Gray Plant Mooty NUMBER OF ATTORNEYS 2016 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

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1 500 IDS Center 80 South 8th Street Minneapolis, MN Phone: Fax: LOCATIONS St. Cloud, MN: 1010 W. St. Germain, Suite 500, St. Cloud, MN Washington DC: The Watergate Suite 700, 600 New Hampshire Ave NW, Washington, DC Fargo, ND: 210 N Broadway Dr., Fargo, ND DIVERSITY LEADERSHIP Head(s) of Firm: Sarah Duniway, Managing Officer; Charles K. Maier, Managing Officer Diversity team leader(s): James M. Schroeder, Chair, Firm Culture & Diversity Committee NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2015 Firmwide U.S. offices only

2 Law Firm Demographic Profile Does your firm have more than one tier of partnership? No ASSOCIATES (2015) SUMMER ASSOCIATES (2015) White/Caucasian African-American/Black 2 3 Asian 0 2 Total White/Caucasian 2 4 African-American/Black 0 1 Asian 0 1 Total 2 6 EQUITY PARTNERS (2015) NON-EQUITY PARTNERS (2015) White/Caucasian African-American/Black 1 0 Hispanic/Latino 1 1 Alaska Native/American Indian 0 1 Asian 1 0 Individuals with disabilities 3 2 Total White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Individuals with disabilities n/a n/a Total n/a n/a The firm does not have Non-Equity Partners. OF COUNSEL (2015) NEW HIRES (2015) White/Caucasian Individuals with disabilities 2 1 Total White/Caucasian 8 13 African-American/Black 0 3 Asian 0 1 Total 8 17

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Diversity is a core element of our strategic plan. The importance of diversity is communicated at our firm through our intranet, web-site, s, training programs, annual report, employee meetings with outside diversity speakers, and diversity events. Who has primary responsibility for leading diversity initiatives at your firm? James M. Schroeder, Chair, Firm Culture and Diversity Committee Does your law firm currently have a diversity committee? Yes If yes, does the committee's representation include one or more members of the firm's management/executive committee (or equivalent)? Yes If yes, how many attorneys are on the committee, and in 2015, what was the total number of hours collectively spent by the committee in the furtherance of the firm's diversity initiatives? Total attorneys on committee: 6 Total hours spent on diversity: [No response] Comments: Our firm does not track hours for specific committee activities. The Firm Culture & Diversity Committee meets on a regular monthly basis. In addition, committee members participate in subcommittees regarding strategic planning, web site development, and firm diversity events. Committee members also participate in the firm's 1L minority program recruitment process, contribute to the diversity data in our Annual report, and participate in retention initiatives. 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? Monthly How is the firm's diversity committee and/or firm management held accountable for achieving results? The committee submits progress reports on initiatives to the firm's Board of Directors. Diversity is a core element of our firm's strategic plan the Board reviews our performance at its monthly meetings. Is your firm minority-owned or women-owned? No

4 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

5 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 Other (please specify): Retention Initiative

6 Law Firm Diversity Initiatives 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 Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on an employee's gender. Our initiatives are aimed at increasing the pool of women candidates as well as encouraging retention in women lawyers.

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 Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on an employee's sexual orientation. Our initiatives are aimed at increasing the pool of GLBT candidates as well as encouraging retention in GLBT lawyers.

8 Law Firm Diversity Initiatives 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 Other (please specify): Minnesota law prohibits decisions relating to the terms & conditions based on an employee's disability. Our initiatives are aimed at increasing the pool of disabled candidates as well as encouraging retention in disabled lawyers.

9 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. Since 2010, Gray Plant Mooty has been a sponsor of a Minnesota Urban Debate League Summer Fellow program. This fellowship program gives a high school student an opportunity to observe Gray Plant Mooty attorneys in action to get a snapshot of what it is like to be a lawyer. The Minnesota Urban Debate League serves young people in Minneapolis and St. Paul through academic competitive debate. The League has been hailed as "the diversity program that works" in building the future pipeline of leaders in the legal field. Since 2008, Gray Plant Mooty has partnered with the Cristo Rey Network, which provides a faith-based, college preparatory education to economically disadvantaged young people in urban communities. Administered through the local Hire4Ed program, students attend school four days each week, then work in a corporate office on the fifth day to help pay for their education. GPM hosts students through this initiative, helping them learn basic job skills that are critical to future success. GPM participates in STEP-UP Achieve, part of the City of Minneapolis STEP-UP program, that connects businesses with the next generation of talented and diverse workers, provides critical job training and hands-on experience for young people in Minneapolis. One of the country's top youth employment programs, STEP-UP Achieve places 800 young people (ages 16-21) each year in paid internships with 150 top Twin Cities companies, nonprofits and public agencies, providing work readiness training, on-the-job experience, professional connections and ongoing support. ALAMN Annual Diversity Career Fair: GPM participates in the Association of Legal Administrators -MN Chapter's annual career fair. The career fair is for high school students to learn about the legal profession and to encourage them to think about a career as a legal professional.

10 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: No Other private schools: Yes, University of St. Thomas, Mitchell Hamline Public state schools: Yes, University of Iowa, University of Minnesota, University of Wisconsin, University of North Dakota Historically Black Colleges and Universities (HBCUs): No Diversity job fairs: Yes. The Minnesota Minority Recruitment Conference 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) Gray Plant Mooty was one of the founders of Twin Cities Diversity in Practice, a distinguished group of area law firms and corporations collaborating on strategies to hire, retain, and advance attorneys of color in the Twin Cities. Gray Plant Mooty demonstrates its support for this organization with attorney and staff involvement in various events and initiatives. Sarah Duniway, Managing Officer and Al Coleman, Principal Shareholder sit on the Twin Cities Diversity in Practice board of directors. As one of a handful of law firms involved in the launch of the organization in 2006, Gray Plant Mooty has maintained a seated board representative with Twin Cities Diversity in Practice in each of the past nine years. Gray Plant Mooty attorneys and staff participate in the "Ambassador Kick Off" event. This Twin Cities Diversity in Practice event, designed for first-year students of color from area law schools, helps those individuals prepare for fall on-campus interviews. It also gives the students an opportunity to network with attorneys who specialize in certain practice areas. Gray Plant Mooty attorneys and staff also participated in Twin Cities Diversity in Practice's Minnesota Minority Recruitment Conference. Our firm sponsors a first-year internship program for law students of color. See below for more information. Do you have any programs specifically targeted at first-year students? Gray Plant Mooty was the first law firm in Minneapolis to have a Minority Summer Associate Program for talented first year minority law students. The program has been going strong since Summer associates participate in legal projects, training sessions, and social outings under the watchful eye of attorney mentors. In turn, Gray Plant Mooty gains positive exposure to a diverse talent pool. The firm also participates in the Twin Cities Diversity in Practice 1L Rotation Clerkship program. This program pairs a law firm with a corporate law department and allows a first-year student an opportunity to experience both a traditional law firm clerkship along with that of working in an in-house law department.

11 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2015) OFFERS MADE* (2015) White/Caucasian 2 4 Total 2 4 * Summer associates who received an offer of full-time employment White/Caucasian 2 3 Total 2 3 OFFERS ACCEPTED* (2015) NEITHER ACCEPTED NOR DECLINED (2015) * 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 2 3 Total 2 3 White/Caucasian 0 0 Total 0 0

12 Recruitment - Lateral Associates and Partners Gray Plant Mooty LATERAL ASSOCIATE HIRES (2015) LATERAL OF COUNSEL HIRES (2015) White/Caucasian 4 5 African-American/Black 0 1 Asian 0 1 Total 4 7 White/Caucasian 3 6 Total 3 6 LATERAL PARTNER HIRES* (2015) NEW PARTNERS PROMOTED* (2015) * Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank White/Caucasian 0 0 Total 0 0 White/Caucasian 6 5 Total 6 5 NEW EQUITY PARTNERS* (2015) * Whether hired laterally or promoted from within White/Caucasian 6 5 Total 6 5

13 Recruitment - Lateral Associates and Partners Gray Plant Mooty 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)? No If yes, are any of these executive recruiting/search firms women and/or minority-owned? Not applicable 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: Not applicable

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 ST-YEAR ASSOCIATES White/Caucasian 0 0 Total 0 0 2ND-YEAR ASSOCIATES White/Caucasian 0 1 Total 0 1 3RD-YEAR ASSOCIATES White/Caucasian 0 1 Total 0 1 4TH-YEAR ASSOCIATES White/Caucasian 0 0 Total 0 0 5TH-YEAR ASSOCIATES White/Caucasian 0 0 Total 0 0 6TH-YEAR ASSOCIATES White/Caucasian 1 0 Total 1 0

15 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 0 0 Total 0 0 8TH-YEAR PLUS ASSOCIATES White/Caucasian 0 0 Asian 0 1 Total 0 1 OF COUNSEL White/Caucasian 3 2 Total 3 2 NON-EQUITY PARTNERS White/Caucasian n/a n/a African-American/Black n/a n/a Hispanic/Latino n/a n/a Alaska Native/American Indian n/a n/a Asian n/a n/a Native Hawaiian/Pacific Islander n/a n/a Multiracial n/a n/a Individuals with disabilities n/a n/a Total n/a n/a The Firm does not have Non-equity partners EQUITY PARTNERS White/Caucasian 8 0 Total 8 0

16 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? The decision to work part time does not automatically have an impact on an attorney's timing to make partner. Each situation is unique and is examined on a case-by-case basis, including such factors as the length of time on part-time status, total hour commitment, experience and personal performance. How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 21

17 Retention and Professional Development PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS (2015) Total (full and part-time) Associates Of counsel Non-equity partner n/a n/a n/a n/a Equity partner

18 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 7 2 Total 7 2 White/Caucasian 4 5 Hispanic/Latino 1 0 Total 5 5 PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent White/Caucasian 7 2 Total 7 2 White/Caucasian 3 2 Asian 1 0 Total 4 2 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 2 3 Asian 0 1 Total 2 4

19 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 (2015) U.S. office heads Practice group/ department leaders Committee leaders Total number of positions Number of such positions held by: Minorities GLBT attorneys n/a n/a n/a 0 Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses in the following format: Attorney, Office location/practice group/committee (No. of attorneys in office/practice group/committee). U.S. OFFICE HEADS How many offices does your firm have in the United States? 4 Minorities heading offices: 0 heading offices: Sarah Duniway, Minneapolis (186) GLBT attorneys heading offices: Firm does not track Individuals with disabilities heading offices: 0 PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: 0 heading practices: Jennifer Reedstrom Bishop, Health & Non-Profit Organizations Practice Group (12); Ann Burns, Trust, Estate & Charitable Planning Practice Group (25); Jennifer Debrow, Intellectual Property, Technology & Privacy Practice Group (10); Kathi Wright, Employee Benefits & Executive Compensation Practice Group (8); Virginia Schubert, Employee Benefits & Executive Compensation Practice Group (8); Kathryn Nash, Labor, Employment and Higher Education Practice Group (13) GLBT attorneys heading practices: Firm does not track Individuals with disabilities heading practices: 0 COMMITTEE LEADERS Minorities heading committees: 0 heading committees: Kathryn Nash, Attorney Personnel (6); Joy Anderson, ProBono Committee (9); Dorrie Larison, Pro Bono Committee (9); Julia Offenhauser, GPM Foundation (10) GLBT attorneys heading committees: Firm does not track Individuals with disabilities heading committees: 0

20 The Firm Says Maintaining a collaborative and inclusive firm culture and increasing diversity is one of the four pillars of Gray Plant Mooty's strategic plan. It is in the best interest of our firm and our clients to have a workforce that is highly qualified and richly diverse but that doesn't happen by good intentions alone. At Gray Plant Mooty, we have worked hard and established deep roots that reflect our company's culture one that is an integral part of and respects the community in which we live. Part of that culture is a commitment to inclusiveness and diversity, and the role in plays both inside and outside of our firm, including internal diversity initiatives, sponsorships, community involvement, and awards. The following are examples of our efforts: Diversity Initiatives As one of the first firms in the Twin Cities to formalize the pursuit of diversity, Gray Plant Mooty (GPM) established its firm Culture & Diversity Committee in The committee meets monthly to cultivate key values that promote a diverse workforce: respect, belonging, support, and generosity. Each year, GPM sponsors or participates in a number of activities that celebrate an array of cultural and ethnic backgrounds. For example, each year during the firm's Heritage Food Sampler event, employees cook and bring in dishes with special cultural, ethnic, or family significance to share with colleagues. GPM brings speakers on a quarterly basis to present on a variety of diverse subjects. They are popular with attorneys and staff. Another in-house program includes diversity training initiative for employees led by an outside facilitator. This program covers demographic trends affecting the national workplace and legal professions, and engages employees in role-playing exercises to help promote inclusion and understanding. GPM also offers diversity training to clients. The firm, in partnership with Theatre at Work, developed "Your Face Here"-a theater-based training program moderated by Gray Plant Mooty attorneys. Using professional actors in scenes that blend humor and drama, the program focuses on age, disability, gender, national origin, race, and sexual orientation bias in the legal workplace. Reaching Outside of the Firm Targeted diversity efforts include sponsoring first-year internship programs for law students of color and other diversity candidates, and aggressively recruiting to reach out to candidates of all backgrounds. Since 1994, GPM has had a 1L minority Summer Associate program and has reached out to and hired first-year minority law students through this program. GPM has also participated, in Twin Cities Diversity in Practice 1L Summer Associate program. Since 2005, GPM has been a founding member of the Twin Cities Diversity in Practice, a consortium of Twin Cities area law firms and corporations that collaborate on strategies to hire, retain and advance attorneys of color. GPM is a member of the Leadership Council on Legal Diversity (LCLD) and supports attorney participation in the Fellows program. LCLD Fellows program is an ambitious, highly structured initiative built to increase diversity at the leadership levels of the nation's law firms and corporate legal departments. GPM currently has an attorney participating in the LCLD Fellows program. The firm also participates in ongoing diversity learning opportunities, including, the Minnesota Urban Debate League Summer Fellowship, Step-Up Achieve, Cristo Rey High School program and the ALAMN Diversity Career Fair. Encouraging Community Involvement GPM is active in numerous organizations that promote diversity in the legal profession as well as the business community. The firm is proud of its attorneys' involvement in the Twin Cities Committee on Minority Lawyers in Law Firms, MN Minority Recruitment Conference, Human Rights Campaign, Japan America Society of MN, Helping Paws MN, MN Association of Black Lawyers, MN Lawyers and the Central MN Chapter of MN Lawyers, National Asian Pacific American Bar Association, MN Hispanic Bar Association, MN Lavender Bar Association, MN American Indian Bar Association, the MN Hispanic and Black Chambers of Commerce, and the NAACP-St. Cloud. GPM is very active in pro bono work, including work for the Children's Law Center and Immigrant Law Center of Minnesota. Attorneys in the Washington, DC, office are involved in the DC and National Hispanic Bar Association, the Asian Pacific American Bar Association, the 's Bar Association, 's Franchise Network, Lady Lawyers' League, and the St. Andrew's Episcopal School Parent Diversity Committee. In addition, the Culture & Diversity Committee and the GPM Foundation financially contribute to many diversity events and galas in the cities where we have offices. Another in-house program is Creating Great Communities. GPM allows attorneys and staff the equivalent of one full work day to volunteer in the community. Giving back to the community is very important to GPM. This program gives attorneys and staff an opportunity to work side by side in the community to help make difference. Awards In recognition of our ongoing commitment, GPM has been a recipient of the Hennepin County Bar Association's Diversity Award, as well as the Minnesota Cultural Diversity Center's Sharing Diversity Champion of the Year Award. In addition, we have individual attorneys who also strive to make a difference by reaching out in their own way. For example, attorney Adam Nathe has been named the Minnesota Minority Small Business Champion of the Year (2013) by the U.S. Small Business Administration. The Minority Small Business Champion award is presented annually in each state to individuals who assist small businesses through outstanding advocacy efforts on behalf of minority-owned small businesses. Through all of our hard work and dedication, Gray Plant Mooty continues to make a difference in the community by building inclusiveness and diversity into the DNA of our workplace. As the oldest law firm in Minnesota, you can count on us to continue these efforts and so many more for years to come.