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PAUL, WEISS, RIFKIND, WHARTON & GARRISON LLP

N E W Y O R K | B E I J I N G | H O N G K O N G | L O N D O N | T O K Y O | T O R O N T O | W A S H I N G T O N , D C | W I L M I N G T O N

Paul, Weiss has been committed to inclusion since our founding — a dedication that has shaped the intellectual and cultural character of our firm over many decades.

Different perspectives continue to enrich our institution and help us solve problems more effectively.

We salute other organizations and leaders who share our commitment to diversity and inclusion.

We’re Different

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.

Paul, Weiss, Rifkind, Wharton & Garrison LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

1285 Avenue of the AmericasNew York, NY 10019Phone: 212-373-3000Fax: 212-373-2537www.paulweiss.com

LOCATIONSBeijing, Hong Kong, London, New York, Tokyo, Toronto, Wilmington and Washington, DC

DIVERSITY LEADERSHIPHead(s) of Firm: Brad Karp, Firm Chair; Valerie Radwaner, Deputy ChairDiversity team leader(s): Brad Karp, Firm Chair and Inclusion Task Force co-chair; Danyale Price, Chief Inclusion Officer; Valerie Radwaner, Deputy Chairand Inclusion Task Force co-chair; Ted Wells, Litigation co-chair and Inclusion Task Force co-chair

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 1035 1067U.S. offices only 960 994

Paul, Weiss, Rifkind, Wharton & Garrison LLP2020 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 248 200African-American/Black 16 28

Hispanic/Latinx 18 16Alaska Native/American Indian 0 0

Asian 36 54Native Hawaiian/Pacific Islander 0 0

Multiracial 11 10Openly LGBTQ 37 8

Individuals with Disabilities n/a n/aTotal 329 308

Men Women






One summer associate does not identify as male or female so cannot becounted. This associate identifies as LGBTQ and White/Caucasian.

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

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 long tradition of fostering a diverse and inclusive work place is embedded in all communications describing the firm's strategy and mission. It is communicated in allbrochures, firm publications, the website, chairman's remarks, departmental head remarks, practice group leader remarks, recruitment discussions, etc.

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

Brad Karp, Firm Chair and Inclusion Task Force co-chair; Danyale Price, Chief Inclusion Officer; Valerie Radwaner, Deputy Chair and Inclusion Task Force co-chair; Ted Wells,Litigation co-chair and Inclusion Task Force co-chair

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: 25Total hours spent on diversity: 2000

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities?

Yes

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

Yes

If yes, is it formal or informal?

Formal

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

Quarterly

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

The Inclusion Task Force writes reports on goals and results on a semi-annual basis. These goals are also shared with the Management Committee and the firm chair holds frequenttown halls for all attorneys and gives updates and progress reports for the Inclusion Task Force.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

X Conduct firmwide mandatory diversity training for all attorneys and staff annually

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

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 Support law firm's internal affinity networks

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

X Coordinate or work with clients on diversity issues

X Develop/expand relationships with minority bar associations and other legal diversity organizations to 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 Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client matters

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

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

X Implement policies to address gender pay equity





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 Focus on strengthening firm’s mentoring program for LGBTQ attorneys

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)

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 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.

Teak Fellowship, Big Brothers Big Sisters, Cristo Rey Brooklyn and Street Law




Recruitment - New Associates

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

Ivy League law schools: Columbia University Law School, Cornell Law School, Harvard Law School, University of Pennsylvania Law School and Yale Law School

Other private law schools: Benjamin N. Cardozo School of Law, Boston College Law School, Boston University School of Law, Brooklyn Law School, Duke University Schoolof Law, Emory University School of Law, Fordham University School of Law, Georgetown University Law Center, George Washington University Law School, New York LawSchool, New York University School of Law, Northwestern University School of Law, St. John's University School of Law, Stanford Law School, University of Chicago LawSchool, Vanderbilt University Law School, Washington and Lee University School of Law and Washington University School of Law

Public state law schools: University of California Berkeley, McGill University Faculty of Law, Osgoode Hall Law School, OSU Moritz College of Law, UC Irvine School of Law,UCLA School of Law, University of Michigan Law School, UNC School of Law, USC Gould School of Law, University of Texas School of Law, University of Toronto Facultyof Law, University of Virginia School of Law and William & Mary Law School

Law schools of Historically Black Colleges and Universities (HBCUs): Howard University School of Law

Diversity job fairs: Lavender Law Fair and NEBLSA

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students

Advertise in minority law student association publications

Participate in or host minority law student job fairs

Sponsor minority law student association events

Firm lawyers participate on career panels at schools

Outreach to leadership of minority student organizations

Scholarships or intern/fellowships for minority students

Other (please specify)

Do you have any programs specifically targeted at first-year students?

Yes, we recruit first year law students for our summer program through various diverse and non-diverse pipelines. We participate in many panel discussions, outreach programsand receptions targeted towards first year law students at all the law schools where we recruit. We also participate in the Leadership Council on Legal Diversity (LCLD) 1LScholars program.




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






One summer associate does not identify as male or female so cannot becounted. This summer associate identifies as LGBTQ and White/Caucasian.


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?


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:

[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






Many left for clerkships and often return to the firm.

3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women






Many left for clerkships and often return to the firm.

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

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

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


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

What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at yourfirm?

The timing could be affected but it does not affect timing by default.

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

9





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

Associates 0 18 18 635

Of counsel 1 13 14 89

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

Equity partner 2 6 8 146




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 4 22 48

Number of such positions held by:

Minorities 1 2 8

Women 1 4 13

LGBTQ attorneys 0 1 3

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

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? 3

Minorities heading offices: Kannon Shanmugam, Washington, DC (89)

Women heading offices: Valerie Radwaner, New York (873)

LGBTQ attorneys heading offices: 0

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Ted Wells, Litigation co-chair (481)

Women heading practices: Claudine Meredith-Goujon, Corporate co-chair (340); Monica Thurmond, Corporate co-chair (340); Loretta Ippolito, Personal Representation co-chair(10); Meredith Kane, Real Estate co-chair (30)

LGBTQ attorneys heading practices: Monica Thurmond, Corporate co-chair (340)

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Ellen Ching, Summer Associate (11); Elizabeth McColm, Summer Associate (11); Tarun Stewart, International Practice (10); Liza Velazquez,Alumni (10); Ted Wells, Inclusion Task Force (25)

Women heading committees: Susanna Buergel, Contributions (2); Ellen Ching, Summer Associate (11); Kelley Cornish, Counsel (34); Alice Eaton, Attorney Development (37);Elizabeth McColm, Summer Associate (11); Catherine Nyarady; Recruitment (38); Valerie Radwaner, Inclusion Task Force (25); Jacqueline Rubin, Professional Responsibility(9); Elizabeth Sacksteder, Client & Business Development (19); Audra Soloway, Public Matters (23); Liza Velazquez, Alumni (10)

LGBTQ attorneys heading committees: Craig Benson, Professional Development & Training (27); Kelley Cornish, Counsel (34); Salvatore Gogliormella, Summer Associate (11)

Individuals with Disabilities heading committees: [No response]




The Firm Says

Most big law firms profess a devotion to diversity. Paul, Weiss has a history of putting it into practice. In 1927, when Louis Weiss and John Wharton merged their small firm withthe firm that Louis's father had founded, they did so with the then-exceptional policy of bucking the prevailing system in which Jews and Gentiles did not mingle in practice or inclientele. In the same year, Paul, Weiss hired William T. Coleman, top-of-his class African-American graduate of Harvard Law School and former Supreme Court clerk, at a timewhen no other law firm would hire a black man despite his stellar qualifications. In 1949, the firm hired its first woman partner, Carolyn Agger, long before most firms. In 1956,Pauli Murray joined as the first female African-American associate as well as the first openly gay female at the firm. Most recently, the firm represented Edith Windsor beforethe U.S. Supreme Court and victoriously overturned Section 3 of the Defense of Marriage Act (DOMA), which had previously denied equal federal benefits to same-sex marriedcouples. Our dedication to marriage equality continued with filing The People's Brief in the Supreme Court for Obergefell. The firm continued to set new precedent by strikingdown Mississippi House Bill 1523.

But the history of diversity at the firm is much more than a series of impressive milestones. Paul, Weiss owes much of its success to a consistent and proactive commitment todiversity — a dedication that has shaped the intellectual and cultural character of the firm over many decades.

The true scope of this dedication is best expressed by Judge Simon H. Rifkind, in his Statement of Firm Principles, written in 1963.

"We are sensitive to the fact that we practice in New York City, which is a pluralistic community and the major international and financial center of the Western world. We believein maintaining, by affirmative efforts, a membership of partners and associates reflecting a wide variety of religious, political, ethnic and social backgrounds, characteristic ofthe community. We believe that through this policy we may bring to the service of our clients greater breadth of understanding and wider contacts with the world at large, whileenriching our personal lives and demonstrating the value of democratic principles as applied to the organization of a law firm."

Paul, Weiss consistently outpaces the legal industry and peer law firms across most diversity-related benchmarks. Our 2020 summer associate class is 53% racially/ethnicallydiverse or LGBTQ.

Programs and Initiatives: We have designed programs and initiatives within our firm to encourage all lawyers to continue to grow and develop as lawyers. Junior diverse lawyersinterested in our diversity mentoring program are voluntarily paired with a partner mentor within their practice area who can be helpful with career guidance and women in theirfourth year have the option to join our women's mentoring program. The firm supports several affinity networks: Asian-Pacific Islander, Black, Latinx, LGBTQ, Family andWomen. The groups meet frequently and sponsor events and trainings throughout the year. In 2019, the firm formed an Inclusion Task Force, led by Firm Chair, Brad Karp; FirmDeputy Chair, Valerie Radwaner; and, Litigation Department Co-Chair Ted Wells. The Task Force is comprised of partners, counsel and associates and senior administrativeleaders. The focus of the Task Force is to further enhance the Firm's diversity & inclusion strategy and to develop innovative ways to enhance the attorney experience. In June, wewill launch an innovative approach to mentoring that we believe is unique in the industry that we are calling Colleague Connect Circles. The goal is to create circles of colleagueswithin departments, across seniority levels, and available to each member of the Circle for mentoring, diversity and inclusion training, networking and social opportunities. Webelieve the Circles will organically incorporate mentoring into the professional and personal opportunities in members' lives and promote a culture of mentorship across the firm.

Accolades: In 2019, the firm was recognized as the top firm nationally for our percentage of black attorneys according to the nonprofit Lawyers of Color in their Black Student'sGuide to Law Schools and Law Firms. Ranked among the top 25 "Most Diverse Law Firms" for fifteen consecutive years, with two number one rankings, by The AmericanLawyer Diversity Scorecard. The firm ranked fifth on The American Lawyer's "A-List" in 2018, the only firm among peers listed in the top 25 firms for our percentage of femaleequity partners. Recipient of the 2018 Law Firm Diversity Award by the Asian American Bar Association of New York (AABANY). Ranked sixth among large law firms onLaw360's 2018 list of Best Law Firms for Minority Attorneys — higher than any peer firm. From 2015-2020, we received Gold Standard Certification from Women in LawEmpowerment Forum (WILEF) for our advancement of women lawyers.

we’re different · participate in established pipeline programs, such as seo, legal outreach,...

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