Diversity makes our Firm stronger. · Diversity makes our Firm stronger. ... 2019 VAULT/MCCA LAW...

Diversity makes our Firm stronger.We believe that the diversity of our attorneys is vital to our continuing ability to provide the highest quality legal services to our clients in the global community we serve. Attracting and retaining the highest caliber people from diverse backgrounds makes our Firm stronger.

N E W Y O R K B E I J I N G H O N G K O N G H O U S T O N L O N D O N L O S A N G E L E S

PA L O A L T O S Ã O PA U L O T O K Y O WA S H I N G T O N , D . C .

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.

Simpson Thacher & Bartlett LLP

2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

425 Lexington AvenueNew York, NY 10017Phone: (212) 455-2000Fax: (212) 455-2502https://www.stblaw.com

LOCATIONSNew York, Beijing, Hong Kong, Houston, London, Los Angeles, Palo Alto, Sao Paulo, Tokyo and Washington, D.C.

DIVERSITY LEADERSHIPHead(s) of Firm: William R. Dougherty, Executive Committee ChairDiversity team leader(s): Karen Hsu Kelley (Partner), William T. Russell, Jr. (Partner), Sandy Qusba (Partner)

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2018

Worldwide 945 983U.S. offices only 758 800

Simpson Thacher & Bartlett 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 235 143African-American/Black 11 12

Hispanic/Latinx 13 7Alaska Native/American Indian 1 1

Asian 39 68Native Hawaiian/Pacific Islander 0 0

Multiracial 13 24Openly LGBTQ 20 9

Individuals with Disabilities n/a n/aTotal 312 255

Men Women






We do not track disability information. We do not track disability information. This count reflects both 1L and 2LSummer associates.

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

Men Women






Men Women






We do not track disability information. We do not track disability information.

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?

Simpson Thacher views diversity as one of our greatest strengths and recognizes that promoting diversity and inclusion must be a continuous process. The firm has developed aDiversity Action Plan that contains concrete steps designed to enhance our diversity awareness, recruiting, and associate development and advancement efforts.The importance ofdiversity and inclusion is communicated to everyone at the firm. Diversity and inclusion are discussed at partner lunches and retreats, in emails and in memos. The co-chairs of theDiversity and Women's Committees annually present an update on our initiatives to the Executive Committee, and subsequently to the partnership. In addition, the importance ofdiversity and inclusion is emphasized to and by the members of the Executive, Diversity, Women's, Personnel and Recruiting Committees in the regular course of their operations.The associates and counsel on our Women's and Diversity Advisory Councils are important participants in our ongoing conversation about diversity and inclusion at the firm.Ourquarterly Women's Lunches and Diversity Lecture Series bring speakers to the firm on diversity-related topics throughout the year. Internal and external events that may beof interest to our lawyers, including affinity group events, are posted on the Diversity/Women's Initiative section of our homepage. An update about the accomplishments ofour women attorneys is emailed to all attorneys each quarter. Diversity and Women's Initiative Newsletters are circulated to firm personnel and alumni. Our firm website alsocommunicates the importance of diversity and inclusion to Simpson Thacher.Providing diversity related training to employees at all levels continues as a top priority for us. In2019 we are implementing trainings specifically focusing on safeguarding against unconscious bias in recruiting, managing, evaluating, training and promoting diverse associates.In the fall we'll host a best practices training for feedback.

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

Karen Hsu Kelley, Co-Chair of the Diversity Committee; William T. Russell, Jr., Co-Chair of the Diversity Committee; Sandy Qusba, Co-Chair of the Diversity Committee;Caroline Gottschalk, Co-Chair of the Women's Committee; Jessica Tuchinsky, Co-Chair of the Women's Committee; and Susan Osnato, Chief Legal Talent Officer; Carlos Dávila-Caballero, Director of Diversity & Inclusion

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: 33Total hours spent on diversity: 2413Comments: This number reflects hours recorded by partners, counsel, and associates for work on our diversity and women's initiatives in 2018.

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.

The firm has a formal Diversity Action Plan.

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 firm has a formal Diversity Action Plan.

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

Firm management continually reviews the Firm's diversity and inclusion efforts and progress, and meets formally with the Co-Chairs of the Diversity and Women's Committees atleast annually.

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

The Co-Chairs of the Diversity and Women's Committees discuss and report on the committees' initiatives and progress periodically at meetings of the firm's ExecutiveCommittee. Material diversity initiatives are also the subject of reports at partner meetings. The firm's Recruiting and Personnel Committees report on their diversity initiatives ina similar fashion. The Co-Chairs of the Recruiting and Personnel Committees regularly report to the Executive Committee on hiring and departure results, including the relatedimpact on firm diversity. Last year, we strengthened our diversity initiatives with regards to pipeline, training and development programs. We are proud of the progress weaccomplished in these areas and continue to identify opportunities to improve our diversity footprint.

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 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 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 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 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 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 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.

In addition to other pipeline activities, as Part of the Firm's Urban Education Initiative the New York office hosted high school students from the Brooklyn School of Math &Research, Robert F. Wagner, Jr. Secondary School for Arts & Technology, and World View High School for various visits to the firm where they learn about different jobs withina law firm and participate in a moot court oral argument.




Recruitment - New Associates

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

Ivy League law schools: Columbia, Cornell, Harvard, Penn, Yale

Other private law schools: Baylor, Brooklyn, Cardozo, Chicago, Duke, Fordham, Georgetown, George Washington, NYU, Northwestern, Santa Clara, Seton Hall, SMU, Stanford,St. John's, Tulane, USC, Vanderbilt, Wash U

Public state law schools: Berkeley, Davis, Hastings, Houston, Michigan, Texas, UCLA, UVA

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

Diversity job fairs: Bay Area Diversity Job Fair, BLSA Job Fair, Lavender Law Career Fair, Northeast BLSA Job Fair

Do you have any special outreach efforts directed to encourage minority law students to consider your firm?

Hold a reception for minority students

Advertise in minority law student association publications

Participate in or host minority law student job fairs

Sponsor minority law student association events

Firm lawyers participate on career panels at schools

Outreach to leadership of minority student organizations

Scholarships or intern/fellowships for minority students

Other (please specify)

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

The firm began hiring 1L summer associates in 2015. As a result of the program's success in our New York office, we have expanded it to include our Palo Alto and Houstonoffices. As a member of the Kate Stoneman Project in New York, we have co-sponsored a joint recruiting event for female 1L students. During the spring semester, the Firmsponsors or cosponsors several on-campus events at law schools where we recruit, including events for 1L events.




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






We do not track disability information.




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






Response refers to Class of 2017 associates in the U.S. We do not trackdisability information.Where applicable, our numbers for associate departuresinclude associates who left for judicial clerkships.


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







Response refers to Class of 2010 and more senior associates in the U.S. We donot track disability information.Where applicable, our numbers for associatedepartures include associates who left for judicial clerkships.

OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women






Response refers to Counsel and Senior Counsel in the U.S. We do not trackdisability information.

Our non-equity partners who left retired. We do not track disabilityinformation.

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)We do not have a formal succession plan.

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

Comments:The firm's Flexible Work Arrangements Policy includes a menu of options for flexible work arrangements designed to address the varying needs of attorneys in different practicegroups, an enhanced assessment process designed to foster regular feedback between the firm and individual attorneys working a flexible arrangement, and partner mentors whoare available to advise attorneys participating in the program as well as those considering doing so in the future. The expanded options for flexible work arrangements includereduced hours, telecommuting, job sharing, and extended unpaid leave of absence.

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?

Attorneys participating in the flexible work arrangements program are eligible for partnership consideration. The initialconsideration for partnership of an associate participating ina reduced-hours arrangement will generally occur when theassociate has worked the equivalent of at least eight full years at the firm (or in another legal professional position sincelawschool graduation).

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

4





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

Associates 1 10 11 567

Of counsel 0 4 4 70

Non-equity partner 1 1 2 6

Equity partner 0 0 0 157




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







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 7 17 35

Number of such positions held by:

Minorities 0 6 7

Women 1 4 12

LGBTQ attorneys 0 1 3

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? 5

Minorities heading offices: [No response]

Women heading offices: Lynn Neuner, Co-Administrative Partner, New York (557)

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: N/A. We do not track disability information.

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Robert Holo, Tax (27); Karen Hsu Kelley, Public Company Advisory Practice (11); Mario Ponce, M&A (98); Sandy Qusba, Bankruptcy (8); JoyceXu, Derivatives (3)

Women heading practices: Karen Hsu Kelley, Public Company Advisory Practice (11); Marni Lerner, Private Equity M&A (45); Lori Lesser, Transactional IP (9); Laura Twomey,Personal Planning (10); Joyce Xu, Derivatives (3)

LGBTQ attorneys heading practices: [No response]

Individuals with Disabilities heading practices: David Shevlin, Exempt Organizations (6)

COMMITTEE LEADERS

Minorities heading committees: Rajib Chanda, Co-chair of the Recruiting Committee (35); Rob Holo, Co-Chair of the Associates Committee (26) and Co-Chair of the PersonnelCommittee (18); Karen Hsu Kelley, Co-Chair of the Diversity Committee (30); Linton Mann, Co-Chair of the Knowledge Management Committee (13); Lesley Peng, Co-Chair ofthe Opinion Committee (18); Sandy Qusba, Co-Chair of the Diversity Committee (30); George Wang, Chairperson of the Insurance Committee (4)

Women heading committees: Elizabeth Cooper, Chairperson of the New Partners Committee (6); Caroline Gottschalk, Co-Chair of the Women's Committee (18); Olga Gutman,Co-Chair of the Attorney Development Committee (15); Jennifer Hobbs, Co-Chair of the Business Development Committee (34); Alexandra Kaplan, Co-Chair of the FinanceCommittee (26); Karen Hsu Kelley, Co-Chair of the Diversity Committee (30); Marni Lerner, Co-Chair of the Counsel/Senior Counsel Committee (10); Krista Miniutti, Co-chairof the Recruiting Committee (35); Katharine Moir, Co-Chair of the Investment Committee (7); Lesley Peng, Co-Chair of the Opinion Committee (18); Marisa Stavenas, Co-Chairof the Compliance Committee(5); Jessica Tuchinsky, Co-Chair of the Women's Committee (18)

LGBTQ attorneys heading committees: Jennifer Hobbs, Co-Chair of the Business Development Committee (34); Linton Mann, Co-Chair of the Knowledge ManagementCommittee (13); David Shevlin, Co-Chair of the Pro Bono Committee (11)

Individuals with Disabilities heading committees: N/A. We do not track disability information.




The Firm Says

The firm views diversity as one of our greatest strengths, as stated in our diversity mission statement: "Simpson Thacher & Bartlett LLP believes that the diversity of our attorneysis vital to our continuing ability to provide the highest quality legal services to our clients in the global community we serve. In order to maintain and build on our present successwe must recruit, retain, mentor and promote outstanding individuals from diverse backgrounds, who bring to the practice of law a variety of perspectives, experiences and values.We believe that taking steps to promote an inclusive and supportive work environment will strengthen our Firm, enhance our ability to meet the needs of our clients, and help usmaintain our leadership role in the legal community."

We recognize that promoting diversity and fostering inclusion must be a continuous process. In 2017, a Task Force of partners and department heads conducted a strategic reviewof our diversity efforts and formulated several recommendations aimed at associate career development, mentoring, diversity training and other areas. These recommendations arecurrently being implemented.

The Diversity and the Women's Committees meet regularly, and their members include partners on our Executive Committee. Diversity and Women's Associate AdvisoryCouncils meet quarterly and provide valuable input to these Committees. Our Diversity Committee sponsors a heritage month speaker series, which has included notable speakerssuch as the Honorable Judge Denny Chin from the U.S. Court of Appeals, Second Circuit and former Olympian medalist and activist, Dr. John Carlos. Our Women's Committeesponsors training programs on topics ranging from pitches to presentation skills and client development. We also hold quarterly Women's Forums, which include speakers andpanels. Recently, the Women's Committee, in conjunction with the firm's Lean In group, hosted a financial literacy workshop targeted toward all associates about loans, buyingproperty and estate planning.

In January 2017 we launched an enhanced diversity mentoring program in the New York office that expanded and improved upon our existing mentoring program. Partners anddiverse first-year associates who opt into the program are expected to meet at least once every three weeks to discuss the associates' development, assignments, and any otherrelevant issues. Members of our Diversity Department follow-up with the partners and associates to confirm that they are meeting as scheduled.

Practice Group heads, office leaders, staffing partner and representatives from the Legal Personnel and Diversity Departments meet semi-annually to discuss the careerdevelopment of diverse and women associates. Before 2018, these meetings occurred on an annual basis, but this semi-annual format has proven more effective to support andmonitor the progress of diverse and women associates. During these meetings, partners share information on the associates and counsel in their groups, including a performanceoverview, advancement potential, and suggestions for career development and training opportunities. Time is taken to discuss each associate and counsel at length so that we canensure they are performing well, getting access to good work, exposure to a broader base of partners, and aren't being overlooked. At the recommendation of the partners, the firmcan provide private coaching to associates as further investment and continued commitment to our associates' career development. It is our goal to encourage partners to havemeaningful conversations about professional development with their diverse and women associates .

Our second biennial Diversity Leadership Conference for diverse associates in our U.S. offices was held in May 2018 at our New York office. The Conference included a diversityworkshop on Growth Mindset, a business development training, and a conversation with the Chairman of the Executive Committee and the Administrative Partners of the firm.We also held break-out groups where associates and counsel shared feedback and brainstormed ideas for ways in which we can improve inclusion at the firm. In addition toprofessional development, the Conference was a good opportunity for our diverse associates and counsel across our U.S. offices and affinity groups to develop meaningfulrelationships. Stemming from the Leadership Conference, each practice group developed a set of benchmarks that outline the skills and experiences an associate should striveto attain as they develop. The benchmarks provide a tool for enhanced communication about professional development among associates, mentors, staffing partners and LegalPersonnel. Although these benchmarks are being used with respect to all associates, it was an idea that came directly out of the Diversity Leadership Conference.

The firm supports six affinity groups: Black; STB Colegas (for our Latinx attorneys); Asian/Asian-American; South Asian; LGBTQ and Parents through activities like welcomingreceptions, informal lunches, and professional development workshops. Introduced in early 2019, the firm has also added Inclusion Networks at our U.S. offices. These networksare meant to support the diverse populations at each of our offices who may not have a critical mass to create full-fledged affinity groups. The affinity groups in the New Yorkoffice are also open to lawyers outside of New York so that they can participate in person when visiting the New York office, or remotely for more general meetings and/oractivities.

Our flexible work arrangement policy offers multiple options, including reduced hours, telecommuting, job sharing, and an extended unpaid leave of absence for attorneys wishingto devote additional time to family responsibilities. Eighteen weeks of paid and eight weeks of unpaid leave are available to primary caregivers upon the birth or adoption of achild; and four weeks paid and twelve unpaid weeks are available to secondary caregivers*. The firm provides all employees in its U.S. offices two additional days of emergencychild care at local day care centers (with additional days available for a nominal fee), as well as back-up childcare with a choice of an in-home provider or the use of a broadnetwork of child care centers contracted by the firm at subsidized rates.

Our commitment to increasing the diversity of our attorneys continues to be one of our highest priorities. We visit over 20 law schools and job fairs, including Lavender Law,LeGal and the Northeast BLSA Job Fair. The firm is an active supporter of BLSA, LLSA, APALSA, LGBT and women's organizations, and a participant in the SEO and LegalOutreach programs.

Simpson Thacher has received a perfect score of 100% in the Human Rights Campaign's Corporate Equality Index in each of the last eight years. Simpson received the GoldStandard Certification from the Women in Law Empowerment Forum for the eighth time in June 2019. In 2017, Simpson was recognized by Yale Law Women as a Top TenFamily Friendly Firm. The Firm received the 2012 Leadership and Excellence in Inclusion and Diversity Award from Morgan Stanley's Legal and Compliance Division.

*Leave time may vary by jurisdiction to comply with state and local law.

Diversity makes our Firm stronger. · Diversity makes our Firm stronger. ... 2019 VAULT/MCCA LAW...

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