Sidley Austin LLP NUMBER OF ATTORNEYS 2015 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

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1 One South Dearborn Chicago, IL Phone: Fax: LOCATIONS Beijing, Boston, Brussels, Chicago, Dallas, Geneva, Hong Kong, Houston, London, Los Angeles, New York, Palo Alto, San Francisco, Shanghai, Singapore, Sydney, Tokyo, Washington D.C. DIVERSITY LEADERSHIP Head(s) of Firm: Carter G. Phillips, Chair, Executive Committee; Larry Barden, Chair, Management Committee Diversity team leader(s): Catherine M. Valerio Barrad, Co-Chair, Diversity Committee; Walter C. Carlson, Co-Chair, Diversity Committee; Carlos A. Rodriguez, Co-Chair, Diversity Committee; Craig A. Griffith, Co-Chair, Diversity Committee; Laurin Blumenthal Kleiman, Co-Chair, Committee on the Retention and Promotion of ; Jennifer C. Hagle, Co-Chair, Committee on the Retention and Promotion of ; Maja C. Eaton, Co-Chair, Committee on the Retention and Promotion of NUMBER OF ATTORNEYS TOTAL NUMBER OF ATTORNEYS Currently As of December 31, 2014 Firmwide U.S. offices only

2 Law Firm Demographic Profile Does your firm have more than one tier of partnership? No ASSOCIATES (2014) SUMMER ASSOCIATES (2014) White/Caucasian African-American/Black Hispanic/Latino Alaska Native/American Indian 1 0 Asian Native Hawaiian/Pacific Islander 0 2 Multiracial Openly GLBT Total White/Caucasian African-American/Black 1 2 Hispanic/Latino 3 5 Asian 9 15 Multiracial 1 3 Openly GLBT 3 2 Total EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 5 4 Hispanic/Latino 5 4 Asian Multiracial 5 0 Openly GLBT 12 4 Total We do not maintain statistics on lawyers with disabilities 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 Openly GLBT n/a n/a Total n/a n/a OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian African-American/Black 5 2 Hispanic/Latino 1 4 Asian 7 6 Multiracial 1 1 Openly GLBT 4 0 Total White/Caucasian African-American/Black 6 8 Hispanic/Latino 5 8 Asian Multiracial 5 5 Openly GLBT 6 2 Total

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Establishing Executive Committee Task Forces to examine the experience of diverse and female lawyers at Sidley; making and implementing multiple recommendations to encourage recruitment, retention, and promotion of a diverse population of lawyers Personally participating in business development mentoring relationships with diverse partners, mentoring and sponsorship relationships with diverse associates, and participating in and leading diversity and inclusion programs and organizations Consistently building the diversity of firm leadership bodies and ensuring regular presentations and dialogue about diversity matters at: annual Town Halls; New Associate Orientation meetings; Mid-Level Associate Conference; presentations to partners and Group Heads; annual partner meetings; joint meetings of the chairs of recruiting, training, associate development and compensation and other committees; periodic meetings of associates and counsel; and elsewhere Taking into account group heads' and partners' personal contributions to the Firm's diversity and inclusion efforts in partner compensation process Leading coordination of Firm's diversity and inclusion efforts with marketing, recruitment, and mentoring programs across the Firm Establishing marketing initiatives to assist diverse partners in building their practices, such as regular cross-marketing teleconferences for diverse and female partners Building infrastructure of D&I staff in domestic offices to support ongoing initiatives Tracking time and expenditures supporting diversity initiatives to ensure lawyer engagement in initiatives and appropriate financial support locally and nation-wide Raising visibility and profile of firm's diversity and inclusion initiatives online, internally and in the larger community through a quarterly diversity and inclusion newsletter and digital features Promoting diversity programs and initiatives sensitive to local culture in offices outside the U.S. Who has primary responsibility for leading diversity initiatives at your firm? Sally Olson, Chief Diversity Officer 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: 46 Total hours spent on diversity: 9983 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 firm holds its Diversity Committee and Committee on Retention and Promotion of, as well as its diversity and inclusion staff, accountable by requiring regular inperson and written reports to firm management on a wide range of firm demographics. We regularly review headcounts and percentages of minority, female and LGBT lawyers at various levels; associate attrition rates; associate and partner productivity figures; the composition of summer associate classes and on-campus and callback interviewer teams; rates of promotion of minorities, women and LGBT associates into partnership; qualitative performance data and group rankings of associates; demographics of lateral recruitment; demographics of firm leadership and administrative bodies; the activity level of each Committee in each office; and third-party qualitative measures such as associate satisfaction surveys. Compensation and bonuses for both partners and staff involved in diversity and inclusion efforts are affected by the firm's progress toward greater diversity and inclusion. 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): The firm has a series of business development initiatives specifically with and for its minority, female and LGBT partners and partners with disabilities. These include a senior partner business development mentoring program for diverse partners; a program to track the composition of firm pitch teams and client service teams; a video conferencing program to encourage cross-marketing of our diverse partners to existing firm clients; and programs to increase the visibility of our diverse partners in the legal and business community. See section 8.1 for further discussion of our Enhanced toring Program for diverse associates.

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): Recently, we launched several programs to help women understand and develop sponsorship relationships with more senior lawyers. In our Los Angeles office, women partners have chosen sponsoring partners in their practices or related practices from other offices. In New York, we piloted a program for senior women associates about the difference between mentorship and sponsorship and Sidley's path to partnership. In addition, a program on the difference between mentorship and sponsorship was incorporated into our annual Mid-Level Associate Conference. The firm has also developed various guidelines for associates, Group Heads and other partners to assist in the transition into and back from parental leave and the implementation of reduced work schedules for associates, male or female. We are continuing an annual series of programs designed to help parents, especially first-time parents, navigate choosing childcare, tax issues related to same, and other practical aspects of making a reduced work schedule function well for all involved. In 2015, we will launch an online community where parents can connect and share resources. Our in Leadership programs help our female lawyers build relationships with clients and skills in leadership and business development.

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): Last year, Sidley put into place formal gender transition guidelines to further accommodate and welcome transitioning 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): We continue our program to make each Sidley office accessible to people with disabilities. We have retrofitted all exterior doors and bathrooms in our Washington, D.C. office and conducted some work in our San Francisco office. Other offices are also being retrofitted or modernized to improve accessibility.

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. In some U.S. cities, the firm has "adopted" a local school that serves students from low-income and/or minority communities. We work with the schools to provide basic necessities, as well as mentoring, tutoring and an introduction to the legal system. We annually support the progress of minority and LGBT students into law school through our signature pipeline program, the Sidley Prelaw Scholars Initiative. SPSI pays for an LSAT preparation course for up to 36 students each year, as well as application fees for up to 7 law schools. Scholars who complete program requirements and apply to law schools receive an additional grant in their senior year of college. In the summer before law school, Scholars attend an intensive preparatory course taught by Sidley lawyers, in-house counsel, judges and others in the field. Since 2008, SPSI has granted financial support to more than 220 college students who demonstrate academic promise and have financial need that might prevent them from enrolling in an LSAT preparatory course or law school. Six domestic offices run 1L Diversity torship Programs each summer for minority 1L students working in those cities. Sidley provides career-enhancing information and support focusing on how to navigate the on-campus interviewing process to obtain a law firm job. Recently, we have increased our outreach to diverse law student groups around the country. Sidley lawyers and staff take part in on-campus events, panel presentations and seminars hosted in partnership with affinity groups. Many offices are involved in local pipeline projects, including: the Chicago Debate Commission Summer Institute, Just the Beginning programs, Circuit Court of Cook County's Citywide Mock Trial Competition, the Constitutional Rights Foundation of Chicago's Lawyers in the Classroom program, the Law Magnet Program at Dorsey High School in Los Angeles, USC Fellows program, and Moot Court and Mock Trial teams for the Leadership and Public Service High School in NYC.

10 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia, Cornell, Harvard, Pennsylvania, Yale Other private schools: Chicago, Chicago-Kent, DePaul, Duke, Fordham, Georgetown, George Washington, Howard, Loyola (Chicago), Loyola (Los Angeles), New York University, Northwestern, Notre Dame, Santa Clara, USC, Southern Methodist, Stanford, Vanderbilt, Washington University Public state schools: Berkeley, UC Hastings, Houston Law Center, Illinois, Iowa, Michigan, Minnesota, Texas, Toronto, UCLA, Virginia, Wisconsin Historically Black Colleges and Universities (HBCUs): Howard Diversity job fairs: Cook County Bar Association Minority Job Fair, Lavender Law, Northeast BLSA Job Fair, Southeast Minority Job Fair, Vault Diversity Fair Do you have any special outreach efforts directed to encourage minority law students to consider your firm? Hold a reception for minority students Advertise in minority law student association publications Participate in or host minority law student job fairs Sponsor minority law student association events Firm lawyers participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other (please specify) Do you have any programs specifically targeted at first-year students? The firm holds spring diversity receptions for 1L students at various law schools, including Harvard, Northwestern, Stanford, and the University of Chicago. We also participate in many programs on the OCI process directed at 1L students, hosted by law school affinity groups. Associates' Diversity Committees work in most of our offices to run summer mentoring programs for selected 1L students at local law schools, to provide information to students about the recruiting process, to provide resume review and interview tips, to provide networking opportunities for 1Ls, and to give other practical assistance and support to diverse law students. In New York, the firm sponsors Practicing Attorneys for Law Students Program, Inc., through which we provide mentoring, substantive programs on the practice of law and other programs addressed to diverse 1Ls, as well as 2Ls and 3Ls. The Los Angeles office participates in the USC 1L Fellows Program, providing a diverse 1L with a 6- week summer internship. The Washington, D.C. office participates in the DC Road Show, a program in which African-American practicing lawyers meet with African-American law students (including 1Ls) at various schools around the country to encourage them to practice in DC when they graduate. The firm is a member of the Leadership Council for Legal Diversity, through which we sponsor an LCLD 1L Scholar each year that we hire 1Ls.

11 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian African-American/Black 1 1 Hispanic/Latino 3 4 Asian 9 15 Multiracial 1 3 Openly GLBT 3 2 Total * Summer associates who received an offer of full-time employment White/Caucasian African-American/Black 1 1 Hispanic/Latino 3 4 Asian 9 15 Multiracial 1 3 Openly GLBT 3 2 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 3 3 Asian 7 14 Multiracial 0 2 Openly GLBT 2 2 Total White/Caucasian 3 4 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 0 Openly GLBT 1 0 Total 3 4 Also includes those who have received associate offers but have not yet accepted pending completion of 4 year JD-MBA programs

12 Recruitment - Lateral Associates and Partners Sidley Austin LLP LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian African-American/Black 2 2 Hispanic/Latino 2 5 Asian 5 8 Multiracial 1 1 Openly GLBT 2 0 Total White/Caucasian 7 4 African-American/Black 2 1 Hispanic/Latino 0 0 Asian 2 1 Multiracial 1 1 Openly GLBT 2 0 Total 12 7 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 15 3 African-American/Black 1 0 Hispanic/Latino 0 0 Asian 2 0 Openly GLBT 0 0 Total 18 3 White/Caucasian 15 2 African-American/Black 0 1 Hispanic/Latino 0 0 Asian 0 2 Multiracial 1 0 Openly GLBT 2 0 Total 16 5 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 30 5 African-American/Black 1 1 Hispanic/Latino 0 0 Asian 2 2 Multiracial 1 0 Openly GLBT 2 0 Total 34 8

13 Recruitment - Lateral Associates and Partners Sidley Austin 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: Counsel Source; Collier Legal Search; Swan Legal Search; Mulholland Legal Recruiting; delsohn Legal. This list may not be all inclusive.

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 4 2 African-American/Black 0 1 Hispanic/Latino 0 0 Asian 1 1 Openly GLBT 2 0 Total 5 4 2ND-YEAR ASSOCIATES White/Caucasian 7 8 African-American/Black 0 0 Hispanic/Latino 0 1 Asian 2 3 Openly GLBT 0 1 Total RD-YEAR ASSOCIATES White/Caucasian 9 8 African-American/Black 2 1 Hispanic/Latino 0 1 Asian 2 2 Openly GLBT 0 0 Total TH-YEAR ASSOCIATES White/Caucasian 11 3 African-American/Black 2 0 Hispanic/Latino 1 2 Asian 2 3 Multiracial 1 0 Openly GLBT 1 0 Total TH-YEAR ASSOCIATES White/Caucasian 12 5 African-American/Black 0 1 Hispanic/Latino 0 1 Asian 1 1 Openly GLBT 0 0 Total TH-YEAR ASSOCIATES White/Caucasian 9 6 African-American/Black 0 1 Hispanic/Latino 0 0 Asian 1 3 Multiracial 1 2 Openly GLBT 1 0 Total 11 12

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 3 6 African-American/Black 0 0 Hispanic/Latino 0 2 Asian 0 2 Openly GLBT 1 0 Total TH-YEAR PLUS ASSOCIATES White/Caucasian 12 6 African-American/Black 2 0 Hispanic/Latino 1 0 Asian 0 2 Openly GLBT 0 0 Total 15 8 OF COUNSEL White/Caucasian 7 4 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 0 0 Multiracial 0 1 Openly GLBT 2 0 Total 7 5 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 Openly GLBT n/a n/a Total n/a n/a EQUITY PARTNERS White/Caucasian 11 5 African-American/Black 0 0 Hispanic/Latino 0 0 Asian 1 0 Openly GLBT 1 0 Total 12 5

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) Our Enhanced toring Program encourages work flow and feedback from senior partners to diverse associates; diverse partner business development initiatives; internal programs that promote networking opportunities for women and diverse lawyers with each other and with male and non-diverse lawyers in the firm; promotion of women and diverse lawyers for speaking and publication opportunities; support for succession planning with retiring partners. Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: Any Sidley lawyer may work a reduced schedule for proportional compensation. Over the past several years, we have conducted a series of panel presentations in most of our U.S. and some EU offices on how to work a reduced schedule successfully. These panels featured female associates and partners who have successfully worked a reduced schedule and practice group leaders who have successfully managed lawyers working reduced schedules. 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? None How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 22

17 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 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 22 5 African-American/Black 1 1 Hispanic/Latino 1 0 Asian 1 0 Openly GLBT 0 1 Total 25 6 White/Caucasian African-American/Black 2 1 Hispanic/Latino 1 2 Asian 5 3 Multiracial 1 0 Openly GLBT 1 1 Total PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE* * Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent 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 Openly GLBT n/a n/a Total n/a n/a White/Caucasian African-American/Black 1 0 Hispanic/Latino 1 0 Asian 0 3 Multiracial 1 0 Openly GLBT 2 1 Total ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian African-American/Black 4 3 Hispanic/Latino 3 5 Asian 7 7 Openly GLBT 3 4 Total 31 67

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 (2014) 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 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? 9 Minorities heading offices: Ostolaza,Yvette, Dallas (61). heading offices: Sharon R. Flanagan, San Francisco (59); Ostolaza,Yvette, Dallas (61) GLBT attorneys heading offices: 0 Individuals with disabilities heading offices: [No response] PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Practice Group Heads: Lum,Dale W., Global Finance (106); Ostolaza,Yvette, Complex Commercial Litigation (23); Pole,Debra E., Product Liability & Mass Torts Litig. (28); Sanchez,Jose F., Securities & Derivatives Enforcement & Regulatory (66); Taylor,Byron F., Environmental Law (24). Practice Area Coordinators: Choi,Paul L., M&A (100); Ostolaza,Yvette, Complex Commercial Litigation (210); Pole,Debra E., Products Liability (31); Qasim,Imad I., Cross PAT - REITs. heading practices: Practice Group Heads: Barzilai,Laura M., Tax (51); Brody,Sara B., Litigation (271); Dickstein,Beth J., EE Benefits (16); Fontana,Angela, Global Finance (106); Hagle,Jennifer C., Corporate & Finance (17); Klasmeier,Coleen, Food & Drug Law (25); Lazerson,Wendy M., Employment & Labor Law (38); Ostolaza,Yvette, Complex Comm Lit (23); Pole,Debra E., Product Liability & Mass Torts Lit (28); Praitis,Judith M., Environmental Law (24); Stone,Susan A., Ins & Financial Svcs (65); Thayer,M. Patricia, Litigation - IP (89). Practice Area Coordinators: Barzilai,Laura M., Tax (45); Brody,Sara B., Securities & Shareholder Lit (33); Dickstein,Beth J., EE Benefits (15); Dunne,Kimberly A., White Collar: Govt Lit & Investigations (50); Eaton,Maja C., Products Liability (31); Fiala,Marie L., Antitrust/Competition (33); Fiala,Marie L., Cross PAT - Energy; Flanagan,Sharon R., Cross PAT - Technology; Fontana,Angela, Private Equity (23); Gourley,Sara J., Products Liability (31); Gregory,Holly J., Corporate Governance & Exec Comp (8); Harrison,Holly A., Complex Comm Lit (210); Klasmeier,Coleen, Food, Drug & Medical Device Reg (11); Kleiman,Laurin Blumenthal, Invest. Funds, Advisers & Deriv (97); Marshall,Deborah A., Emerging Companies & Venture Capital (12); Ostolaza,Yvette, Complex Comm Lit (210); Pesch,Ellen P., Cross PAT OTC Derivatives; Pole,Debra E., Products Liability (31); Popp,Karen A., White Collar: Govt Lit & Investigations (50); Praitis,Judith M., Environmental (23); Rea,Anne E., ERISA Lit (3); Schubert,Elizabeth M., Cross PAT - Investment Funds; Schubert,Elizabeth M., Cross PAT OTC Derivatives; Sheppard,Hille R., Cross PAT - Prof Svcs; Sheppard,Hille R., Securities & Shareholder Lit (33); Spencer,Anna L., Privacy, Data Security & Information Law (6); Stone,Susan A., Cross PAT - Insurance; Stone,Susan A., Ins/Reinsurance Disputes (7); Thayer,M. Patricia, Cross PAT - Life Sciences; Thayer,M. Patricia, IP Litigation (86); Zargarof,Jennifer B., Labor, Employment & Immigration (40) GLBT attorneys heading practices: Popp,Karen A., White Collar: Government Litigation & Investigations (50); Individuals with disabilities heading practices: [No response] COMMITTEE LEADERS Minorities heading committees: Contreras-Camua,Aimee M., Diversity (39); Gandhi,Samir A., Firmwide Marketing and Practice Development (26); Garcia,Yolanda C., Diversity (39); Griffith,Craig A., Assignment and Compensation of Associates (60); Griffith,Craig A., Diversity (39); Hill,Joshua, Pro Bono and Public Interest Law (29); Jones Jr.,George W., Diversity (39); Jones Jr.,George W., Professional Responsibility (33); Kang,Peter H., Diversity (39); Langenkamp,Timothy C., Technology (15); Lum,Dale W., Accounting and Finance (44); Lum,Dale W., Diversity (39); Melendez,Maria D., Diversity (39); Min Liao,Hae-Won, Training and Professional Development (33); Pozzerle,Sergio A., Diversity (39); Qasim,Imad I., Diversity (39); Qasim,Imad I., Retirement Plans (14); Reddy,Nitin, Summer Associate Programs (82); Rodriguez,Carlos A., Diversity (39); Taylor,Byron F., Training and Professional Development (33); Valerio Barrad,Catherine M., Diversity (39); Woo,Philip W., Summer Associate Programs (82); Wynne,Ami N., Summer Associate Programs (82) heading committees: Attanasio,Lee S., Recruiting of Assoc(101);Barzilai,Laura M., Retention & Promo of (58);Chester,Julia M., Retention & Promo of (58);Contreras-Camua,Aimee M., Diversity(39);Cooper,Ellyce R., Retention & Promo of (58);Cottle,Karen O., Local Office Prac Dev(77);Degen,Alycia A., Assignment & Comp of Assoc(60);Dunne,Kimberly A., Accounting & Finance(44);Easton,Lory Barsdate, Diversity(39);Eaton,Maja C., Retention & Promo of (58);Falvey,Anne M., Summer Assoc Prog(82);Fiala,Marie L., Retention & Promo of (58);Garcia,Yolanda C., Diversity(39);Gourley,Sara J., Acctg &

20 Fin(44);Hagle,Jennifer C., Recruit of Assoc(101);Hagle,Jennifer C., Retention & Promo of (58);Harmon,Teresa Wilton, Training & Prof Dev(33);Hartmann,Michelle, Retention & Promo of (58);Klasmeier,Coleen, Local Office Prac Dev(77);Kleiman,Laurin Blumenthal, Retention & Promo of (58);Knutson,Sherry A., Training & Prof Dev(33);Koehler,Kristin Graham, Assign & Comp of Assoc(60);Kriebs,Kelly L.C., Recruit of Assoc(101);Lautrup,Greer O., Assign & Comp of Non- Lawyer(31);Lazerson,Wendy M., Retention & Promo of (58);LeRoy,Tracy N., Retention & Promo of (58);Lewis,Susan D., Acctg & Fin(44);McCall,Kara L., Recruit of Assoc(101);McCandless,Jennifer Haworth, Retention & Promo of (58);McCloy,Elizabeth K., Retention & Promo of (58);Melendez,Maria D., Diversity(39);Min Liao,Hae-Won, Training & Prof Dev(33);Murphy,Patricia A., Assign & Comp of Assoc(60);O'Neill,Bridget R., Assign & Comp of Assoc(60);Ratner,Jennifer A., Recruit of Assoc(101);Scallan,Kathleen O'Hagan, Assign & Comp of Non-Lawyer(31);Shubert,Leslie A., Training & Prof Dev(33);Stone,Susan A., Firmwide Marketing & Prac Dev(26);Thompson,Carol Lynn, Recruit of Assoc(101);Valerio Barrad,Catherine M., Diversity(39);Wood,Rebecca K., Recruit of Assoc(101);Wynne,Ami N., Summer Assoc Prog(82);enakis,Angela M., Summer Assoc Prog(82);Zambrano,Angela C., Recruit of Assoc(101);Zambrano,Angela C., Summer Assoc Prog(82) GLBT attorneys heading committees: Thompson,Carol Lynn, Recruiting of Associates (101); Individuals with disabilities heading committees: [No response]

21 The Firm Says Sidley is a staunch proponent of law firm diversity and inclusion and has long been a pioneer in creating opportunities for lawyers of all backgrounds, regardless of gender, race, ethnicity, national origin, sexual orientation, disability or beliefs. Our mission is to attract, retain and promote to partnership and leadership outstanding lawyers who reflect the global marketplace and communities that we serve. We work to accomplish our mission by: Creating and supporting pipeline programs, including the award-winning Sidley Scholars program, the Sidley 1L Diversity torship Program and the Sidley Diversity & Inclusion Scholarship; Providing comprehensive orientation, integration and skill-building programs for all our associates and specific programs supporting women and diverse associates; Building effective mentoring programs, including those that provide diverse associates with challenging, skill-building work; Monitoring work allocation to support development and access to challenging work; Undertaking consistent education on issues such as implicit bias, intergenerational work teams and cross-cultural communication; Supporting strategic business development initiatives for and by diverse partners; and Working with clients and potential clients to ensure the development of diverse and inclusive client-service teams. In 2009, our Executive Committee convened a Task Force to address heightened attrition among diverse associates and to support the practices of our diverse partners. That Task Force issued a report the following year with two dozen recommendations, which the Diversity Committee has worked to implement since then. Signs of progress include: an increase to about 50% in the percentage of members of our Executive Committee personally involved in mentoring diverse associates and the participation by more than half of our diverse partners in one-on-one business development/marketing coaching with leading rainmakers in the firm. We credit the work of the Task Force and subsequent enhancements made to our diversity recruiting structure with the fact that 36% of our 2015 summer class is diverse. Our Diversity Committee focuses on helping associates from racial and/or ethnic minorities and those that identify as LGBT or disabled to thrive at the firm and in the profession. The chairs of the Diversity Committee confidentially track the monthly hours and semiannual review reports for minority associates and meet with representatives of the Assignment and Compensation Committee to discuss ways to further the progress of those associates. The Committee has also built an enhanced mentoring program that pairs minority and LGBT associates with senior partners in their practice areas. tors are expected to provide mentees with skill-building work, professional development coaching, and client relationship development opportunities. "Tips for Success" programs, annual diversity and inclusion town halls, attention to work allocation, and social and educational events also support the progress of minority associates at the firm. Since 2011, the percentage of U.S. racial or ethnically diverse partners at Sidley has risen to 9%. Over that same time period, the percentage of U.S. associates from racial or ethnic minorities has fluctuated around the 25% mark. In the U.S., diverse and LGBT lawyers comprise 17% of the chairs of Firm Committees, 9% of practice groups heads, 4% of Practice Area Team Coordinators and 13% of our Executive Committee. In recent years, Sidley has also achieved an uptick in the percentage of LGBT counsel and associates, with 3% of lawyers overall identifying as LGBT. Sidley was one of the first large law firms to grant parity in healthcare, leave and other employee benefits for same-sex domestic partners. Our non-discrimination policy was amended in 2007 to explicitly name gender identity and expression as a protected category and in 2014 we introduced official gender transition guidelines firmwide. Sidley performed all the legal work pro bono for Gay Games VII held in Chicago in More recently, Sidley's commitment to LGBT equality was recognized by the Human Rights Campaign, which gave the firm a "perfect" (100) score on its 2015 Corporate Equality Index (CEI) report; the firm has received perfect scores on each CEI report since The firm's Committee on Retention and Promotion of (CRPW) is dedicated to recruiting and retaining women lawyers, promoting women associates to partnership and advancing women partners to positions of power within the firm. In 2012, our Executive Committee convened a Task Force on the Retention and Promotion of, which has examined the experience of women lawyers at Sidley and has made a number of key recommendations that were implemented in the past year, including: Enhancement of support for our women's business development efforts generally, including a Cross-Selling Initiative by hiring a business consultant to work with women partners in Chicago to craft individual business plans, business development training for women partners, and other programs; Implementation of important guidelines for practice group heads and associates on core issues such as parental leave and Sidley's reduced hours policy; Development of a comprehensive practice group head resource guide for managing and developing female talent; Development and testing of an internal social media site for Sidley parents in one of our offices, to be replicated in others. The site provides a centralized location for policies and resources concerning parental leave, working reduced schedules, and similar topics, as well as a venue for posting questions and responses regarding parenting concerns; Institution of the Take A Partner To Lunch program, which gives our women and diverse associates a chance to network with more senior lawyers in the firm and develop mentoring relationships; Participation in the OnRamp Fellowship Program. Sidley was one of the first law firms to participate in the OnRamp Fellowship. OnRamp is designed to facilitate the re-entry of experienced female lawyers into the legal profession after time out of the workplace and strengthen the pipeline of female leadership in firms. Four Fellows joined Sidley in 2014 and all will be joining the firm as ongoing associates this summer. We are now taking part in the second pilot program. We have hired two new Fellows and expect to hire additional Fellows this year. Launching Life Meets Work coaching. Sidley is launching a firmwide benefit for all Sidley parents, which will allow one-on-one coaching with trained and certified coaches on how to successfully navigate work-life balance issues. Because of this careful attention, we can report progress for our women lawyers across a range of measurements. In the last few years, the attrition rate of women associates has dropped dramatically and has been roughly equivalent to that of our male associates for two years running. Almost 50% of our new partner class in 2015 were women, while our recruitment of lateral women partners has also ramped up: in the first four months of 2015, 36% of new lateral partners were women. The percentage of women in committee leadership also continued to rise at both the office and firmwide level. partners comprise 32% of firm committee Chairs or Co-Chairs and this year the percentage of women on our Executive Committee grew to 27%. also comprise 12.5% of the Management Committee. The firm has instituted a wide range of work/life policies and programs that support lawyers as their families grow, including gender-neutral parental leave, reduced-hours schedules, childcare, lactation facilities and practical resources such as seminars on hiring childcare and eldercare providers. Working a reduced schedule does not affect an associate's path to partnership. We also have instituted a number of programs and policies designed to create practice development opportunities for our women lawyers, such as a successful " & Leadership" series, which promotes networking for women, including the firm's lawyers, in-house counsel and other professionals.