Committed to meaningful diversity and inclusion at every level · X Offer same-sex domestic...

Committed to meaningful diversity and inclusion at every level

We are proud to sponsor the Vault/MCCA Law Firm Diversity Database.

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@2019 Akin Gump Strauss Hauer & Feld LLP. All rights reserved. Attorney Advertising. Prior results do not guarantee a similar outcome.

Response to Spring 2019 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2019 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Akin Gump Strauss Hauer & Feld LLP

2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

2001 K Street N.W.Washington, DC 20006Phone: 202.887.4000Fax: 202.887.4288www.akingump.com

LOCATIONSAbu Dhabi, Beijing, Dallas, Dubai, Fort Worth, Frankfurt, Geneva, Hartford, Hong Kong, Houston, Irvine, London, Longview, Los Angeles, Moscow, NewYork, Philadelphia, San Antonio, San Francisco, Singapore, Washington, D.C.

DIVERSITY LEADERSHIPHead(s) of Firm: Kim Koopersmith, ChairpersonDiversity team leader(s): Karol Kepchar, Firmwide Inclusion Council Chair

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2018

Worldwide 962 958U.S. offices only 779 791

Akin Gump Strauss Hauer & Feld LLP2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2018) SUMMER ASSOCIATES (2018)

Men Women

White/Caucasian 178 152African-American/Black 4 10

Hispanic/Latinx 10 12Alaska Native/American Indian 0 1

Asian 21 10Native Hawaiian/Pacific Islander 0 0

Multiracial 5 5Openly LGBTQ 13 4

Individuals with Disabilities n/a n/aTotal 218 190

Men Women






The firm does not share disability data. The firm does not share disability data.

EQUITY PARTNERS (2018) NON-EQUITY PARTNERS (2018)

Men Women






Men Women







OF COUNSEL (2018) NEW HIRES (2018)

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?

Akin Gump's leadership communicates the importance of diversity and inclusion through a variety of channels. The firm's internal portal and external website feature sectionsthat emphasize Akin Gump's commitment to diversity and inclusion and outline the firm's diversity and inclusion related accolades. E-mail announcements are sent by the firm'schairperson when the firm or an individual attorney is honored in the area of diversity and inclusion. The firm's Chief Officer of Diversity and Inclusion also travels regularlyaround the firm's offices, meeting with lawyers and business services in each location. The firm has Inclusion Councils in the larger offices in the United States and in London.The Chairs of each Inclusion Council regularly meet with the Chief Diversity and Inclusion Officer about diversity and inclusion. There are also regular meetings of the firmwideInclusion Council, the Chair of the firm and the Chief Diversity and Inclusion Officer. The Chief Diversity and Inclusion Officer also participates in practice group leader meetingsand partner meetings.

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

Nimesh Patel, Chief Diversity & Inclusion Officer

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 2018, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 12Total hours spent on diversity: [No response]Comments: The firm does not currently separately track hours spent on diversity initiatives. Initiatives in the areas of attorney recruiting, professional development and clientservice all contribute to the firm's diversity efforts as a whole.

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.

Akin Gump created a firmwide diversity and inclusion committee more than a decade ago. Additionally, in January 2019, the firm hired Nimesh Patel, as our Chief Diversity& Inclusion Officer, to bring expertise in executing the firm's diversity and inclusion strategy. Given the firm's commitment to diversity and inclusion, our Chairperson, KimKoopersmith, believed it was imperative that the position report directly to her. She and the CDIO regularly present key findings and updates to the Management Committee.CDIO also works closely with the chair of the firmwide inclusion council, on all diversity and inclusion strategic initiatives.

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm?

Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?

Quarterly

How is the firm's diversity committee and/or firm management held accountable for achieving results?

The firm's inclusion council chair and Chief Diversity and Inclusion Officer provide reports to the firm's Chief Operating Officer, Chairperson and Management Committee. Thefirm's Chairperson and members of the Management Committee sit on the Firmwide Inclusion Council.

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 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 Focus on strengthening firm's mentoring program

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 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 Focus on strengthening firm's mentoring program for minority attorneys

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

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X Increase the number of women in leadership positions

X Focus on strengthening firm's mentoring program for women

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

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

X Implement policies to address gender pay equity





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 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)

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 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.

High School Pipeline Efforts

Since 2013, the firm has hosted five interns through the New York Bar Association's Thurgood Marshall Summer Law Internship Program which places high-achieving inner-city high school students with legal employers for the summer. The program also provides additional instruction before, during, and after the summer designed to help the internsprepare for a legal career. Akin Gump has participated in a number of workshops and educational events for Thurgood Marshall Interns (including resume and cover letterworkshops, and speed networking events).

Undergraduate Pipeline Efforts

Akin Gump has been a supporter of Cornell's Les Femmes de Substance group, an undergraduate affinity organization that aims to foster community and leadership within theblack female population on Cornell's campus. For the past several years, the firm has sponsored their annual Women's Retreat which is geared towards professional success,academic support, and personal development for over sixty women of color. Through the organization, several Akin offices have also hired a summer intern for the AttorneyRecruiting and Development Department.

The firm is a sponsor of the Cornell Black Ivy Pre-Law Society which is a professional honor society for undergraduate students of color at Cornell who are dedicated to pursuinga degree and career in law upon graduation. Akin Gump has hosted the organization's Advantage Tour. Members visited the firm and participated in a networking breakfast withthe Firmwide Hiring Partner and members of the Inclusion Council.

Pre-Law School Pipeline Efforts

Akin Gump has been a supporter and participant in the SEO Law Fellows Program (SEO) since 2008. In 2018, we hosted SEO interns in New York, Dallas, Los Angeles andWashington, D.C. and have added participation by our Houston office for summer 2019.




Recruitment - New Associates

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

Ivy League law schools: Columbia University, Cornell University, Harvard University, University of Pennsylvania

Other private law schools: American University, Boston University, Cardozo School of Law, Catholic University, Duke University, Emory University, Fordham University,George Washington University, Georgetown University, New York University, Southern Methodist University, Stanford University, Tulane University, University of SouthernCalifornia, Vanderbilt University, Villanova University, Washington University

Public state law schools: George Mason, Rutgers University, Temple University, University of California — Berkeley, University of California — Irvine, University of California- Los Angeles, University of Houston, University of Michigan, University of Texas, University of Virginia, William & Mary

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

Diversity job fairs: Lavender Law

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)In 2018, the firm began hosting Akin Gump / Robert Strauss Diversity & Inclusion Scholarship presentations at the law schools at which we recruit. The purpose of thesepresentations is to provide information on diversity and inclusion at law firms and promote our Robert Strauss Diversity & Inclusion Scholarship.

Do you have any programs specifically targeted at first-year students?

In 2013, the firm established the Akin Gump/Robert Strauss Diversity & Inclusion Scholarship. The program is based in the firm's five largest U.S. offices-Dallas, Houston, LosAngeles, New York and Washington, D.C. and now spans two summers. In the first summer, the Robert Strauss Diversity & Inclusion Scholars ("Scholars") spend six weeksworking on legal matters at the firm and then spend at least four weeks working onsite at a firm client. This unique program gives Scholars the opportunity to experience andgain perspective on the practice of law both within our firm and within the client organization. In the second summer, the Scholars participate in the firm's general 2L summerassociate program. In addition to the salary they earn at the firm during their two summers, the Scholars receive $25,000 to help offset law school expenses. Scholars selected forthe program show a commitment to diversity and inclusion in the legal profession, demonstrate academic excellence and bring diverse viewpoints and experiences to the firm. TheScholars act as ambassadors for the firm's diversity and inclusion initiatives at their respective law schools and then become members of the firm's local inclusion councils oncethey join the firm.

In 2008, the firm created the Summer Pro Bono Scholars Program, a two-year summer program for top first-year law school students who show a strong interest in making probono an integral part of their Akin Gump careers. Participants spend four weeks at the firm and at least seven weeks at a public interest/legal services organization working entirelyon pro bono matters. Akin Gump's Dallas, Houston, Los Angeles, New York and Washington, D.C. offices hosted Pro Bono Scholars in the summer of 2018. Pro Bono Scholarsare paid the regular summer associate salary while employed by the firm and receive a stipend totaling $17,000 for their time at a public interest organization.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2018) OFFERS MADE* (2018)

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

Men Women






Men Women







OFFERS ACCEPTED* (2018) NEITHER ACCEPTED NOR DECLINED (2018)

* 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 (2018) LATERAL OF COUNSEL HIRES (2018)

Men Women






Men Women







LATERAL PARTNER HIRES* (2018) NEW PARTNERS PROMOTED* (2018)

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

Men Women






Men Women







NEW EQUITY PARTNERS* (2018)

* Whether hired laterally or promoted from within

Men Women






The firm does not share disability data.




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)?

No

If yes, are any of these executive recruiting/search firms women and/or minority-owned?

Not applicable

If yes, list all women and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months:

Not applicable




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 8

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 8

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)Akin Gump provides associates and counsel with the opportunity to complete self-evaluations and career advancement goals to assist with career progression.

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

Comments:The firm's Reduced Workload Policy allows firm attorneys to work significantly reduced schedules and reflects the firm's commitment to providing a workplace that enablesattorneys to fulfill parenting and family care responsibilities or pursue activities designed to enhance their professional development or stature in the legal community whilecontinuing to work as productive and valued Akin Gump attorneys.

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?

The firm's Reduced Workload Policy specifically provides that attorneys working a reduced workload remain eligible for partnership and counsel promotion.

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

7 — one of whom is our Chairperson, Kim Koopersmith.





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2018) Men Women Total (full and part-time)

Associates 0 20 20 408

Of counsel 3 14 17 86

Non-equity partner 0 0 0 1

Equity partner 0 3 3 265




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 8

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

White/Caucasian n/a n/aAfrican-American/Black n/a n/a

Hispanic/Latinx n/a n/aAlaska Native/American Indian n/a n/a

Asian n/a n/aNative Hawaiian/Pacific Islander n/a n/a

Multiracial n/a n/aOpenly LGBTQ n/a n/a

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

The firm does not share disability data. The firm does not have an associate review committee.

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 (2018) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 14 19 12

Number of such positions held by:

Minorities 4 2 2

Women 2 0 4

LGBTQ attorneys 0 0 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? 12

Minorities heading offices: Paul Lin, Irvine (8); Trey Muldrow, New York (249); Ruben Muñoz, Philadelphia (25); Tony Pierce, Washington, D.C. (238)

Women heading offices: Renee Dailey, Hartford (6); Chris LaFollette, Houston (70)

LGBTQ attorneys heading offices: N/A

Individuals with Disabilities heading offices: N/A

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Prakash Mehta, Investment Management (58); Abid Qureshi, Financial Restructuring (51)

Women heading practices: N/A

LGBTQ attorneys heading practices: N/A

Individuals with Disabilities heading practices: N/A

COMMITTEE LEADERS

Minorities heading committees: Kapil Pandit, Chair Associates and Counsel Committee (13); Gorav Jindal, Innovation Committee (9)

Women heading committees: Karol Kepchar, Firmwide Inclusion Council (12); Kim Koopersmith, Billing and Collections Committee (1), Board Membership Review Committee(3), Business Conflicts Committee (4), Chair Associates and Counsel Committee (10), Management Committee (12), Partner Compensation Committee (10), Retirement PlanCommittee (2); Donna Mezias, Reduced Workload Committee (3);Sarah Schultz, Audit Committee (7)

LGBTQ attorneys heading committees: Karol Kepchar, Firmwide Inclusion Council (12)

Individuals with Disabilities heading committees: N/A




The Firm Says

Akin Gump Strauss Hauer & Feld LLP was created in 1945 when the founders were excluded from other law firms. Bob Strauss never forgot what that felt like and he madediversity and inclusion a bedrock of the firm long before anyone was speaking of this imperative. Many firms can say that they are committed to diversity and inclusion. Few cansay that they were founded on principals of diversity and inclusion and have been leaders ever since. We can.

Leadership

Bob Strauss started the firm on the path of leadership in diversity and inclusion and we are very proud that Kim Koopersmith, our current Chair, has continued to ensure that ourfirm remains a leader on issues of diversity and inclusion. Kim, who became the first woman at Akin Gump — and one of very few women at a major, global law firm — to holdthe position of Chairperson, sets the tone at the top. That is crucial and drives our firm culture. She is passionate about working with everyone at the firm to move the firm forwardon diversity and inclusion. That means ensuring that diversity and inclusion is aligned to the firm's strategy, to our commitment to excellence in client service and to key aspectsof how we recruit, retain, develop, promote and compensate all of the people who are the engine of the firm. It extends to a laser focus on ensuring diversity in the firm's mostimportant committees, practice and office leadership positions. Our firm is a far better firm for the diverse perspectives offered by diverse leadership, and diverse leaders are thebest beacon for future generations who can now see that leadership is attainable.

Women's Professional Development Initiative

Akin Gump's women's professional development initiative has been in existence at the firm for over a decade and is now part of the Women's Firmwide Resource Group.This group promotes the development and advancement of women attorneys at all stages of their careers. The Women's FRG has active chapters at the local office level andthe Houston, Dallas, Los Angeles, New York and Washington, D.C. offices organize local events to bring together the firm's women attorneys and provide opportunities fornetworking.

In July of 2018, the firm hosted its third Women's Leadership Conference, which brought together all of the women lawyers at the firm, worldwide, for two days of professionaldevelopment and networking in Washington, D.C. The conference included seminars and workshops on a variety of topics, including partnership and promotion, authenticity andpresentation skills. We also had excellent participation from all firm leaders, including practice group leaders and members of the management committee, who were encouragedto attend the conference's opening reception and dinner as an opportunity to connect with women attorneys.

Firmwide Resource Groups

We offer targeted professional development programs, mentorship and relationship building opportunities via our Firmwide Resource Groups. These FRGs are intended tocompliment the firm's efforts related to recruiting, professional development and fostering inclusive workplaces. Current FRGs include those focused on women, working parentsand caregivers, people with disabilities and those who identify as Black, Hispanic/Latino, Asian and/or LGBTQ+, and their allies. Some of the FRGs have created their own formalmentoring programs and hosted programs for professional development. In addition, the FRGs provide members with informal mentoring opportunities, as we made a consciousdecision to have members of our Management Committee, our highest governing body, serve as the Executive Sponsor of each FRG to foster a connection between firm leadersand FRG members.

Diversity and Inclusion Engagement

In recognition of the significant time our attorneys often spend supporting our diversity and inclusion efforts, in 2018 Akin Gump announced that in determining productivity for2019 bonuses the firm will include up to 100 hours of non-billable time billed to diversity efforts, attorney recruiting efforts and/or firm innovation efforts.

In 2017, the firm launched a mandatory firmwide Unconscious Bias Training Program. The program has been delivered to all attorneys in our U.S. and international offices. Somemembers of the business services staff received the training in 2018 and others are scheduled to receive the training in 2019. The purpose of this program is to raise awareness ofhow bias impacts the workplace and provide tips and skills to counter bias and drive a culture of inclusion.

In 2017, the firm also had a multidisciplinary team of Akin Gump personnel conduct a #MeToo training for the Firm's management committee and all of the Practice GroupLeaders. We used hypotheticals drawn from actual experiences at our firm and other firms, and we had groups of partners respond in a "tabletop" exercise format on how theywould handle the varying situations. Our firm's General Counsel, Labor Partners, HR and Diversity chiefs all provided critiques and guidance on the issues that needed to beaddressed. All participants rated the training as very worthwhile, and we believe the interactive "real world" format contributed to the success. In addition, the program was highlysuccessful in creating an honest and constructive dialogue on the difficult issues raised by individuals responding to the current environment by choosing to refrain from workingwith women and how to combat that reaction.

Professional Development and Mentoring

Akin Gump has increased the level of engagement with key strategic partners such as the national diverse bar associations, the Minority Corporate Counsel Association, and theLeadership Council on Legal Diversity. Our engagement with the national bar associations includes sending our attorneys to the national conventions as well as local affiliateengagement. These are excellent opportunities for professional development and relationship building with other attorneys across the profession. Similarly, we sponsor ourattorneys to participate in the various professional development programs offered by MCCA and LCLD.

Family-Friendly Policies

A culture of flexibility is vital to the firm's ability to recruit and retain top talent, and to align with the firm's clients who are also focusing on flexibility and the retention of thebest talent by their outside counsel. Ms. Koopersmith has been a major proponent of the firm's efforts in flexible work arrangements and in supporting the careers of women at thefirm at all stages of development. After she spent several years working on a reduced workload basis in the 1990s, she felt passionately about others having that same opportunityat the firm. In the 20 years since Akin Gump first introduced a reduced work schedule policy, more than 120 women have participated in the program, including many who havebeen promoted to partner. The policy is designed to allow lawyers to work reduced schedules and remain on the partnership track. Our policy reflects the firm's commitment toproviding a workplace that enables lawyers to fulfill parenting and family care responsibilities while continuing to work as a productive and valued Akin Gump lawyer. The firm'spolicy specifically provides that lawyers working a reduced work schedule remain eligible for counsel and partnership promotion. We have a significant track record of promotionsof attorneys who have availed themselves of the policy.

In addition to our reduced work schedule policy, two years ago, the firm introduced an agile work policy that provides resources and tools for associates, counsel and seniorcounsel who work remotely on a regular basis. In 2018, the firm provided technology tools (firm phone, monitor, etc.) to all our lawyers for use at their homes to further supportour goal to create a flexible and supportive workplace.




Awards and Accolades

We are proud and honored to have received many recognitions for our diversity and inclusion efforts, which include the following:

• From 2013 to 2018, we were named to The American Lawyer's A-List, a ranking of the most elite law firms in the United States.

• The Thomas L. Sager Award in 2017, which is an annual award from the Minority Corporate Counsel Association that recognizes firms for "demonstrated sustained commitmentto improve the hiring, retention and promotion of minority attorneys."

• In 2018 and 2019, we received the Gold Standard Certification from the Women in Law Empowerment Forum.

• In 2019, we were named one of the top ten firms for family friendliness by Yale Law Women. In compiling the report, Yale Law Women collected information from thelargest U.S. law firms on family accommodations, including billable hours and compensation data, the availability and use of parental and family leave accommodations, and theavailability and use of part-time and flexible work schedules.

• For the last twelve years, we have received a top rating of 100 percent on the Corporate Equality Index, an annual survey administered by the Human Rights CampaignFoundation, which benchmarks corporate policies and practices pertinent to LGBTQ+ employees.

• The 2018 Flex Leader Award, presented to our chair by the Diversity & Flexibility Alliance, is given annually to an executive who promotes a more diverse and inclusiveworkplace through holistic flexibility.

• Kim Koopersmith, Kerry Berchem, and Natasha Kohne have all been recognized by Diversity Journal as Women Worth Watching.

• Kim Koopersmith was recognized by Law360 as one of America's Most Innovative Managing Partners for her commitment to diversity.

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