underserved communitiesto the world of business and high-level corporate finance. Furthermore, the Firm is a sponsor of the Posse Foundation, a not for profit organization that is recognized as one of themost comprehensive and renowned college access and youth leadership development programs in the United States. In addition, our Washington, DC office partners with HigherAchievement to host a mock trial for middle school students from underserved neighborhoods in Washington, DC.




Recruitment - New Associates

Does your firm annually recruit at any of the following types of institutions?

Ivy League law schools: Columbia University, Harvard University, Yale University, University of Pennsylvania

Other private law schools: University of Chicago, Fordham University, Georgetown University, Loyola Law School — Los Angeles, Loyola Law School — Chicago, New YorkUniversity, Northwestern University, Stanford University, University of Southern California, Wake Forest University, Washington and Lee University

Public state law schools: University of California — Hastings College of Law, University of Illinois, University of Michigan, University of Texas, University of Virginia

Law schools of 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 groupsat 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 forvarious topics and attend and sponsor receptions.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

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

Men Women






Men Women






OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

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

Men Women






Men Women









Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women






LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

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

Men Women






Men Women






NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women









Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ 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

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?

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:

BlackByrd Partners; David Carrie LLC; Epstein Schwartz Legal Search; Maverick Legal; McCormack & Schreiber; Moses Legal




Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women






3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women






5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women










A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women






OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women






EQUITY PARTNERS

Men Women










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, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority 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 minority attorneys (for whom research indicates a greaterinclusion 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 and inclusion training program that focuses on combating unconscious bias. We also have a dedicated career planning professional who worksindividually with our lawyers to develop career plans. The Committee on Diversity and Inclusion conducts the Periodic Review Program which monitors the professional growthof diverse associates and ensures that diverse associates are thriving at the Firm. In addition, supporting the advancement of our diverse, LGBTQ and women lawyers to partner-level is a primary goal of our diversity initiatives. The Global Talent Development Plan (TDP) focuses specifically on creating more meaningful mentoring opportunities for ourdiverse and women lawyers, and insists on the inclusion of diverse and women attorneys in connection with business development efforts. In addition, the TDP provides moreopportunities for diverse and women leaders to hold leadership positions within the firm. We continue to refine our 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 anindividualized career action plan that will help our attorneys maximize their performance and potential. The Firm has also implemented several mentoring programs includingmentoring circles in many offices for our women lawyers to ensure the success of the program. These programs provide our diverse associates with additional opportunities tointeract with the Firm's senior management, network with other diverse lawyers, enhance professional and business development skills, influence Firm policy and discuss the pathto partnership. We also host collaborative events with clients to expose our diverse lawyers to networking and business opportunities.

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 asalternative 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 yourfirm?

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 theirclass and using the same factors customarily considered in the partnership process. An extended path to partnership may also result, depending on experience gained while workingon an alternative schedule.

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

23





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2019) Men Women Total (full and part-time)

Associates 4 22 26 473

Of counsel 11 26 37 96

Non-equity partner n/a n/a n/a n/a

Equity partner 20 16 36 423

NOTE: The counts shown above for Equity partners include both Equity and Non-Equity Partners as of 12-31-2019.




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent

Men Women






Men Women






PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent

Men Women






Men Women






ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women









Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S

Leadership positions (2019) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 7 57 29

Number of such positions held by:

Minorities 1 5 8

Women 1 11 8

LGBTQ 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 inthe 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? 8

Minorities heading offices: Rajesh De, Washington DC (194)

Women heading offices: Britt Miller, Chicago (381)

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Bronwyn Pollock, Litigation (268); Jennifer Keating, Corporate & Securities - Chicago (70); Michael Molano, Intellectual Property - Palo Alto (3);Nina Flax, Corporate & Securities - Palo Alto (14); Paul de Bernier, Corporate & Securities - Los Angeles (5)

Women heading practices: Bronwyn Pollock, Litigation (268); Carol Hitselberger, Finance (200); Debra Bogo-Ernst, Litigation - Chicago (79); Debra Hoffman, Employment &Benefits - Chicago (15); Elizabeth Raymond, Corporate & Securities (187); Erika Jones, Litigation - Washington DC (71); Jennifer Keating, Corporate & Securities - Chicago(70); Lisa Ferri, Intellectual Property (59); Maureen Gorman, Employment & Benefits (25); Nina Flax, Corporate & Securities - Palo Alto (14); Stephanie Monaco, Corporate &Securities - Washington DC (12)

LGBTQ attorneys heading practices: Christopher Erckert, Finance - Washington DC (8)

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Ann Richardson Knox, Hiring Partner Committee (25); Bronwyn Pollock, Hiring Partner Committee (25); Jeremiah DeBerry, Hiring PartnerCommittee (25); Joaquin C de Baca, Hiring Partner Committee (25); Kristine Koren, Hiring Partner Committee (25); Michael Molano, Hiring Partner Committee (25); NathanSevilla, Hiring Partner Committee (25); Oral Pottinger, Diversity & Inclusion Committee (17)

Women heading committees: Amanda Baker, Hiring Partner Committee (25); Ann Richardson Knox, Hiring Partner Committee (25); Bronwyn Pollock, Hiring Partner Committee(25); Debra Bogo-Ernst, Hiring Partner Committee (25); Jennifer Rosa, Hiring Partner Committee (25); Kristine Koren, Hiring Partner Committee (25); Lauren Pryor, HiringPartner Committee (25); Lisa Ferri, Women's Leadership Committee (10)

LGBTQ attorneys heading committees: Brian May, Diversity and Inclusion Committee (17); Richard Spitzer, Hiring Partner Committee (25)

Individuals with Disabilities heading committees: [No response]




The Firm Says

Mayer Brown is a place where the ability to grow and prosper is contingent only upon each individual's ability and commitment, a place where we celebrate and transcend ourdifferences, and a place where our shared values of excellence and teamwork unite us. Diversity broadens our knowledge and skills and equips us to respond to the challenges ofserving a clientele that spans the globe.

We view the attainment of diversity at all levels of our organization as crucial to-and a natural result of-building a cohesive, successful law firm. We recruit, develop and promotethe highest caliber lawyers and staff and are committed to providing them with opportunities to realize their potential regardless of race, religious beliefs, ethnicity, gender, genderidentity or sexual orientation.

-Firm Leadership

We are unequivocal in our belief in the value of diversity. Diversity in leadership helps to ensure that a broad spectrum of ideas and views are actively shared in our strategicplanning and decision-making processes. In fact, our most senior levels of Firm management, the Management Committee and the Partnership Board, include women who areactive participants on these governing bodies. Many other diverse partners serve as chairs of committees and leaders in other capacities. As a global law firm, the composition ofour Firm leadership reflects the diversity of our office locations in the Americas, Asia, Europe and the Middle East.

-Diversity Programs

To ensure the success of our diversity initiatives, the Firm has a full-time Director of Diversity & Inclusion, Assistant Director of Diversity & Inclusion, Diversity InitiativesManager, a Diversity Steering Board (DSB), a Committee on Diversity & Inclusion (CDI) and a Women's Leadership Committee (WLC).

The DSB works closely with Firm management to implement initiatives to achieve our strategic goals with respect to diversity and inclusion. The DSB coordinates the workof our CDI and WLC. The CDI is comprised of partners from each office, members of the Firm's Management Committee and the Director of Diversity & Inclusion. The CDIperforms a comprehensive analysis of the Firm's diversity progress in the areas of recruiting, retention and promotion, meeting regularly to ensure that our momentum and successare maintained. As a complement to the CDI, the WLC addresses the professional development of Mayer Brown's women lawyers. The WLC overlaps with CDI membership,initiatives and target audience. The committees support each other and leverage each other's efforts. The WLC actively focuses on opportunities to raise the visibility of ourwomen lawyers, supporting their development through leadership conference participation, skill development programs and mentoring. The mission of the WLC is to enhance andimprove the Firm's retention and advancement of women attorneys at all levels (partners, associates & counsel), including increasing the role of women in leadership positions.The members of the WLC focus on professional development issues generally, and on business development specifically, through training, mentoring and creating internal andexternal networking and marketing opportunities.

Mayer Brown also has organized an Associate Diversity Council (ADC), comprised of diverse associates from all US offices. The ADC affords associates an opportunity to cometogether and develop programming of particular interest to our diverse associates. Similarly, the Firm's Affinity Group Program has continued to expand — 17 African American,Asian American, Diverse International Associates, Hispanic/Latino American, Middle Eastern and LGBTQ affinity groups are currently active across our US offices. Thesecohesive groups have proven effective in providing added support, guidance and leadership opportunities for our diverse lawyers.

We invest in the future by sponsoring pipeline organizations at the high school and undergraduate level to help increase the pool of diverse candidates in the legal profession. Tobetter educate the next generation, we offer programs designed to assist diverse first-year law students with their career development. Within the Firm, this commitment continueswith a dedicated career coach who works individually with our lawyers to develop individual career plans. We have also implemented several mentoring programs, includingmentoring circles for our women lawyers and formal mentors for all new first-year lawyers. Additionally, the Firm offers a training program lead by experts on diversity andinclusion in the legal profession, with a focus on unconscious bias, microinequities, impostor syndrome, and cultural competence as mechanisms for increasing inclusiveness in ourFirm culture.

-Recruiting

Creating a diverse working environment is a full-time endeavor and a long-term proposition. Recruitment is central to our effort: The ability to recruit diverse legal talent is criticalto our culture and continued success. To that end, we create and participate in a variety of programs and initiatives to make a personal connection with diverse law students andto foster greater diversity within our Firm as well as in the legal profession generally. We are committed to increasing our visibility with diverse law students and to ensuringthat diverse candidates consider Mayer Brown. We have identified a CDI partner to serve as a liaison to our law school teams to initiate new law student affinity group outreachefforts and to follow up with women and diverse candidates in our interview process. In addition, our National Chair of Recruiting reaches out to more than 90 diverse law studentorganizations to encourage their members to consider Mayer Brown as an ideal place to launch their legal careers.

Furthermore, the Mayer Brown Diversity Scholars Program was created to recognize law students in our Summer Associate Program who share our commitment to improvingdiversity in the legal profession and who demonstrate strong academic achievement, leadership skills and an ability to overcome adversity. The program provides $25,000scholarships annually.

-Retention and Advancement

We work hard to recruit diverse, women and LGBTQ lawyers-and even harder to retain them and facilitate their success. Our efforts take on many forms, including Firm-wide,regional and local office diversity programs. Diverse lawyers in all US offices meet locally for professional development and networking programs. These programs provide ourdiverse associates with additional opportunities to:

- Interact with the Firm's senior management and practice leaders- Network with other diverse lawyers- Enhance professional and business development skills- Influence Firmpolicy- Obtain guidance and mentoring on the path to partnership

Several programs have included the Firm's clients, affording associates important networking and educational opportunities, including retreats for our diverse and womenattorneys.

Mentoring is an important component of retention. All entry-level and lateral diverse associates are assigned a mentor to ensure they have proper guidance and learn how to thrive-not just survive-in a large law firm. This program is reinforced by each office's partner mentoring coordinator, and members of the CDI conduct a Periodic Review Program tomonitor the professional growth of diverse associates.




Supporting the advancement of our diverse, LGBTQ and women lawyers to partner-level is a primary goal of our diversity initiatives. Through the Career Development andAdvancement Program, 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 anindividualized career action plan that will help our attorneys maximize their performance and potential.

Through the Global Talent Development Plan (TDP), we focus specifically on creating a more diverse, supportive and inclusive work environment. The TDP includes training onunconscious bias and harassment, provides guidance on how to create more meaningful mentoring opportunities for our diverse and women lawyers and insists on the inclusion ofdiverse and women attorneys in connection with business development efforts. In addition, the TDP provides more opportunities for diverse and women leaders to hold leadershippositions within the Firm.

-Our Progress

While we recognize that a successful diversity and inclusion program requires sustained effort, we are making headway and the results of our work have been widely reported.For the tenth consecutive year, Mayer Brown was acknowledged as a Best Place to Work for LGBTQ Equality. We received a perfect score of 100% on the Corporate EqualityIndex, a national benchmarking survey on corporate policies and practices related to LGBTQ workplace equality. Furthermore, for the past four years, Mayer Brown has beennamed a Top Performer by the Leadership Council on Legal Diversity. Additionally, Jeremiah DeBerry, Partner and Director of Diversity and Inclusion, was recognized in 2019by the National Law Journal in its inaugural list of Equality Trailblazers. Only 28 people were selected out of thousands of nominations. Jeremiah was also a recipient of the 2019Responsible 100 award that recognizes New York's most outstanding corporate executives, who embody the core principles of corporate social responsibility including, diversity,equity, and community engagement.

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 supportiveand inclusive work environment that affords all of our attorneys an equal opportunity to succeed and reach their full potential.

inclusive change - media2.vault.com · mayer brown, llp 2019 vault/mcca law firm diversity survey...

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