PAINTING A BRIGHTER FUTURE. · PAINTING A BRIGHTER FUTURE. DLA Piper believes that a more diverse...

Raymond M. Williams, 1650 Market Street, Suite 5000, Philadelphia, PA 19103 DLA Piper LLP (US) | Attorney Advertising | MRS000155298

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Forward,together.

At DLA Piper, we are committed to creating a culture that is inclusive of all people, where everyone has a voice and where pathways to success

are transparent. We continue to pursue ways where we can make an immediate difference in our respective communities and are committed

to using our resources to promote social and racial equity in the law.

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.

DLA Piper LLP (US)

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

1251 Avenue of the Americas27th FloorNew York, NY 10020Phone: 212.335.4500Fax: 212.335.4501www.dlapiper.com

LOCATIONSAmericas: Atlanta, GA; Austin, TX; Baltimore (2), MD; Boston, MA; Chicago, IL; Dallas, TX; Houston, TX; Los Angeles (2), CA; Miami, FL; Minneapolis,MN; Atlantic City, NJ; Short Hills, NJ; Albany, NY; New York, NY; Northern Virginia, VA; Silicon Valley, CA; Philadelphia, PA; Phoenix, AZ; Raleigh,NC; Sacramento, CA; San Diego (2), CA; San Francisco, CA; Seattle, WA; Washington, D.C.; Wilmington, DE; Calgary; Edmonton; Montreal; Toronto;Vancouver; Yellowknife; San Juan. Latin America: Buenos Aires; Mexico City; Sao Paulo; Rio de Janeiro, Brazil; Lima, Peru; Bogota, Colombia; Santiago,Chile. Europe: Amsterdam, Netherlands; Antwerp, Belgium; Birmingham, UK; Bratislava, Slovakia; Bratislava, Slovakia; Brussels, Belgium; Antwerp,Belgium; Aarhus, Denmark; Copenhagen, Denmark; Bucharest, Romania; Budapest, Dublin; Hungary; Cologne, Germany; Edinburgh, UK; Frankfurt,Germany; Hamburg, Germany; Kyiv, Ukraine; Leeds; Liverpool; London; Luxembourg, Luxembourg; Madrid; Manchester, UK; Milan, Italy; Moscow,Russia; Munich, Germany; Oslo, Norway; Paris, France; Prague, Czech Republic; Rome, Italy; Sheffield, UK; St. Petersburg, Russia; Vienna, Austria;Warsaw, Poland; Helsinki, Finland; Stockholm, Sweden; Lisbon, Portugal; Zagreb, Croatia. Middle East: Abu Dhabi, UAE; Doha, Qatar; Dubai, UAE;Jeddah, Saudi Arabia; Kuwait City, Kuwait; Manama, Bahrain; Muscat, Oman; Riyadh, Saudi Arabia; Al Khobar, Saudi Arabia; Africa: Casablanca,Morocco; Johannesburg, South Africa; Algiers, Algeria; Luanda, Angola; Gaborone, Botswana; Bujumbura, Burundi; Addis Ababa, Ethiopia; Accra, Ghana;Nairobi, Kenya; Ebéne, Mauritius; Maputo, Mozambique; Windhoek, Namibia; Lagos, Nigeria; Kigali, Rwanda; Dakar, Senegal; Dar es Salam, Tanzania;Mwanza, Tanzania; Zanzibar, Tanzania; Tunis, Tunisia; Kampala, Uganda; Lusaka, Zambia; Harare, Zimbabwe Asia Pacific (13): Bangkok, Beijing, HongKong, Seoul, Shanghai, Singapore, Tokyo, Brisbane, Melbourne, Perth, Sydney, Auckland, Wellington

DIVERSITY LEADERSHIPHead(s) of Firm: Roger Meltzer, Global Co-Chairman and Americas Co-Chairman; Cameron Jay Rains, Global Co-Chairman and Americas Co-Chairman;Jackie Park, Co-US Managing Partner; Rick Chesley, Co-US Managing Partner.Diversity team leader(s): Fenimore Fisher, Chief Diversity and Inclusion Officer

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 4541 4545U.S. offices only 1540 1554

DLA Piper LLP (US)2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

No

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 253 186African-American/Black 17 18

Hispanic/Latinx 19 25Alaska Native/American Indian 0 0

Asian 37 47Native Hawaiian/Pacific Islander 0 0

Multiracial 2 6Openly LGBTQ 14 15

Individuals with Disabilities 3 3Total 328 282

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

DLA Piper is a single-tier partnership where all partners are equity partners.

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?

The Firm's D&I strategy is led by our senior leadership team and is regularly communicated to everyone through numerous channels including State of the Firm addresses.Additionally, national practice group leaders are responsible for the diversity metrics and initiatives to generally improve diversity and inclusion within their respective groups.This information is reported to the Firm's senior management team on a quarterly basis. DLA Piper also holds quarterly D&I committee meetings, resource group meetings,acknowledges and celebrates various commemorative months with firm wide communications and presentations, hosts various D&I events on the local and national level, and hasan internal D&I webpage with various resources.

Who has primary responsibility for leading diversity initiatives at your firm?

Fenimore Fisher, Chief Diversity and Inclusion Officer

Does your law firm currently have a diversity committee?

No

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

N/A

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: [No response]Total hours spent on diversity: [No response]

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.

We revised our diversity committee model, expanding it to the Firm's broader leadership. Under our revised model, our D&I efforts are led in partnership by our Global Co-Chairman and Co-Chairman of the Americas, Roger Meltzer, and our Chief Diversity and Inclusion Officer, Fenimore Fisher, as well as the Firm's National D&I Partner,Raymond Williams. Our CDIO provides quarterly to the Executive and Policy Committees and ensures our D&I initiatives map back to the Firm's overall strategy and annualgoals.

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?

Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?

Quarterly

How is the firm's diversity committee and/or firm management held accountable for achieving results?

DLA Piper was a founding signatory to the Mansfield Rule and results are driven, in part, by the diversity thresholds for candidate slates and placements into leadership positions.

Additionally, each of the Firm's Practice Group Leaders (PGLs) oversee D&I Action Plans tailored to their groups' unique D&I priorities, needs, and culture, demonstrating howthey would focus on goals such as advancement, retention, and equitable utilization of team expertise. The PGLs are responsible for managing their action plans with the samelevel of attention and discretion they apply to other business-critical, day-to-day operations in their groups and each month they review their group's metrics in relation to theirplan implementation with D&I department personnel. Diversity metrics for demographics, recruitment, promotion, and utilization are received and reviewed by Firm leaders on aquarterly basis. At the end of the year, their success in progressing toward their three priority D&I goals is considered in connection with compensation decisions.

In addition to consistently monitoring our diversity statistics, we collect data from exit surveys completed by all departing lawyers and survey all lawyers annually to gain feedbackon the Firm's D&I initiatives and theirperceived effectiveness.

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 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): Our Lawyers of Color Emerging Leaders (LOCEL) Program is an 18-month programaimed at developing junior partners of color into strong business developers and rainmakers, thereby drivingfirm revenue. This program is designed to increase business acumen, provide opportunities for strategicenhancement of business development skills , allow for a better understanding of leadership within our globalfirm, and effectively develop, reward, engage, and attract lawyers of color — all of which are priorities of thefirm and consistent with the goals and objectives of the Resource Groups of Color. This program is in its firstyear and mirrors the WEL program (see below), but varies in programming to suit the needs of the cohort.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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 X Implement policies to address gender pay equity

X X

Other (please specify): Our Women Emerging Leaders (WEL) Program is an 18-month program aimed atdeveloping junior partners of color into strong business developers and rainmakers, thereby driving firmrevenue. This program is designed to increase business acumen, provide opportunities for strategic enhancementofbusiness development skills , allow for a better understanding of leadership within our global firm, andeffectively develop, reward, engage, and attract women lawyers — all of which are priorities of the firm andconsistent with the goals and objectives of the Leadership Alliance for Women (LAW) employee resourcegroup. This program was the first of its kind and has similar goals to LOCEL, but varies in programming to suitthe needs of the cohort.





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

INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


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

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

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.)




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.

DLA Piper's pipeline development efforts seek to mentor and develop diverse students who aspire to careers in the law. The Firm contributes to various diversity scholarshipprograms and encourages active participation through mentoring, speaking engagements, and serving on boards.

In addition to our participation in established pipeline programs such as SEO and Street Law, as well as career events, sponsoring scholarships, mentorship programs, and outreachto diverse college students and law student associations, we are actively engaged in the programs below.

Raja Gaddipati Fellowship: DLA Piper's Raja Gaddipati Fellowship is an in-house, diversity pipeline initiative that mentors and develops underrepresented undergraduate studentswho aspire to careers in law with the goals of increasing law school enrollment of underrepresented students and improving diversity in the legal industry.

The six-week, full-time, paid summer internship is designed to give students a broad view of what it is like to work in a large law firm environment and encourage them to begindeveloping professional networks. The students go through a rigorous application and interview process to compete for a limited number of seats in the firm's Chicago andWashington, DC offices.

Kent PLUS Scholar Program: DLA Piper has a longstanding relationship with the Chicago-Kent School of Law at the Illinois Institute of Technology and each summer we host theKent PLUS Scholars for lunch, a Q&A-style panel discussion led by four of our Associates serving as panelists to gain insight into the work we do and what it's like to working fora leading global law firm, and close with a networking reception with our Raja Gaddipati Fellows, Summer Associates, and other lawyers in our Chicago office.




Recruitment - New Associates

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

Ivy League law schools: Yes

Other private law schools: Yes

Public state law schools: Yes

Law schools of Historically Black Colleges and Universities (HBCUs): Yes

Diversity job fairs: Yes

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?

Through our partnership with Leadership Council on Legal Diversity (LCLD), DLA Piper participates in three developmental programs for diverse lawyer students and diverselawyers at varying stages in their careers: the Scholars Program, the Fellows Program, and the Pathfinders Program.

The 1L LCLD Scholars Program is designed to strengthen the diverse legal pipeline by expanding the number of opportunities for diverse first-year law students. Each year, theLCLD Scholars Program provides first year law students, the majority first generation law students, the opportunity to work side-by-side with DLA Piper lawyers to gain crucialexperience in a variety of practice areas over the course of summer. Through our partnership with the Leadership Council on Legal Diversity, more than 50 of our lawyers mentordiverse 1L law students across the country.

We've recently increased our number of LCLD 1L student scholars, comprising nearly half of our 1L summer associate class. Additionally, we've recently launched a tuitionfellowship award for LCLD 1L student scholars who are offered and accept employment offers as 2Ls and will receive an award of over $10,000.




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






DLA Piper is a single tier partnership where all partners are equity partners.

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)In 2018, we not only sourced and considered the Mansfield-required 30 percent diverse applicant pool, we achieved actual representation of at least 30 percent women andminorities in a large number of our key leadership roles and lateral hires. As a result, we were one of just 27 firms to reach a level beyond certification, becoming "Certified Plus."This achievement represented an increase of 36 percent from 2017's applicant pool.In 2019, we again, achieved Certified Plus status and also became Mansfield 2.0 Certifiedwhich includes LGBTQ attorneys in the definition of diverse and also measures diversity in pitch teams. In addition, we have signed on to Mansfield 3.0, which incorporatesdisabled lawyers into the definition of diversity.Diversity Lab recently announced the next iteration of the Mansfield Rule, which is referred to as Mansfield 4.0, or MansfieldRule 2021. In Mansfield Rule 2021, firms are being asked to ensure that at least 30% of the lawyers staffed on matters resulting from formal pitches were diverse lawyers (women,racial/ethnic, LGBTQ and lawyers with disabilities). In order to achieve Mansfield Rule Certified Plus status (which the firm achieved for 1.0 and 2.0), DLA Piper will need toattain 30% representation of diverse lawyers in seven of the ten following categories: Partner Promotions, Lateral Partner hires, Nominating Committee, Executive Committee,Compensation Committee, Practice Group Leaders, Office Managing Partners, Formal Pitch Teams, and Staffing on matters.The firm has officially made the commitment toparticipate in Mansfield Rule 2021 at the direction of Senior Firm Leadership. The 2020 iteration of Mansfield Rule, which added lawyers with disabilities to the pool of diverselawyers for consideration for promotions, hires and pitches, will wrap on July 14th and tracking for MR 2021 will begin on July 15th.

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?

Unknown

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:

[No response]




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






DLA Piper does not disclose attrition data. DLA Piper does not disclose attrition data.

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






DLA Piper does not disclose attrition data.





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)

Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules?Yes

Comments:DLA Piper recognizes that our lawyers have responsibilities and interests outside the firm and that they may need or desire flexibility to better integrate life and work. Bysupporting flexible work arrangements, we are in a better position to attract and retain talented lawyers who are committed to the profession as well as the firm and its clients.

Our lawyers on flexible work schedules enjoy the same opportunities for career success as those on standard schedules, including responsibility for client relationships, leadershipand advancement. Flexible work schedules at DLA Piper are individually tailored arrangements designed to accommodate the interests of the lawyer while meeting the needsof the firm and its clients. Generally such arrangements involve a reduction in the total number of hours worked and flexibility as to when and where those hours are worked.Regardless of their tenure with the firm, all lawyers are eligible to propose a flexible work schedule. No constraints are placed on the duration of a schedule and no particularreason is required to justify a request.

Currently, the Firm offers three different types of flexible work schedules: a reduced hours arrangement, full-time flexible work arrangement, and ramp-up arrangement.

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?

For associates, a flex time policy may affect the length of time it takes to make partner, depending on the schedule and duration, but it will not impact the lawyers eligibility tomake partner.

If already a partner, the attorney retains the same rights and responsibilities as a full time lawyer and is not adversely affected in any way.

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

50





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

Associates 4 32 36 610

Of counsel 13 30 43 177

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

Equity partner 1 17 18 644

DLA Piper is a single-tier partnership where all partners are equity partners.




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






Inclusive of all attorney positions on the Executive, Management, and PolicyCommittees.

Committee Name(s) included: Associate Hiring Partners

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






Committee Name(s) included: Partner Nominating Committee & PartnerCompensation Committee

Committee Name(s) included: Associate Evaluation & CompensationCommittee

ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women






Committee Name(s) included: Local Diversity Committee Chairs (separatefrom aforementioned revised diversity committee model)




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 36 15 16

Number of such positions held by:

Minorities 11 4 0

Women 5 2 2

LGBTQ attorneys 0 0 0

Individuals with Disabilities 0 0 0

Included: Office Managing Partners, Practice Group Leaders, & Chairs/Co-Chairs of all committees

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? 30

Minorities heading offices: 15*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

Women heading offices: 9*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographic informationis reported at the aggregate level only.

LGBTQ attorneys heading offices: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

Individuals with Disabilities heading offices: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees,demographic information is reported at the aggregate level only.

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: 2*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

Women heading practices: 3*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

LGBTQ attorneys heading practices: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees,demographic information is reported at the aggregate level only.

Individuals with Disabilities heading practices: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees,demographic information is reported at the aggregate level only.

COMMITTEE LEADERS

Minorities heading committees: 1*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

Women heading committees: 3*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees, demographicinformation is reported at the aggregate level only.

LGBTQ attorneys heading committees: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees,demographic information is reported at the aggregate level only.

Individuals with Disabilities heading committees: 0*DLA Piper does not disclose personal, identifiable demographic information. In order to protect the privacy of our employees,demographic information is reported at the aggregate level only.




The Firm Says

DIVERSITY & INCLUSION

At DLA Piper, our Diversity and Inclusion (D&I) mission is to emerge as a leader through insight, innovation, diversity and inclusion. We will put our people first as we work todeliver excellence in service to our clients.

We accomplish this by working with firm leadership to integrate our goals and concepts into the way in which the Firm manages its people and business.

OUR COMMITMENT

Our D&I efforts are initiated and led from the very top of the global firm by our senior management team, and hold our leaders accountable. Firm resources ?including ourProfessional Development, Marketing and Recruiting departments ? are aligned to actively support the implementation of our Practice Group Diversity and Inclusion ActionPlans. These plans are tailored to each group's unique D&I priorities, needs and culture, demonstrating how each group would focus on such goals as advancement, retention andequitable utilization of team expertise. Practice group leaders are responsible for managing their action plans and the results stemming from them.

Our drive to establish growth and accountability is evidenced by the recent hiring of Fenimore Fisher as our firm's Chief Diversity and Inclusion Officer. Fenimore is charged withushering our diversity and inclusion efforts into the next stage of the firm's evolution and with solidifying accountability at the top ranks of the firm.

PROGRAMS & INITIATIVES

Through all of our programs and initiatives, we empower and engage as many people as possible to be leaders, champions and sponsors of D&I. DLA Piper fosters equal accessto advancement opportunities by supplying transparency with regard to the matriculation criteria and the potential pathways and available resources for partnership, alternativeattorney tracks, and assuming leadership roles.

LEADERSHIP PROGRAMS

DLA Piper offers two eighteen-month leadership development programs, Women Emerging Leaders (WEL) and Lawyers of Color Emerging Leaders (LOCEL). These programsare aimed at developing junior partners into strong business developers, rainmakers, and leaders. Both WEL and LOCEL receive quarterly programming that coincides with theconvening of firm leadership to expose participants to key leaders as well as crucial and timely discussions regarding firm management.

Additionally, the Firm partners with many outside organizations to provide professional development and networking opportunities for our diverse attorneys. A few of thesepartnerships include: the Leadership Council on Legal Diversity (LCLD) Programs, UC Hastings Leadership Academy, Harvard School of Law's Women's Leadership Initiative,and the Annual Charting Your Own Course (CYOC) Career Development Conference.

COMMUNITY & CLIENT PARTNERSHIPS

Our internal pipeline initiatives and sponsored external pipeline programs aim to diversify the legal industry and give back to the community. Additionally, we have many teamsall over the country spearheading programs and projects that truly exemplify our values. Some of these include the many domestic and global initiatives led by our incredible ProBono team; our involvement in programs like Street Law, the Jackie Robinson Foundation, the Chicago Committee, and the DC Affordable Law Firm; our collaboration withStartOut, the nation's largest non-profit organization supporting LGBTQ entrepreneurs, in hosting the organization's startup accelerator — The StartOut Growth Lab - in its SanFrancisco location; and our internal pro bono initiatives supporting food banks, as well as our in-house veterans project, Serving Those Who Serve Our Country, as well as therecent commitment we made led by Ascend ad 100+ corporations and advocacy organizations.

DLA Piper is proud to partner with clients on secondments, professional development, civic engagement and pro bono projects, providing numerous external opportunities todevelop our diverse leaders. We also support a significant number of D&I advocacy organizations. DLA Piper's involvement with organizations rich in research and programmaticwork assists greatly in our ability to design and reach diversity goals. Our involvement with the following groups further widens our network and contributes to an inclusiveculture: Women in Law Empowerment Forum (WILEF), Catalyst, Working Mother Media & Diversity Best Practices, ChIPs Global Summit, The Human Rights Campaign(HRC), Corporate Counsel Women of Color (CCWC), Minority Corporate Counsel Association (MCCA), The National Bar Association (NBA), The National Association ofWomen Lawyers (NAWL), The National Hispanic Bar Association (NHBA), The National Asian Pacific American Bar Association (NAPABA), The South Asian Bar Association(SABA), The LGBT Bar Association's Lavender Law Career Fair and Conference, and Lambda Legal.

TRAINING & EDUCATION

DLA Piper currently maintains a partnership with NYU's Kenji Yoshino, Director of the Center for Diversity, Inclusion, and Belonging and Chief Justice Earl Warren Professor ofConstitutional Law at NYU School of Law. Through the Firm's partnership with NYU School of Law's Center for Diversity, Inclusion, and Belonging, the firm sponsors a speakerseries featuring leaders from academia, as well as the public and private sectors, on a range of topics related to diversity and inclusion including: Allyship, Authentic Leadership,Covering, Critical Conversations, and The Foundations of Building an Authentic Career.

Over 2,000 of our lawyers, including leadership, have participated in the innovative and interactive inclusion training specifically customized for DLA Piper. The Center forDiversity, Inclusion, and Belonging's most recently developed trainings are unique to each practice group and are reflective of real experiences shared by our very own attorneysand are currently being rolled out across the country.

DIVERSITY NETWORKS

The firm's resource groups strategically focus on the development and promotion of diverse lawyers by maximizing their opportunities for business generation and leadership, andproviding relevant resources to the practice group leaders in connection with the implementation of their diversity action plans.

We encourage allyship in each of our resource groups. Our allies take responsibility for fighting against inequality and injustice. They are people who advocate for a fair and justexperience for the employees who share a common identity with the affinity group.

DLA Piper's cultural resource groups are an integral part of fostering inclusivity in the workplace and creating a system of support among our ethnically diverse attorneys. We arecommitted to creating a culture that is inclusive of all people and achieve this by providing our diverse attorneys various spaces and opportunities to be their true selves and bycelebrating the differences among our lawyers.




Most of our US offices have local D&I Committees led by both attorneys and staff and are open to all local personnel. The purpose of these committees is to develop a senseof community among our people, promote allyship, provide colleagues an opportunity to network with each other, and encourage business development opportunities. Thesecommittees are also focused on meaningful programming which strengthens our commitment to pipeline development, supports diverse recruiting efforts, enhances businessdevelopment, and raises the Firm's profile externally.

AWARDS & RECOGNITION

Armed with a fresh strategy, improved statistics, and a combination of innovative approaches and best practices, it is evident that the firm is moving in the right direction and iscommitted to making even greater progress moving forward.

Here are some examples of ways in which DLA Piper is achieving best-in-class results:

• In 2019, the Financial Times named DLA Piper the top law firm for Innovation in the Business of Law: Diversity and Inclusion as part of the FT North America InnovativeLawyers 2019 awards.

• Also in 2019, Roger Meltzer, Global Co-Chairman and Americas Co-Chairman, was named to the National Law Journal's inaugural list of Equality Trailblazers. The list honorslawyers who have made outstanding efforts to impact gender and LGBT+ equality in both in their respective firms and the legal industry as a whole.

• In 2018, Corporate Counsel and InsideCounsel named Stasia Kelly, our former US Managing Partner, the Managing Partner of the Year in its National Women in Law Awards.

• In 2019, and for the seventh year, DLA Piper received Gold Standard Certification from the Women in Law Empowerment Forum (WILEF), which recognizes the leadershiproles achieved by women equity partners.

• In 2019, for the eighth consecutive year, Working Mother and Flex-Time Lawyers named DLA Piper one of the 60 Best Law Firms for Women in recognition of our success inhiring, retaining and promoting women; commitment to providing flexible work arrangements; and initiatives that enhance the advancement of women in law.

• In 2019, and for 12 consecutive years, DLA Piper has earned a rating of 100 percent in the Human Rights Campaign's Corporate Equality Index. This consistently perfect score isrecognition that DLA Piper is one of the "Best Places to Work for LGBT Equality."

• In 2018 and 2019, DLA Piper received Mansfield Certified Plus status, indicating we not only considered at least 30 percent women, people of color and LGBTQ+ lawyers inthe candidate pools for leadership positions, lateral recruits, and promotions over the previous year, but that we have achieved at least 30 percent representation. We are also asignatory to Mansfield 3.0, which adds lawyers with disabilities to the definition of diverse.

• In 2019, ChIPs and Diversity Lab named DLA Piper an Inclusion Blueprint Champion for Firm Leadership as part of the ChIPs Inclusion Blueprint.

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