Munger, Tolles & Olson

Transcription

1 355 S Grand Ave Los Angeles, CA Phone: Fax: LOCATIONS Los Angeles and San Francisco DIVERSITY LEADERSHIP Head(s) of Firm: Sandra A. Seville-Jones, Co- Managing Partner Brad D. Brian, Co-Managing Partner (as of May 2015) Diversity team leader(s): Jay Fujitani Co-Chair, Diversity Committee Mark Helm Co-Chair, Diversity Committee 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 2 1 Hispanic/Latino 0 3 Asian 8 3 Multiracial 3 3 Openly GLBT 1 1 Total White/Caucasian 14 9 African-American/Black 1 0 Hispanic/Latino 2 1 Asian 1 2 Openly GLBT 3 0 Individuals with disabilities 1 0 Total This number includes both 1L and 2L summer associates. 1L summer associates are not eligible for offers of full-time employment. They are invited to reapply to the 2L summer program and, pending their acceptance and participation, they are eligible for an offer of full-time employment at the end of their 2L summer. EQUITY PARTNERS (2014) NON-EQUITY PARTNERS (2014) White/Caucasian African-American/Black 1 0 Hispanic/Latino 2 1 Asian 9 4 Openly GLBT 2 1 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 Openly GLBT n/a n/a Individuals with disabilities n/a n/a Total n/a n/a OF COUNSEL (2014) NEW HIRES (2014) White/Caucasian 7 3 Hispanic/Latino 1 0 Asian 1 1 Total 9 4 White/Caucasian African-American/Black 0 1 Hispanic/Latino 0 1 Asian 3 0 Multiracial 0 1 Openly GLBT 0 1 Total 20 14

3 Strategic Plan and Diversity Leadership How does the firm's leadership communicate the importance of diversity to everyone at the firm? Diversity has been ingrained in Munger, Tolles & Olson's culture since the firm's founding more than 50 years ago when a woman was among our seven founders. Our managing partners, have included two women, an LGBT man, and an African-American man. For the last five years, our firm-wide managing partner has been a woman. We conduct an annual assessment called the Diversity Report which is an internal analysis to evaluate the firm's progress on diversity matters and provide firm members with the information necessary to engage in a meaningful dialogue. The findings- presented to all attorneys- from this report highlights trends, issues, and awards. At the end of this presentation, ideas on how to improve upon diversity and inclusion at the firm and within the legal profession are discussed. Our leaders also take time during this meeting to emphasize the importance of diversity and encourage all members of the firm to be active participants in this initiative. The Diversity Report findings are also integrated into discussions about diversity, inclusion and integration at the firm's annual attorney retreat. The firm's commitment to diversity is stressed in everyday discussion via our intranet, external website, and attorney lunch programs, where we strive to highlight how we can improve the diversity in our profession. To further ensure that diversity is a continuing topic of importance, the managing partner makes a monthly report to the Policy Committee on the progress of the diversity initiatives at the firm. The firm is also an avid sponsor of a number of organizations whose primary goal is to increase diversity in the legal profession. The firm is active in many external organizations that support the advancement of diversity in the legal profession and attorneys of the firm are encouraged to participate and take on leadership roles at these various associations. Who has primary responsibility for leading diversity initiatives at your firm? The Diversity Committee co-chairs are responsible for leading diversity initiatives at the firm. The 2014 diversity co-chairs are Jay Fujitani and Mark Helm. One of the firm's current Co-Managing Partners and Diversity Committee member, Sandra Seville-Jones, is also heavily involved in the formulation of diversity initiatives. The firm also has a Diversity Manager, Jennifer Ganesh, who coordinates and strategizes with members of the firm on diversity initiatives. 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: [No response] Comments: Munger Tolles does not track non-billable hours (other than on pro bono matters). Because we do not track time spent on committees, we cannot report these hours with precision. Committee members and other attorneys at the firm have devoted significant hours to diversity-related efforts, including committee meetings, undertaking diversity-specific recruiting activities such as sponsoring panel discussions at top law schools, attending seminars and conferences related to diversity, launching the firm's MTO Fellows Program (which is discussed in more detail below) and participating in other time-intensive efforts. 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? The purpose of the aforementioned Diversity Report is to help firm management establish annual goals and formal initiatives regarding diversity. After the assessment is completed, the Diversity Committee analyzes the report to determine next steps and communicates those goals to the departments that would be instrumental in executing the strategy necessary to achieve those goals. 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's Diversity Committee, Development & Retention Committee and Recruiting Committee periodically reports to firm members and the Policy Committee on yearly measures that have been taken to improve diversity. These committees are comprised of attorneys who meet monthly to discuss ways in which we can recruit and retain attorneys to the firm. There is a specific focus on exploring innovative ways to attract diverse attorneys to the firm. In addition, several clients require Munger Tolles to report diversity statistics, mostly on an annual basis, and those reports are reviewed by the Managing Partner and the Diversity Committee Co-Chairs as another means to check progress as monitored by our clients. Munger Tolles attorneys believe that the firm as a whole is responsible for creating a diverse workplace. And, as mentioned above, the firm conducts a yearly assessment in the form of the Diversity Report to monitor the progress in diversity for the previous year and set goals for the upcoming year. The report is presented to the firm and all attorneys are asked to weigh- in. 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 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

6 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

7 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 2007, the firm has hosted the MTO Fellows Program in which a total of 15 Fellows spent a year at the firm. These Fellows were accepted and matriculated to some of the nation's top law schools. In 2015, the MTO Fellows Program was redesigned to allow 40 diverse students to participate, the goal being to(1)help with LSAT preparation;(2)provide guidance in the law school application process; and (3)give students the tools they need in order to succeed in law school. The purpose is to have a broader impact with a larger Fellows class and create a network that can be relied upon for years to come. The Daily Journal and Bloomberg ran articles recognizing the program. Other pipeline efforts include: Support of For People Of Color, Inc., of which Misty Sanford co-founded in 2000 and sits on the Board and serves as Treasurer. USC Gould School of Law student Rebecca Berry was named the 2014 Munger, Tolles & Olson Diversity Scholar by the California Bar Foundation. Since 1999, a high school intern has been hosted in San Francisco and Los Angeles in conjunction with the Bar Association of San Francisco Law Academy. The firm continues to sponsor the Los Angeles Metropolitan Debate League. Attorneys at the firm both co-chair this organization and sit on the board. The firm supports the Bay Area Urban Debate League by participating in the "Champions of Diversity Challenge", as well as awarding grants. Adam Kaplan serves on the Advisory Council. Partners of the firm regularly sponsor diverse students. In 2014, our attorneys met with an aspiring law school student who was working at the NRDC. After the student explained the financial hardships preventing him from applying to law school, 5 of our partners sponsored his LSAT prep course and coached him through the application process. In 2015, the student was accepted on a full scholarship to UC Berkeley School of Law. Since 2006, we have been a sponsor of the UCLA Law Fellows.

8 Recruitment - New Associates Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Columbia University, Harvard University, Yale University, University of Pennsylvania Other private schools: University of Chicago, NYU, Stanford University, USC, Northwestern University, Georgetown University, Duke University Public state schools: University of California-Berkeley School of Law, UCLA, University of Michigan, University of Virginia, and University of Texas Historically Black Colleges and Universities (HBCUs): Howard University Diversity job fairs: Bay Area Diversity Career Fair; Western Region National BLSA Job Fair; UCLA Law Firm Diversity Reception; National LGBT Bar Association Lavender Law Conference and Career Fair; Harvard BLSA 1L Job Fair; LAALRA Diversity Networking Event; Stanford BLSA Diversity Career Fair; and Harvard Lawyer's Association Law Firm Reception 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? Since 2004, the firm has offered a 1L Diversity Summer Program that allows diverse first-year law students who are members of racial or ethnic minority groups, are GLBT, are physically challenged or are from disadvantaged socioeconomic backgrounds to work at the firm. In addition to their work at the firm, these students may choose to spend up to four weeks performing legal work for a non-profit organization while receiving a weekly salary from the firm. In the last decade, we've had 46 participants in this program. Three former 1L summer associates now work at the firm, and numerous others have gone on to obtain federal clerkships and join major law firms. The firm is a member of Legal Council on Legal Diversity (LCLD) and will send its 1L associates to a LCLD retreat hosted over the summer for diverse students. The firm also sponsors the Judicial Intern Opportunity Program, affiliated with the ABA's Litigation Section, which provides minority and financially disadvantaged law school students internships with federal and state judges around the country.

9 Recruitment - New Associates ALL 2L SUMMER ASSOCIATES (2014) OFFERS MADE* (2014) White/Caucasian 14 8 Hispanic/Latino 1 0 Asian 1 2 Openly GLBT 1 0 Individuals with disabilities 1 0 Total * Summer associates who received an offer of full-time employment White/Caucasian 13 8 Hispanic/Latino 1 0 Asian 1 1 Openly GLBT 3 0 Individuals with disabilities 1 0 Total 15 9 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 5 0 Hispanic/Latino 1 0 Asian 1 0 Openly GLBT 2 0 Total 7 0 All female summer associates from the 2014 class have accepted clerkship offers for White/Caucasian 6 8 Asian 0 1 Openly GLBT 1 0 Individuals with disabilities 1 0 Total 6 9

10 Recruitment - Lateral Associates and Partners Munger, Tolles & Olson LATERAL ASSOCIATE HIRES (2014) LATERAL OF COUNSEL HIRES (2014) White/Caucasian 3 3 Asian 1 0 Total 4 3 White/Caucasian 1 1 Hispanic/Latino 1 0 Asian 0 0 Total 2 1 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 0 0 Asian 0 0 Total 0 0 White/Caucasian 0 2 Asian 0 1 Total 0 3 NEW EQUITY PARTNERS* (2014) * Whether hired laterally or promoted from within White/Caucasian 0 2 Asian 0 1 Total 0 3

11 Recruitment - Lateral Associates and Partners Munger, Tolles & Olson 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: N/A

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

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 TH-YEAR ASSOCIATES White/Caucasian 2 1 Asian 0 1 Total 2 2 8TH-YEAR PLUS ASSOCIATES White/Caucasian 2 0 Asian 0 1 Total 2 1 OF COUNSEL White/Caucasian 0 0 Asian 0 0 Total 0 0 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 Individuals with disabilities n/a n/a Total n/a n/a EQUITY PARTNERS White/Caucasian 3 1 Hispanic/Latino 1 0 Asian 0 1 Openly GLBT 1 0 Total 4 2

14 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) Munger Tolles' Managing Partners and its numerous management committees are deeply committed to supporting the development of our diverse attorneys into positions of leadership. The Development and Retention Committee has made the advancement of diverse attorneys a key priority in all aspects of its work: from training new associates to mentoring to providing special support to attorneys who are juggling work and parenting. The committee conducts qualitative and quantitative analysis of the firm's retention and advancement of women and diverse attorneys. The Associate Review Committee members holds trainings on implicit biases and the attorney review process. The Associate Review Committee has hosted panel discussions for associates to answer questions about advancement to partnership and to discuss best practices for handling the associate review process. The Practice Development Committee consistently seeks and pursues opportunities to help diverse attorneys build their practices, advance business development opportunities and increase visibility among clients. Due in part to the committee's efforts, diverse attorneys are regularly included in new business pitches and recognized with a variety of professional accolades. Each of Munger Tolles' key management committees has a "diversity liaison" who also serves on the firm's Diversity Committee. This liaison ensures that the advancement of women and minorities remains a key focus of the other committee's work throughout the year. The firm also provides its diverse attorneys with unique business and professional development opportunities. A diverse attorney at the firm has been enrolled in the Leadership Council on Legal Diversity's 2015 Fellows Program. Diverse lawyers have made up more than 60% of the new partner class. We believe that demonstrating our commitment to the advancement of diverse attorneys has and will continue to increase the retention of our diverse associates. Does your firm have part-time/flex-time policies that permit attorneys (male or female) to work alternative schedules? Yes Comments: For more than a decade, Munger Tolles has offered a reduced hours policy-with no minimum timekeeping requirement and no limit on the time an attorney can work at a reduced schedule. In 2014, the firm: Invited work/life expert Joan C. Williams to speak at its 2014 attorney retreat about the obstacles to women's advancement. Hosted a panel presentation at a firm-wide lunch on work-life balance, which featured men and women partners discussing how they balance parenting and community activities with the demands of work. Launched an attorney's affinity group for parents, with participation by partners and associates, male and female, to provide recommendations, information, advice and support regarding raising young children while working at the firm. Updated the firm's parental leave handbook to ensure the focus isn't solely on maternity leave and women's issues and distributed the handbook to all attorneys. Munger Tolles' firm culture offers attorneys the flexibility to create for themselves an environment that most enhances their productivity by: offering valuable technology training and resources that facilitate flexibility. continuing to support our on-site childcare center and back-up childcare program, both of which are used by several male and female attorneys. Hope Street Friends, Munger Tolles' on-site child care center, gives Los Angeles-based firm personnel considerable flexibility to accommodate unpredictable work demands. The firm also subsidizes Bright Horizons' back-up, center-based child care for working parents whose regular child care arrangement is not available. pairing attorneys going on parental leave and returning from parental leave with an on-ramp/off-ramp mentor and provides nursing mothers with personal office refrigerators and office door locks, allowing them to use their private office as a lactation room. 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 firm's reduced-hours policy provides that attorneys do not "opt out" of the partnership track by choosing to take advantage of the policy. The firm recognizes that each attorney develops at his or her own pace and that some lawyers may work part-time for some portion of their associate years. Therefore we do not have a rigid minimum or maximum time limit on attaining partnership, and working part-time or taking extended leaves are accommodated by our system. Two attorneys who have made partner in the last five years did so while on a reduced-hours schedule. Underscoring the firm's focus on flexibility and dedication to the advancement of women attorneys, in 2014, Munger Tolles elected Susan Nash to rejoin the partnership. Ms. Nash, a veteran legal advocate, first joined the firm in 1985, was elected to the partnership in 1987, and then took a break from law firm practice to raise her two sons while working part-time as a criminal appellate attorney before returning as of counsel in How many current equity partners have worked part time, exclusive of maternity/paternity leave or short-term disability? 5

15 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

16 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 8 5 African-American/Black 1 0 Asian 1 2 Total 10 7 White/Caucasian African-American/Black 2 0 Hispanic/Latino 2 0 Asian 5 2 Multiracial 1 0 Openly GLBT 1 0 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 6 3 Asian 1 0 Total 7 3 White/Caucasian 14 6 Asian 3 0 Multiracial 0 1 Openly GLBT 1 0 Total 17 7 ATTORNEYS ON THE DIVERSITY COMMITTEE OR EQUIVALENT White/Caucasian 6 8 African-American/Black 2 1 Hispanic/Latino 0 1 Asian 2 3 Multiracial 0 1 Openly GLBT 0 1 Total 10 14

17 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 Individuals with disabilities n/a n/a n/a Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses 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? 2 Minorities heading offices: 0 heading offices: Sandra Seville-Jones; Los Angeles (165); Sandra Seville-Jones; San Francisco (42) GLBT attorneys heading offices: 0 Individuals with disabilities heading offices: 0 PRACTICE GROUP/DEPARTMENT LEADERS Minorities heading practices: Luis Li, White Collar (14); Bart Williams, White Collar (14); Judith Kitano, Corporate Finance (5); David Lee, Private Equity & Investment Funds (2); Terry Sanchez, Employment (9); Fred Rowley, Appellate (14); Manuel Cachan, Trials (13); Bart Williams, Trials (13); Luis Li, Trials (13) heading practices: Judith Kitano, Corporate Finance (5); Mary Ann Todd, Corporate Governance (5); Kathy Forster, Employment (9); Carolyn Luedtke, Trade Secret & Employment Mobility (10) Kathleen McDowell, Employment (9) GLBT attorneys heading practices: Kathy Forester, Employment (9); Jerome Roth, White Collar (14); Jerome Roth, FCPA (2) Individuals with disabilities heading practices: 0 COMMITTEE LEADERS Minorities heading committees: Jay Fujitani, Diversity Committee (24); Hailyn Chen, Associate Development & Retention Committee (24); Anjan Choudhury, MTO Fellows Committee (21); Luis Li, Professional Attorney Litigation Support (15); Terry Sanchez, EEO (6); Guha Krishnamurthi Green Committee (11); Kenneth Trujillo-Jamison (11); Jay Fujitani, Retirement Plan Committee (11); Manuel Cachan, Recruiting Committee (47); Kathy Ku, Recruiting Committee (47); Rohit Singla, Information & Technology (23); Misty Sanford, MTO Fellows Committee (21) heading committees: Hailyn Chen, Associate Review Committee (24); Miriam Kim, Associate Development & Retention Committee (24); Sandra Seville- Jones, Policy Committee (17); Mary Ann Todd, Associate Review Committee (24); Misty Sanford, MTO Fellows Committee (21); Amy Greywitt, Heath & Wellness Committee (6); Hannah Shearer, Health & Wellness Committee (6); Tamerlin Godley, Attorney Retreat Committee (15); Kathy Ku, Recruiting Committee (47); Kathleen McDowell, Foundation Committee (20); Tamerlin Godley, First Year Staffing (4); Blanca Young, First Year Staffing (4); Kathy Forster, Personnel & Benefits (16); Judy Kitano, Personnel & Benefits (16); Kathleen McDowell, EEO (6) GLBT attorneys heading committees: Kathy Forster, Personnel & Benefits (16); Jay Fujitani, Diversity Committee (24); Jay Fujitani, Retirement Plan Committee (11) Individuals with disabilities heading committees: N/A

18 The Firm Says Munger, Tolles & Olson is a leader in recruitment, retention and advancement of diverse attorneys. Our long tradition of diversity leadership stems from our firm's founding in 1962 when Carla Hills was among our founding partners. Ms. Hills and her co-founders Charlie Munger (future partner of Warren Buffett), Leroy Tolles and her husband Roderick M. Hills (future SEC chairman) built the firm on important values integral to our success in diversity recruitment, retention and promotion: recruit the best attorneys to perform quality legal services with the expectation that everybody hired would become a partner. To this day, we continue to hire a diverse group of lawyers from top law schools, clerkships and government positions. They also believed that a true partnership needed to be one in which every lawyer had a voice in decisions, including every attorney hiring decision. They created and we have maintained an egalitarian environment where consensus-building drives initiative and change. Though now there are now more than 200 voices rather than the initial seven, this approach to decision-making remains a cultural cornerstone. By staying true to this tradition of diversity, we have become a national leader exceeding firms in diversity recruitment, retention and advancement. Accolades and Recognitions: The State Bar of California awarded Munger Tolles the 2014 Diversity Award in recognition of the firm's "long term sustained accomplishments toward increasing diversity in the legal profession." Munger Tolles was ranked #5 on The American Lawyer's 2014 Diversity Scorecard, and was recognized by Am Law Daily as being the only Am Law 200 Firm with new partner classes comprised of at least 30 percent women for the last three years. We are also the only law firm in the U.S. to be ranked in the top three of The American Lawyer's A-List for six straight years, due in part to our success at recruiting, retaining and promoting diverse attorneys. Munger Tolles was ranked amongst the top 50 for 2014's Working Mother & Flex-Time Lawyers Best Law Firms for The firm was also named to Yale Law 's Top Ten Family Friendly Firm list for the second year in a row. In addition to being selected among the top 10 firms, Munger Tolles was recognized for demonstrating superior performance in the following Gender Equity categories: At Least 50 Percent of Attorneys Promoted to Partner in 2014 Were Executive or Management Committee Comprised of at Least 40 Percent Accomplishments Partnership Promotions: In 2015, three of five new partners were women or attorneys of color. In 2014, all three attorneys who were elevated to partnership are women. In 2013, three of four attorneys elevated to partner were women of color. In the last three years, diverse lawyers have made up over 60% of the new partner class. Client Relationships: and people of color lead or co-lead 25 percent of our top 20 client relationships, including such major clients as Berkshire Hathaway, Air Lease Corporation, and Yucaipa Companies. Childcare: In 2010, with two business partners, we opened, the first law firm-sponsored child-care center on the West Coast located within our Los Angeles building complex. For the fourth year in a row, Hope Street Friends has been named the area's "Best Daycare Center" by the Los Angeles Downtown News. High-impact Pro Bono: attorneys at the firm continue to engage in important pro bono work involving historically underrepresented populations. Working with the ACLU of Missouri, we successfully argued that law enforcement officials in Ferguson, Missouri cannot enforce a rule prohibiting peaceful protestors from standing still. We successfully defended Senate Bill 1172, which prohibits state-licensed therapists from engaging in sexual orientation change efforts on minor patients. Working with the Mexican American Legal Defense and Educational Fund (MALDEF) on a suit filed against the State of New Mexico, Secretary of Education-Designate and the New Mexico Public Education Department, for failure to ensure that students, who are economically disadvantaged English Language Learners, have access to a "sufficient education" as guaranteed by the New Mexico Constitution. This lawsuit is one of the most comprehensive education cases ever filed in the country. Firm Leadership: Our managing partners have included minorities, an LGBT attorney and women, including our current co-managing partner, Sandra Seville-Jones. Bart Williams, an Africa-American attorney, was her immediate predecessor. And more than half of the members of the firm's highest governing body are women or minorities. A number of our diverse attorneys have recently been recognized by various organizations and publications: Manuel Cach n was selected by Law360 as a 2014 "Rising Star" and the Daily Journal as one of 2014's "Top 20 Under 40" lawyers in California. Profiled by Diversity & the Bar as a Minority Corporate Counsel Association "Rising Star" in Anjan Choudhury was named to Variety's 2015 Legal Impact Report, recognizing him as one of the top professionals in the Hollywood legal community. Miriam Kim was named among the "Best Lawyers Under 40" by the National Asian Pacific American Bar Association (NAPABA) in Mark Kim was listed among the "Most Influential M&A Advisors" by the Los Angeles Business Journal in Bethany Kristovich was named one of the top 20 lawyers in California under the age of 40 by the Daily Journal for Mindy LeMoine was recognized among the Most Influential Lawyers for Digital Media and E-Commerce Law by the Los Angeles Business Journal in Carolyn Luedtke was recognized by The Recorder's " Leaders in Technology Law" in 2013 and named one of California's "Top Lawyers" by the Daily Journal in 2014 and 2013.

19 Kevin Masuda was named to Variety's 2014 Dealmakers Impact Report which recognizes the people behind the most important entertainment industry deals in the past 12 months. Kevin was also recognized by the Los Angeles Business Journal as being among the Most Influential Lawyers for Digital Media and E-Commerce Law. Kristin Myles was named this year as one of the "Outstanding Lawyers" by The National Law Journal, and was honored as one of California's "Top Lawyers" by the Daily Journal in 2014 and 2013 Rose Ring was recognized by The Recorder's " Leaders in Technology Law" in 2014 and Fred Rowley appointed to the California Commission on Uniform State Laws (CCUSL) by the office of Gov. Edmund G. Brown Jr. Fred was also elected to The California Academy of Appellate Lawyers in Terry E. Sanchez was named to the Daily Journal's 2014 and 2013 "Top Employment Lawyers" lists, and recognized as one of the nation's most powerful employment attorneys by Human Resource Executive in Misty Sanford was honored by the Mexican American Bar Association with the Justice Cruz Reynoso Community Service Award for her work with For People of Color, Inc. (FPOC) in Misty was also named among "California's Top 50 Development Lawyers" by the Daily Journal in Mary Ann Todd was named this year as one of the "Outstanding Lawyers" by The National Law Journal; listed among the "Most Influential M&A Advisors" by the Los Angeles Business Journal in 2013; named by Chambers USA as the "Up-and-Coming Corporate M&A Lawyer of the Year" in 2013; and selected as a "Top Woman Lawyer" by the Daily Journal in 2013 and Bart H. Williams was recognized by Savoy Magazine as one of its 2015 Most Influential Black Lawyers.