1Best Summer Associate Program · Century City • Los Angeles • Newport Beach • New York •...

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Best Firm for Overall DiversityBest Law Firm to Work For Best Summer Associate Program#1

At O’Melveny, our commitment to expanding opportunities for minorities is not aspirational. Ours is a top-to-bottom emphasis on diversity and inclusion in everything from recruitment to retention to promotion.

We have so much to o�er: the opportunity to work on matters that impact lives, change laws, transform companies, and influence marketplaces—all while experiencing O’Melveny’s diverse and inclusive culture.

So, tell us. What do you want to achieve?

Two Years Running

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

O'Melveny & Myers LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Times Square Tower7 Times SquareNew York, NY 10036Phone: (212) 326-2000Fax: (212) 326-2061http://www.omm.com

LOCATIONS15

DIVERSITY LEADERSHIPHead(s) of Firm: Bradley ButwinDiversity team leader(s): Darin Snyder and Jared Bartie, Co-Partners for Diversity & Inclusion; Mary Ellen Connerty, Director of Diversity & Engagement

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 729 739U.S. offices only 665 671

O'Melveny & Myers LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 170 146African-American/Black 2 9

Hispanic/Latinx 18 11Alaska Native/American Indian 1 0

Asian 40 28Native Hawaiian/Pacific Islander 0 0

Multiracial 4 6Openly LGBTQ 18 9

Individuals with Disabilities n/a n/aTotal 235 200

Men Women






EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women






OF COUNSEL (2019) NEW HIRES (2019)

Men Women






Men Women









Strategic Plan and Diversity Leadership

How does the firm's leadership communicate the importance of diversity to everyone at the firm?

At O'Melveny, diversity and inclusion have been a cornerstone of our vibrant and dynamic workforce for more than 100 years. Providing advancement and leadershipopportunities for diverse lawyers and staff is part of our core values.

In 2019, our Diversity & Inclusion Program reaffirmed our long-standing commitment to recruiting, nurturing, and retaining a diverse body of talent. Part of what makesour approach so unique is that we are always soliciting feedback. We measure our culture through engagement surveys where attorneys and staff make office-by-officerecommendations for enhancing our collegial culture. This on-going process of assessment and dedication to improvement is making O'Melveny more nimble in responding to theneeds of specific groups and to shifts in our population and in our industry. It is also a process that has given all colleagues a voice with regards to how we address diversity andinclusion at the firm.

Diversity is reflected in the firm's values. Our Chair, Bradley Butwin, speaks frequently within the firm about the importance of diversity and its role as one of the firm's topstrategic goals. O'Melveny has policies addressing equal employment, non-harassment, and gender transition. The firm distributes an annual diversity and inclusion updatesummarizing the firm's progress and its diversity and inclusion goals for the coming year.

In 2019, there were frequent articles about diversity and inclusion on the firm's intranet, and the firm publishes regular updates via intranet regarding the many activities that avariety of our employees are undertaking to support diversity and inclusion.

The firm has an annual Embracing Diversity, Inclusion & Values Day, which is a firmwide, daylong event recognizing and celebrating diversity and inclusion, where each officechooses topics to address, and plans programs and celebrations designed to enhance the theme of the day.

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

The Chair of the firm, Bradley Butwin, has ultimate responsibility for leading our diversity and inclusion initiatives. There is also significant focus on the contributions that allpartners need to make to the firm's diversity and inclusion goals. Mary Ellen Connerty, the firm's Director of Diversity and Engagement-working with the Chair of the Firm, theManagement Team, Darin Snyder and Jared Bartie, the firm's Diversity & Inclusion Partners, serves as "internal consultant" to firm Leadership on matters relating to diversity, andfacilitates the development and implementation of diversity-related initiatives. O'Melveny's Diversity Task Force oversees much of this activity and holds the relevant individualsaccountable for improving people management and inclusion. Also, as part of its mandate, the People Committee identifies specific issues that need focus and action.

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 14Total hours spent on diversity: 125Comments: These hours are an estimate based on committee activities and are not limited to administrative time recorded.

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

Yes

If yes or partially, please explain.

One of our Diversity & Inclusion Partners, Darin Snyder, was a member of the Policy (Management) Committee in 2019. Additionally, all Policy Committee meetings include anupdate on and discussion of diversity and inclusion.

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 Chair of the firm, working with the Diversity & Inclusion Partners, the Director of Diversity and Engagement, the Diversity Task Force, and the People Committee, isultimately responsible for the success of the firm's diversity initiatives.

Our partner compensation questionnaire addresses contributions to diversity and inclusion. Additionally, we ask all attorneys and all office heads, department chairs, and practicegroup leaders to report on their diversity efforts in their annual self-reports. The compensation committee looks at how cases are staffed and what the impact is on our diverseattorneys. Every other year, the firm participates in an upward-review process that focuses on key areas, including work assignments and diversity, in order to collect attorneys'feedback regarding the counsel and partners with whom they work. As a result, our partners, counsel, and senior counsel received formal upward reviews. This feedback is alsotaken into consideration when making promotion and compensation decisions.




Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

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

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

X X Focus on strengthening firm's mentoring program

X X Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minorities

X X Support law firm's internal affinity networks

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

X X Coordinate or work with clients on diversity issues

X X Develop/expand relationships with minority bar associations and other legal diversity organizations to offerfirm's support of these networks





INITIATIVES SPECIFICALLY FOR MINORITY ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Increase the number of minority attorneys at the associate level

X Increase the number of minority attorneys at the partnership level

X Increase the number of minority attorneys in leadership positions

X X Focus on strengthening firm's mentoring program for minority attorneys

X X Manage/monitor allocation of work assignments and/or hours billed to ensure minority attorneys have equalaccess/inclusion on top client matters

X X

Other (please specify): O'Melveny is proud to have more than 30 Employee Network groups, including thosefor our racially and ethnically diverse employees. In 2019, we started two new Employee Network groups --a Muslim Employee Network, and a First Generation Lawyers Network. Our Employee Networks continueto engage new members, present speakers, host mixers and brown-bag lunch discussions, attend communityevents, and celebrate member achievements. In addition, we provide access to training programs specificallydesigned to support the development of minority attorneys. O'Melveny offers pipeline and developmentprograms that focus specifically on the development of diverse attorneys: Leadership Counsel on LegalDiversity: Attorneys participate in the LCLD Scholar, Pathfinder, and Fellows programs, which offer diversestudents and attorneys networking opportunities, skill development, and access to industry leaders.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Institute a formal part-time policy that addresses partnership prospects

X X Increase the number of women at the associate level

X X Increase the number of women at the partnership level

X X Increase the number of women in leadership positions

X X Focus on strengthening firm's mentoring program for women

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

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

X Implement policies to address gender pay equity

X X

Other (please specify): Our Women's Initiative is designed to support the professional development of womenlawyers, offering flexibility and providing opportunities for advancement. In addition to supporting our womenand parenting employee networks around the globe, the firm has an array of programs to support and retainwomen: - For senior women, we offer a Women's Leadership Academy, an off-site retreat that brings togetherour women attorneys and alumni with client leaders for an intensive, two-day workshop devoted to developingleadership skills and to relationship building. In 2019, we completed the pilot for the OnTrack forLeadership,where a number of women partners were provided with an advocacy team and program champion to helpidentify and work toward goals. - CustOMMize: an award-winning program with several flexibility options thatcan be tailored to meet different needs. The options available include informal flexibility, reduced workloadand "Phase Back" programs, remote work and flextime arrangements, a job-share program, and the Bridgessabbatical program.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Offer same-sex domestic partners the same benefits available to married individuals

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

X X Manage/monitor allocation of work assignments and/or hours billed to ensure LGBTQ attorneys have equalaccess/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address gender identity

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

X

Other (please specify): O'Melveny proudly supports LGBTQ Employee Networks in all of our U.S. offices.O'Melveny also supports a myriad of organizations that share our goal of promoting acceptance and inclusionof LGBTQ lawyers. Our partner organizations reach a broad spectrum of diverse constituents. Some highlightsof our 2019 involvement include: PRIDE Month speaker featuring Peter Renn from Lambda Legal; NationalLGBT Bar: O'Melveny sponsors the Lavender Law Conference and Career Fair; Broadway Cares/EquityFights Aids: O'Melveny continues to sponsor Broadway Backwards, an annual event in NYC that benefitsBroadwayCare and the NY Gay and Lesbian Center. O'Melveny lawyers, clients, and alumni are invited toattend this outstanding event.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X Increase the number of attorneys with disabilities at the associate level

X Increase the number of attorneys with disabilities at the partnership level

X Increase the number of attorneys with disabilities in leadership positions

X Focus on strengthening firm’s mentoring program for attorneys with disabilities

X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters

X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

X X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)




Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin pursuing such opportunities?

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law

Fund scholarships for minority high school or college students

Mentor minority high school or college students

Participate in or host mock trial programs or career events

Provide internships or employment to minority high school or college students

Outreach to middle school students

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.

O'Melveny focuses on diversifying the pipeline through various scholarship programs designed to, among other things, encourage diverse students in primary and secondaryschool to pursue higher education. The firm invests a half-million dollars annually in scholarship programs and has devoted many mentoring hours to hundreds of deserving youngstudents in Los Angeles, San Francisco, and New York. The firm has a relationship with the O'Melveny Elementary School in the Los Angeles Public School System and withthe James Monroe High School Law & Government Magnet, a public high school in the San Fernando Valley, to which the firm sends attorneys throughout the year to workwith students in workshops, mock trials, and other programs. We also sponsor the Bay Area Urban Debate League annually, and participate in the Leadership Council on LegalDiversity (LCLD) 1L Scholars Program, which provides summer associate opportunities to minorities students in their first-year of law school.

We are proud of our participation in the Sponsors for Educational Opportunity (SEO) Corporate Law Program, which pairs top, diverse students who are entering law schools inthe fall with paid, mentored summer internships with law firms. Six of our U.S. offices hosted an SEO intern in 2019.




Recruitment - New Associates

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

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

Other private law schools: Brooklyn Law School; Chapman University School of Law; Duke University School of Law; Fordham University School of Law; George WashingtonUniversity Law School; Georgetown University Law Center; Loyola Law School - Los Angeles; New York University School of Law; Northwestern University School of Law;Santa Clara University School of Law; Stanford Law School; University of Chicago Law School; University of Notre Dame Law School; University of Southern California GouldSchool of Law; Vanderbilt University Law School

Public state law schools: University of California at Berkeley, Boalt Hall School of Law; University of California, Davis School of Law; University of California, HastingsCollege of Law; University of California, Irvine School of Law; University of California, Los Angeles School of Law; University of Michigan Law School; University of TexasSchool of Law; University of Virginia School of Law; University of Washington School of Law

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

Diversity job fairs: Lavender Law; Bay Area Diversity Career 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?

We offer our diverse first-year law students the opportunity to participate in the 1L Scholar's program offered by the Leadership Council for Legal Diversity. We also offer theWilliam T. Coleman Diversity Fellowship program, which focuses on first-year law students who demonstrate a commitment to promoting diversity and a desire to contribute tothe firm's diversity and inclusion goals, based on background, experience, or personal attributes/characteristics. We had five Coleman Fellows join our 2019 summer program.

In addition, we work with several pipeline development programs including PracticePro and Barbri Law Preview. PracticePro offers an all-inclusive diversity program throughwhich promising diverse first-year law students receive training and career coaching as they move through the legal profession pipeline. The Barbri Law Preview ScholarsProgram provides scholarships for incoming diverse first-year law students to take a law school prep course that teaches them what to expect and how to succeed in law school. In2019, we offered five scholarships to diverse students from UCLA Law School and five from UC Hastings.

Our employee networks in Los Angeles, New York, and Washington D.C. also regularly host mock interview programs for diverse first-year law students.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

* Summer associates who received an offer of full-time employment

Men Women






Men Women






OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

* Summer associates who accepted an offer of full-time employment * Summer associates who neither accepted nor declined an offer of full-timeemployment because of postgraduate clerkship/fellowship

Men Women






Men Women









Recruitment - Lateral Associates and Partners

LATERAL ASSOCIATE HIRES (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women






LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

* Both equity and non-equity * Both equity and non-equity promoted from associate or of counsel rank

Men Women






Men Women






NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women









Recruitment - Lateral Associates and Partners

What activities does the firm undertake to attract diverse attorneys?

Partner programs with women, minority, LGBTQ or disability-focused bar associations

Participate at diversity job fairs

Attend events at diversity legal organizations

Seek referrals from other attorneys

Utilize online job services (e.g., MCCA Job Bank)

Hire recruiting professional who specializes in identifying diverse candidates

Firm is Mansfield Rule certified

If the firm is not Mansfield Rule certified, does it plan to be certified?

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:

[No response]




Retention and Professional Development

A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

Men Women






Men Women






3RD-YEAR ASSOCIATES 4TH-YEAR ASSOCIATES

Men Women






Men Women






5TH-YEAR ASSOCIATES 6TH-YEAR ASSOCIATES

Men Women






Men Women










A T T O R N E Y S W H O L E F T T H E F I R M I N 2 0 1 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women






OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women






EQUITY PARTNERS

Men Women










Please identify the specific steps you are taking to reduce the attrition rate of diverse attorneys.

Develop and/or support internal employee affinity groups (e.g., networks within the firm for minorities, women, LGBTQ attorneys, or individuals with disabilities)

Increase/review compensation relative to competition

Implement procedures to ensure gender pay equity

Increase/improve current work/life programs

Adopt dispute resolution process

Succession plan includes emphasis on diversity and greater inclusion of minority men and women in firm leadership

Work with diverse attorneys to develop career advancement plans

Introduce diverse attorneys to key clients, including to lead engagements

Review work assignments and hours billed to key client matters to make sure diverse attorneys, particularly minority attorneys (for whom research indicates a greaterinclusion problem), are not being excluded

Strengthen mentoring program for all attorneys

Professional skills development program for all attorneys

Provide a gender-neutral parental leave policy that covers adoptions

Other (please specify)O'Melveny takes a wide view of the needs of our diverse attorneys. We address those needs by offering extensive flexible work opportunities through our CustOMMize program,including reduced workload, remote work, sabbaticals and leave of absence transition coaching. We also provide an internal career coaching through our Director of CareerDevelopment, who helps our diverse attorneys chart their career course and get the support they need.

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

Comments:As noted above, CustOMMize is O'Melveny's comprehensive flexible work program that includes sabbaticals, flex-time, remote work, and a progressive reduced workload policy.CustOMMize allows O'Melveny associates, counsel, and staff attorneys to consider a greater range of options for managing their personal and professional lives. These choiceswill support retention of associates and counsel by enabling them to tailor their schedules in a way that meets personal demands and client needs. CustOMMize has several uniquefeatures, including a job share program and a two-year sabbatical program called "Bridges." Bridges allows lawyers to explore other interests while remaining O'Melveny lawyerswho can seamlessly transition back to the firm following their sabbatical. CustOMMize also formalizes O'Melveny's long-standing commitment to flexible work schedules andremote work, while retaining its reduced workload and "phase back" (i.e., returning to work on a reduced workload after a leave of absence) programs.

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

No impact

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

10





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

Associates 4 17 21 435

Of counsel 0 3 3 46

Non-equity partner 0 1 1 4

Equity partner 0 0 0 186




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

EXECUTIVE/MANAGEMENT COMMITTEE* HIRING COMMITTEE*

* Attorneys on the Executive/Management Committee or equivalent * Attorneys on Hiring Committee or equivalent

Men Women






Men Women






PARTNER REVIEW COMMITTEE* ASSOCIATE REVIEW COMMITTEE*

* Attorneys on the Partner Review Committee or equivalent * Attorneys on the Associate Review Committee or equivalent

Men Women






Men Women






ATTORNEYS ON THE DIVERSITY COMMITTEE OREQUIVALENT

Men Women









Management Demographic Profile

O T H E R L E A D E R S H I P R O L E S

Leadership positions (2019) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 7 28 15

Number of such positions held by:

Minorities 0 4 1

Women 3 3 1

LGBTQ attorneys 2 1 1

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

Please provide information regarding all diverse attorneys who currently head offices, practice groups and committees. Enter responses inthe following format: Attorney, Office location/Practice group/Committee (No. of attorneys in office/practice group/committee).

U.S. OFFICE HEADS

How many offices does your firm have in the United States? 7

Minorities heading offices: [No response]

Women heading offices: Elizabeth McKeen, Newport Beach (57); Amy Siegel, Century City (70); Luann Simmons, San Francisco (73)

LGBTQ attorneys heading offices: John-Paul Motley, Los Angeles (189)

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Apalla Chopra, Labor & Employment (33); Eric Richards, Project Development & Real Estate (31); Sung Pak, Corporate Finance (20);Ryan Yagura,Intellectual Property & Technology (60)

Women heading practices: Apalla Chopra, Labor & Employment (33); Elizabeth McKeen, Financial Services (22); Sabrina Strong, Consumer Class Actions (37); SuzzanneUhland, Restructuring (26)

LGBTQ attorneys heading practices: John-Paul Motley, Capital Markets (33)

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Sean Monroe, Opinions Committee (7)

Women heading committees: Meredith Garagiola, Associate & Counsel Advisory Committee (17)

LGBTQ attorneys heading committees: John-Paul Motley, Selections Committee (9)

Individuals with Disabilities heading committees: [No response]




The Firm Says

Diversity and inclusion in the legal profession is no longer just an admirable goal: it is a business imperative. To build and sustain a healthy firm and deep, enduring clientrelationships, we need a vibrant and dynamic workforce-one whose backgrounds and experiences reflect those of the clients we serve. Simply put, when a diverse and inclusiveO'Melveny is fully engaged, we give our best and our clients get our best.

Pipeline

We participate in a number of diversity pipeline programs for pre-law and 1L students including Barbri Law Preview, Scholars for Educational Opportunity, and Practice Pro. Wealso offer our own 1L program - The William T. Coleman Jr. Diversity Fellowship. This program recognizes first-year law students who have already demonstrated a commitmentto diversity and inclusion (D&I) and whom we believe will support and contribute to the firm's D&I goals. O'Melveny offers these students up to $10,000 in stipends over their 1Land 2L summers. Coleman Fellows can also participate in the Leadership Council on Legal Diversity (LCLD) 1L Scholars Program. Two of our four 2017 Fellows have joined thefirm.

O'Melveny also focuses on a carefully cultivated pipeline of diverse lawyers who grow to become our leaders. Four of the five members of our 2020 partner class are women orpeople of color, marking the fifth consecutive year that more than 50 percent of our incoming partner class is diverse and the sixth straight year that women make up more than 40percent of our rising class.

Three of our five LGBTQ partners hold leadership roles. Women lead four of our seven U.S. offices - all of them "home grown" at O'Melveny. Four women and four attorneys ofcolor lead or co-lead practice groups.

Retention

O'Melveny has over 30 Employee Network Groups around the globe for our parents, our LGBT colleagues, our women, our racially and ethnically diverse employees,colleaguesof various religions and groups covering ages. The Networks organize professional and client development activities, do community outreach, assist with recruiting andenjoysocial and professional functions.

O'Melveny offers leadership academies to its women, LGBT and of-color attorneys. The academies are combinations of intensive skill development and relationship building.They offer practical tools and approaches to manage unique challenges, progress careers and help O'Melveny enhance its inclusive culture.

O'Melveny also participates in D&I activities in the broader legal industry. In partnership with Diversity Lab, O'Melveny has been participating in the Mansfield Rule since itsinception in 2018. The Rule requires that women, LGBT, disabled or attorneys of color represent at least 30% of candidates for key firm leadership positions, equity partnership,and lateral mid-level attorneys and partners. O'Melveny was Mansfield Certified in 2018 and 2019. In both years, we also earned the designation of "Mansfield Plus," meaningwomen and diverse attorneys comprise 30% or more of the positions in at least half of the Mansfield Rule categories.

O'Melveny offers CustOMMize, our comprehensive suite of flexibility options including reduced-workload and "Phase Back" (reduced workload following a leave)programs,formal remote work and flex-time arrangements, and the Bridges sabbatical program.

Each year on Embracing Diversity and Values Day the entire firm celebrates the critical importance of diversity and inclusion to our core values. Each office marks the day byorganizing its own slate of events, presentations, and team activities tailored to issues central to its community.

Recruiting

In 2019, O'Melveny became the first U.S. law firm to implement Pymetrics, a cutting-edge assessment tool, into our recruiting process. Pymetrics evaluates candidates based ontheir potential, not their pedigree. Pymetrics uses a series of objective, behavior-based electronic "games" that measure candidates' cognitive and emotional traits. Processed bymachine learning and audited by artificial intelligence to remove any bias from models, Pymetrics offers a "blind" data point that O'Melveny can consider along with résumés,grades, and interviews. This additional data point will offer new information about candidates' potential for success at O'Melveny while helping override the implicit biases thatnaturally seep into traditional recruiting methods.

Recognitions

• Ranked in the 2020 Vault rankings as:

• #1 "Best Law Firm to Work For."

• #1 "Best Law Firm Summer Program."

• #1 "Overall Diversity."

O'Melveny is the first firm to achieve the #1 ranking in all three of these categories.

• Awarded certification from the Women in Law Empowerment Forum for the third year running.

• Received a 100 percent rating on the Human Rights Campaign's Corporate Equality Index every year since 2013, in addition to being named a "Best Place to Work" for LGBTQequality.

• Named one of the "Best Law Firms for Women" by Working Mother magazine for seven straight years.

1Best Summer Associate Program · Century City • Los Angeles • Newport Beach • New York •...

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