#1 Vault Best Law Firms to Work For - 3 years in a row

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1 #1 Vault Best Law Firms to Work For - 3 years in a row Gold Standard Certification - in Law Empowerment Forum (WILEF) 5 years in a row Best Place to Work for LGBT Equality Human Rights Campaign (HRC) #1 The American Lawyer s A-List - 2 years in a row

2 515 South Flower Street 25th Fl. Los Angeles, CA Phone: Fax: LOCATIONS 20 offices: Atlanta, Beijing, Brussels, Chicago, Frankfurt, Hong Kong, Houston, London, Los Angeles, Milan, New York, Orange County, Palo Alto, Paris, San Diego, San Francisco, Seoul, Shanghai, Tokyo, Washington DC DIVERSITY LEADERSHIP Head(s) of Firm: Seth Zachary, Chairman; Greg Nitzkowski, Managing Partner Diversity team leader(s): Donna Melby, Employment Partner and Diversity Committee Co-Chair; William K. Whitner, Litigation Partner and Diversity Committee Co-Chair NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

3 Law Firm Demographic Profile Does your firm have more than one tier of partnership? Yes ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black 11 6 Hispanic/Latino 8 10 Asian Native Hawaiian/Pacific Islander 0 1 Multiracial 3 4 Openly GLBT 5 1 Individuals with disabilities 1 1 Total White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 2 Asian 7 11 Multiracial 2 0 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 3 1 Hispanic/Latino 5 1 Asian 5 1 Multiracial 0 1 Openly GLBT 4 2 Total White/Caucasian African-American/Black 0 1 Hispanic/Latino 1 1 Asian 4 3 Total OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 1 0 Hispanic/Latino 1 0 Asian 5 0 Openly GLBT 1 0 Total White/Caucasian African-American/Black 4 1 Hispanic/Latino 4 2 Asian Openly GLBT 2 0 Total 82 45

4 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Our firm's leadership acknowledges that diversity is an integral part of our business strategy and vital to our continued growth. They are active stewards of cascading that message to the firm throughout the year via leadership updates on our firm's intranet, our corporate social responsibility section of our website, special section of our yearly Annual Review, and regular diversity committee updates. Who has primary responsibility for leading diversity initiatives at your firm? Donna Melby, Employment Partner and Diversity Committee Co-Chair; William K Whitner, Litigation Partner and Diversity Committee Co-Chair Does your law firm currently have a diversity committee? Yes If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)? Yes If yes, how many attorneys are on the committee, and in 2014, what was the total number of hours collectively spent by the committee in the furtherance of the firm's diversity initiatives? Total attorneys on committee: 24 Total hours spent on diversity: 384 Comments: The Diversity Committee at Paul Hastings meets four times a year and is comprised of partners, practice group leaders, senior administrative directors, and the firm's managing partner. In 2013, we formed four subcommittees, which meet consistently throughout the year typically in the month that the full committee does not meet. Outside of official meetings, committee members also serve as Diversity Champions in their respective offices and support the activities of the firm's employee resource groups (Paul Hastings Attorney Networks). 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 Diversity Committee maintains a business plan with measurable goals that are evaluated quarterly by the committee and annually by the firm's executive committee. Is your firm minority-owned or women-owned? No

5 Law Firm Diversity Initiatives INITIATIVES FOR ALL DIVERSE ATTORNEYS Already Completed Currently Addressing Not a Current Priority Undertake communication from firm management that diversity is a top priority of the firm Formalize diversity plan and committee with action steps and accountability to management Conduct firmwide diversity training for all attorneys and staff Focus on strengthening firm's mentoring program Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversity consultant to examine how firm culture might be more welcoming of minorities Support law firm's internal affinity networks Hire a director of diversity or other full-time professional to implement the firm's diversity program Coordinate or work with clients on diversity issues Develop/expand relationships with minority bar associations and other legal diversity organizations to offer firm's support of these networks

6 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS Already Completed Currently Addressing Not a Current Priority Increase the number of minority attorneys at the associate level Increase the number of minority attorneys at the partnership level Increase the number of minority attorneys in leadership positions Focus on strengthening firm's mentoring program for minority attorneys Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equal access/inclusion on top client matters INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS Already Completed Currently Addressing Not a Current Priority Institute a formal part-time policy that addresses partnership prospects Increase the number of women at the associate level Increase the number of women at the partnership level Increase the number of women in leadership positions Focus on strengthening firm's mentoring program for women Manage/monitor allocation of work assignments and/or hours billed to ensure women have equal access/ inclusion to top client matters

7 Law Firm Diversity Initiatives INITIATIVES SPECIFICALLY FOR OPENLY GLBT ATTORNEYS Already Completed Currently Addressing Not a Current Priority Offer same-sex domestic partners the same benefits available to married individuals Increase the number of GLBT attorneys at the associate level Increase the number of GLBT attorneys at the partnership level Increase the number of GLBT attorneys in leadership positions Ensure that EEO and non-discrimination policies specifically address gender identity INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES Already Completed Currently Addressing Not a Current Priority Increase the number of attorneys with disabilities at the associate level Increase the number of attorneys with disabilities at the partnership level Increase the number of attorneys with disabilities in leadership positions Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

8 Pipeline Initiatives Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting them in pursuing such opportunities? Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law Fund scholarships for minority high school or college students tor 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. Our comprehensive educational platform seeks to introduce elementary, high school, and undergraduate students to the practice of law, and advance opportunities for women and minority law school students. Ron Brown Law Prep Program: Lawyers in our New York office serve as mentors from underrepresented backgrounds, provides workshops and training on legal matters, and places these students as interns with law firms and other legal offices. Young 's Leadership Network: Our New York office volunteers with the Young 's Leadership Network, a non-profit organization that "supports programs to help urban youth break the cycle of poverty through college readiness and college access." Lawyers serve as mentors to girls from nearby schools, and the firm hosts an annual mock trial program. In Legal Color: is a non-profit organization whose mission is to diversify America's law schools by providing minority candidates with the information and resources necessary to succeed in the legal profession. Through In Legal Color, our Los Angeles office has hosted students from Frederick Douglas Charter High School for a special workshop on empowerment and entrepreneurism. The Secondary School for Law: The New York office has a long-standing relationship with The Secondary School for Law, a 6th-12th grade school in Brooklyn, New York whose educational curriculum and enrichment programs focus on developing young leaders in the areas of law and public service. Paul Hastings Pre-Law toring Program: Developed by our Atlanta Office Diversity Ally Network in collaboration with Morehouse College, the program aims to increase the pipeline of diverse law school candidates by providing opportunities for participating students to interact with law firm professionals.

9 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Harvard, Columbia, Yale, University of Pennsylvania (note: this list excludes resume collection schools) Other private schools: Georgetown, Fordham, University of Southern California, Duke, Stanford, Vanderbilt, University of San Diego, New York University, George Washington University, Northwestern, University of Chicago, University of Virginia, Emory University (note: this list excludes resume collections) Public state schools: University of California Los Angeles, University of California Berkeley (Boalt Hall), University of California Hastings, University of California Davis, University of Texas, University of Michigan, University of Georgia (note: this list excludes resume collection schools) Historically Black Colleges and Universities (HBCUs): Howard University Diversity job fairs: Southeastern Minority Job Fair, National LGBT Bar Association Lavender Law Fair, Bay Area Diversity Job Fair (note: this list excludes resume collection schools) 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? Paul Hastings attorneys participate in numerous firm-related and school-sponsored recruiting and diversity recruiting programs throughout the year designed for first-year students. Examples include career fairs, practice area panels, career counseling, mock interviews, and receptions hosted by our diversity affinity groups. The firm also sponsors events and programs hosted by diversity student organizations and career services offices at various law schools.

10 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 2 Asian 7 10 Total * Summer associates who received an offer of full-time employment White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 1 Asian 7 9 Total OFFERS ACCEPTED* (2014) NEITHER ACCEPTED NOR DECLINED (2014) * Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-time employment because of postgraduate clerkship/fellowship White/Caucasian African-American/Black 1 1 Hispanic/Latino 1 1 Asian 6 9 Total White/Caucasian 0 0 Asian 1 0 Total 1 0

11 Recruitment - Lateral Associates and Partners Paul Hastings LLP LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 1 Asian 6 5 Total White/Caucasian 3 2 Asian 1 0 Total 4 2 LATERAL PARTNER HIRES* (2014) NEW PARTNERS PROMOTED* (2014) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 12 1 Hispanic/Latino 1 0 Asian 1 0 Total 14 1 White/Caucasian 6 1 Asian 1 1 Total 7 2 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 8 0 Asian 1 0 Total 9 0

12 Recruitment - Lateral Associates and Partners Paul Hastings LLP What activities does the firm undertake to attract diverse attorneys? Partner programs with women, minority, gay/lesbian or disability-focused bar associations Participate at diversity job fairs Attend events at diversity legal organizations Seek referrals from other attorneys Utilize online job services (e.g., MCCA Job Bank) Hire recruiting professional who specializes in identifying diverse candidates Other (please specify) Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)? Yes If yes, are any of these executive recruiting/search firms women and/or minority-owned? Yes If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: Villasenor & Associates; David Carrie LLC; Greene-Levin-Snyder LLC; Triumph Search Consultants, Inc.; Swan Legal Search; Lauren Altman Whiting; SJL Attorney Search LLC; Footprint Legal Limited; BerzConsult; Corrao Miller Wiesenthal; McCormack Schreiber Legal Search, Inc.; Sitcov Director Incorporated; Ryder Smith Legal Search, LLC

13 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 ST-YEAR ASSOCIATES White/Caucasian 3 2 Hispanic/Latino 2 1 Asian 1 2 Total 6 5 2ND-YEAR ASSOCIATES White/Caucasian 5 6 Hispanic/Latino 1 1 Asian 1 2 Individuals with disabilities 0 1 Total 7 9 3RD-YEAR ASSOCIATES White/Caucasian 4 7 African-American/Black 0 1 Asian 2 7 Multiracial 0 1 Total TH-YEAR ASSOCIATES White/Caucasian 6 6 Asian 0 2 Multiracial 2 0 Total 8 8 5TH-YEAR ASSOCIATES White/Caucasian 6 6 African-American/Black 1 0 Asian 5 2 Multiracial 1 2 Openly GLBT 0 1 Total TH-YEAR ASSOCIATES White/Caucasian 3 3 African-American/Black 1 0 Hispanic/Latino 0 2 Asian 2 2 Openly GLBT 1 0 Total 6 7

14 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 TH-YEAR ASSOCIATES White/Caucasian 5 6 African-American/Black 1 0 Asian 0 0 Total 6 6 8TH-YEAR PLUS ASSOCIATES White/Caucasian 5 4 Asian 0 0 Openly GLBT 2 0 Total 5 4 OF COUNSEL White/Caucasian 4 1 Hispanic/Latino 1 0 Asian 0 0 Total 5 1 NON-EQUITY PARTNERS White/Caucasian 1 0 Asian 1 0 Total 2 0 EQUITY PARTNERS White/Caucasian 8 2 Alaska Native/American Indian 1 0 Asian 0 0 Total 9 2

15 Retention and Professional Development Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys. Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, gay/lesbian attorneys, or individuals with disabilities) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity and greater inclusion of non-white men and women in firm leadership Work with diverse attorneys to develop career advancement plans Introduce diverse attorneys to key clients, including to lead engagements Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly non-white attorneys (i.e., minority attorneys, for whom research indicates a greater inclusion problem), are not being excluded: Strengthen mentoring program for all attorneys Professional skills development program for all attorneys Provide a gender-neutral parental leave policy that covers adoptions Other (please specify) Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes What impact, if any, will the decision to work part time have on an attorney's ability to make a partner, or if already a partner, to remain a partner at your firm? All attorneys working reduced hours schedules are eligible for election to the partnership based on the same criteria applicable to full-time attorneys. There is no period of time in which participants must return to full-time status prior to election. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? Partners are not eligible for alternative work schedules (part-time status). However, all attorneys, including partners, are eligible for the firm's Time Off Policy (TOP), which allows for unlimited time off with full pay, no effect on benefit plan participation, and with no other adverse consequences.

16 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2014) Total (full and part-time) Associates Of counsel Non-equity partner Equity partner

17 Management Demographic Profile F I R M W I D E C O M M I T T E E S EECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE* * Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent White/Caucasian 10 6 Asian 0 0 Total 10 6 White/Caucasian 8 1 African-American/Black 1 1 Hispanic/Latino 0 1 Asian 0 0 Multiracial 0 1 Openly GLBT 0 1 Total 9 4 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 3 1 Asian 0 0 Total 3 1 White/Caucasian 8 6 Hispanic/Latino 1 0 Asian 3 0 Total 12 6 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 3 10 African-American/Black 1 0 Hispanic/Latino 1 0 Asian 1 1 Openly GLBT 1 2 Total 6 11

18 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 (2014) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities GLBT attorneys Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in the following format: Attorney, Office location/practice group/committee (No. of attorneys in office/practice group/committee). U.S. OFFICE HEADS How many offices does your firm have in the United States? 10 Minorities heading offices: Steven Park, Chair, ATL (46); Elena Baca, Chair, LA (130); Edward Han, Vice- Chair, PA (42); Carl Sanchez, Chair, SD (26); Beni Surpin, Vice- Chair, SD (26) heading offices: Robin McGrath, Vice-Chair, ATL (40); Elena Baca, Chair, LA (127); Claudia Simon, Vice-Chair, LA (127); Katherine Bell, Vice-Chair, OC (38); Melanie Rupert, Vice-Chair, NY (252); Holly House, Vice-Chair, SF (62); Tara Guinta,Vice-Chair, WDC (121) GLBT attorneys heading offices: Elena Baca, Chair, LA (130); Individuals with disabilities heading offices: 0 PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Dennis Ellis, Complex Litigation and Arbitration (53); Carl Sanchez, Mergers & Acquisitions (68); Preston Ratliff, Litigation New York (84); William Whitner Litigation Atlanta (11); Maria Audero Employment Law Los Angeles (31); Reinaldo Pascual Corporate Law Atlanta (17); heading practices: Jennifer Yount, Finance & Restructuring (60); Maria Audero Employment Law Los Angeles (31); Teri O'Brien-Ratto Corporate San Diego (14); Leslie Dent Employment Law Atlanta (4); Donna Melby Employment Law Los Angeles (31); Mary Dollarhide Employment Law San Diego (6); Carson Sullivan Employment Law Washington DC (16); Nancy Iredale Tax Los Angeles (6); Elizabeth Noe, Chair, Global Corporate Department (413); Leslie Abbott, Vice-Chair, Global Employment Law (101) GLBT attorneys heading practices: 0 Individuals with disabilities heading practices: 0 COMMITTEE LEADERS Minorities heading committees: William Whitner, Chair, Diversity Committee (21); Alexander Lee, Chair, Global Attorney Development Committee (79) heading committees: Teri O'Brien-Ratto Chair, Global Attorney Development Committee (79); Jamie Broder, Chair, Corporate Social Responsibiltiy Committee & Chair, Pro Bono & Community Committee (44); Leigh Ryan, Chair, Global Attorney Recruiting Committee (17) Jodi Kleinick, Chair, Partnership Evaluation Committee (11) ; Eve Coddon, Chair, Professional Responsibility Committee (26) GLBT attorneys heading committees: 0 Individuals with disabilities heading committees: 0

19 The Firm Says To us, it's just smart business to build teams rich in talent, experiences, and creativity. As business challenges become more complex, solving them requires calling on the broadest range of perspectives and views. We view diversity as the fuel for innovation and growth, and build diverse teams that reflect our global clients and practice. It's also about inclusion, nurturing an environment where everyone can feel safe to be their authentic selves and contribute their personal best. We foster a culture of innovative and an inclusive environment that allows our people to be themselves and bring their diverse perspectives to the table. The firm's comprehensive diversity and inclusion plan for 2015 includes the integration of the following operations: The Paul Hastings Global Diversity Committee (DC) comprises partners, practice group leaders, senior administrative directors, and the firm's managing partner who are all committed advocates for a culture of diversity and inclusion. The committee is charged with developing the firm's strategic direction for diversity and the adoption of policies and programs that support further development and achievement of the firm's diversity and inclusion goals. Committee members serve as "Diversity Champions" in their respective offices and practice groups as well as within their own backgrounds and cultures. Diversity Recruiting: Paul Hastings seeks motivated and qualified individuals with diverse backgrounds who possess leadership skills and excellent academic records to consider a career with our firm. We recognize the importance of hiring the finest lawyers available, which is why Paul Hastings hosts panel discussions, career workshops, receptions, and job fairs around the country for diverse law students to acquaint them with our culture, firm personnel, our practice areas, and to give them insight about the important skills they will need to transition from student to associate. Employee Resource Groups: The Paul Hastings Attorney Networks (PHANs) serve as a resource and opportunity for mentoring, networking, and the professional development of women, lawyers of color, LGBTA, and other affinity groups. We continue to establish these networks and now have 26 PHANs around the world including 14 women's networks, five diversity ally networks, three networks for lesbian/gay/bisexual/trans-gendered lawyers and their allies, and three networks that focus on the cultural implications of conducting business transactions in Asia, Latin America, and Canada. The breadth of our program underscores our firm's commitment to build upon our globally diverse and inclusive culture through a wide range of programs and events. PHAN leaders have developed sophisticated programming in support of the firm's diversity recruiting, professional development, and retention goals. Additional programming includes leadership development and empowerment exercises for female and other diverse lawyers 's Initiative: The mission of Paul Hastings Initiative is to ensure a platform for success for women inside and outside the firm. The Initiative includes a broad spectrum of programs that supports the firm's overall strategy to increase the number of women in the partnership. The primary tenets of the initiative are: global sponsorships of and alliances with women's organizations, promoting the growth and expansion of our women's attorney networks (PHANs), increasing communication and marketplace visibility of our women leaders, and hosting an ongoing series of women-focused professional development and leadership events. Talent & Leadership Development: A learning continuum of programs, trainings, practical learning experiences, and coaching focused on developing required leadership skills and increase the visibility and networking opportunities for the firm's key talent. Participants come away equipped with the experience and skills needed to achieve excellence. Diversity Pipeline Initiatives The firm's diversity pipeline programs are designed to enhance the diversity of the communities where we live and work and the broader legal profession. Through our partnerships with non-profit organizations and both public and private schools, we are investing in the next generation of women, LGBTA, disabled, and minority lawyers. Outside of the firm, our strategy focuses on investments in the diverse legal community and expanding our relationships with clients that share our commitment to diversity and inclusion. In our ongoing commitment, we have established strategic alliances with partners around the world to enhance our programs, including Catalyst, Corporate Counsel of Color, the Asian American Legal Defense & Education Fund, various diversity bar and law student associations, and research and advocacy groups such as the Williams Institute.