PROFESSIONAL DEVELOPMENT & INCLUSION

2016 ANNUAL REPORT

CONTENTS3. EXECUTIVE SUMMARY

4. 2016 PROFESSIONAL DEVELOPMENT: PROFILE, PROGRAMS, AND INITIATIVES

11. DIVERSITY AND INCLUSION: PROFILE, PROGRAMS, AND INITIATIVES

19. PROFESSIONAL DEVELOPMENT AND INCLUSION PUBLICATIONS

19. CONCLUSION

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Warm regards,Michelle WimesDirector of Professional Development & Inclusion

The 2016 report of the Professional Development and Inclusion (PDI) Department highlights the accomplishments of the department and how the accomplishments have been made possible by an efficient PDI Department and the support of the firm’s leadership and administrative departments. The 2016 goals of the PDI Department have been exceeded within budget.

In 2016, the PDI Department focused strongly on supporting the firm’s strategic plan, especially in the areas of quality and culture. We also contributed to fulfilling the Client Pledge by ensuring that all attorneys had access to advanced professional development opportunities thereby fostering consistency of quality across all our offices and providing the firm with the best return on its investment. The firm has gained greater visibility and recognition in both the professional development and the diversity arenas. We have sponsored over 32 national and local events, and our local offices have increased the quality and quantity of their PDI programs and initiatives as well. We have actively supported shareholders with their clients and have participated in multiple client interviews and discussions, all of them with positive results. Additionally, I have participated in a number of speaking engagements representing the firm.

Our professional development efforts have focused mainly on driving the use of ODPro (Labor and Employment benchmarks). We have been working diligently with practice group leaders and subject-matter experts to create ODPro benchmarks for other practice areas (namely immigration, benefits compliance, ERISA litigation, class action, and workplace safety), which will further ensure consistency of quality and

service across offices. We created and rolled out the Success the ODWay (SODW) Learning Guide which, when used in conjunction with ODPro, provides supervising attorneys the opportunity to speak about specific behaviors they want to reinforce or course-correct. This allows attorneys–especially associates–to take greater ownership of their careers by proactively charting the course of their advancement within the firm. We have worked collaboratively with five other firm departments (Knowledge Management, Client Services, Learning & Employee Development, Litigation Support, and Legal Project Management) on both ODPro and SODW.

Our other professional development initiatives ranged from an advanced legal writing seminar and a client development program for junior associates, to a trial practice program for top-performing senior associates, and a business growth program for top-performing non-equity shareholders. We have expanded the availability of business development training to all attorneys through a subscription to Lawcountability and through two new business development webinars presented by successful Ogletree Deakins shareholders. We are also piloting an e-learning initiative on key topics (e.g. inviting and receiving feedback) that allows for customization. Our Leadership Development Program continues to support selected top-performing senior associates who are within one to two years of elevation to shareholder. We continue to offer support to Office Managing Shareholders who have associates who are struggling with meeting expectations. To this end, we have also made available individual coaching sessions to address specific professional development issues for associates, of counsel, and shareholders as the need arose.

Our diversity and inclusion efforts continue to be implemented on schedule per our 2015-2017 Strategic Action Plan. As stated per the plan,

these initiatives include, and are not limited to, providing professional development support for the firm’s diverse lawyers, including monthly “Structured Career Conversations” webinars with the Ogletree Deakins Black Attorney Resource Group (ODBar), and the further structuring of the Ogletree Deakins Women’s Initiative (ODWIN). We supported the formation of three new business resources groups—ODAlliance (supporting LGBT attorneys), the Asian business resource group (ODA3), and the Hispanic/Latino business resource group (ODAdelante), all of which leveraged existing relationships to host at least one client dinner and/or reception this year. We have also continued to cultivate existing relationships with over 25 outside diverse organizations, completed 20 national diversity and inclusion surveys, responded to over 26 client requests for proposals that required diversity metrics and an explanation of our diversity and inclusion initiatives, won never-before-received diversity and inclusion awards/recognition for our efforts, (such as being named among the top 50 law firms, on the 2016 Working Mother and Flex-Time Lawyers Best Law Firm for Women) we also won the ATHENA® Leadership Award for 2016 for developing women leaders, and received a perfect score on the Human Rights Campaign Foundation’s 2017 Corporate Equality Index.

I am proud of our achievements in 2016 and hope you enjoy reading about them.

EXECUTIVE SUMMARY

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2016 PROFESSIONAL DEVELOPMENT:PROFILE, PROGRAMS, AND INITIATIVESProfessional DeveloPment steering Committee The Professional Development Steering Committee (PDSC) supports the work of the PDI Department by acting as an advisory body, as reviewers, and as potential content developers, presenters, and panelists for internal trainings. In 2016, PDI and the PDSC further refined their roles and responsibilities as well as clarified their time commitment.

The PDSC also worked with a network of professional development office ambassadors whose primary role is to work with their local Office Managing Shareholders to support national professional development initiatives and to identify local development needs and resources. Those ambassadors collaborated with the PDSC member that oversees the professional development areas that were established based on federal circuit courts.

Professional DeveloPment ambassaDors

Each office has a professional development ambassador that represents the PDI department and the PDSC.

Throughout 2016, the ambassadors liaised with—and received guidance and support from—his or her PDSC liaison for the office to support national initiatives and to identify local development needs and resources. The ambassador communicated these to the PDSC liaison so that together they could find optimal solutions aligned with national initiatives and determine the best use for local and firm-wide resources.

PDSC Members as of January 2017

PD Ambassadors as of January 2017

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Professional Development InitiativesAt Ogletree Deakins, professional development is defined as the ongoing process of expanding knowledge and refining or acquiring new skills through access to formal and informal training opportunities. It is a mission-critical endeavor the firm undertakes systematically to strengthen its position as the premier labor and employment firm in the United States and beyond.

The professional development efforts of the PDI Department ensured all attorneys had access to top-quality substantive legal, leadership, and business development training in 2016. PDI drew on existing firm resources as well as expert outside consultants and continued to refine its initiatives and programs in alignment with the firm’s overall strategic plan, industry best practices, and the evolving needs of the firm’s attorneys and clients.

Ogletree Deakins professional development initiatives and programs continued to engage attorneys in a variety of different learning modalities (visual, auditory, and kinesthetic) in different environments (virtual, face-to-face) across a broad range of substantive legal topics and leadership skills. Initiatives and programs also incorporated inclusion as an essential skill that is integral to each attorney’s professional development and his or her ability to provide the best service for the firm’s clients in a dynamic, fast-changing legal marketplace.

These initiatives and programs helped ensure that all attorneys, and especially associates, continue to develop the commercially viable skills that lead to success, and, most importantly, that directly benefit Ogletree Deakins’ clients and the firm as a whole.

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1. Offered Substantive Legal Training and CLE.Ogletree Deakins is subscribed to West LegalEdcenter, a web-based CLE and professional development service from Thomson Reuters that provides comprehensive, relevant continuing legal education. This service provides consolidated, firm-wide access to CLE training for all attorneys and paralegals.

In 2016, Ogletree Deakins members accessed a total of 1,138 programs; 954 were on-demand, and 184 were live webcasts.

Additionally, the firm has a firm-wide subscription with the American Bar Association, which allows our attorneys to participate in the ABA Free CLE Series and earn up to 18 hours of free CLE every year.

2. Ensured Implementation of Labor and Employment Benchmarks

ODPro is a list of benchmarks that PDI and the PDSC have determined associates should meet to progress and succeed within the firm’s labor and employment practice. The benchmarks are

designed to help associates, practice area leaders, and the PDI department evaluate associate progress. These benchmarks were updated in 2016, and PDI took proactive steps to ensure they were being used effectively across offices. This included meeting with associates and office managing shareholders to track progress and optimize utilization.

At the recommendation of the PDSC, PDI also focused on supporting various practice groups to create benchmarks for their specific practice areas. Immigration benchmarks were rolled out to associates during the 2016 Attorney Retreat, and benchmarks for four other practice areas are being developed.

3. Rolled Out Success the ODWay Learning GuideThe Success the ODWay (SODW) Learning Guide is the result of a research project. The PDI department hired an external consultant to interview a cross-section of over 50 shareholders and key administrative personnel to identify and articulate the traits and behaviors of successful Ogletree Deakins attorneys. The guide also describes the firm’s cultural norms as the context wherein these

successful behaviors occur. Importantly, together with ODPro, SODW allows Ogletree Deakins attorneys (especially associates) to take greater ownership of their careers.

SODW was presented to all shareholders at the 2016 Annual Shareholders Meeting. Shareholder feedback was incorporated along with feedback from the new Associate Focus Group. The guide was finalized with further input from the PDSC, and then rolled out to all associates at the Attorney Retreat in October 2016.

SODW spurred a collaborative project between PDI, the Recruiting and Retention department, and the firm’s chief administrative officer. This collaboration produced another guide, Interviewing the ODWay (IODW), which provides hiring attorneys with a list of tips and suggested behavioral interview questions meant to increase the percentage of good hires, thereby improving profitability, team morale, and ultimately, the quality and consistency of service the firm offers to clients. IODW, which was piloted until the end of 2016, will be launched firm-wide in 2017.

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5. Trained in Professional Communication and Organizational Skills PDI offered tailor-made, on-demand webinars that taught or enhanced important professional skills that contributed to the consistency of service delivery across the firm. Among the webinars were the following:

a) ”Done! Time Management Strategies for Regaining Command of Your Day”, an on-demand webinar with four 15-minute lessons delivered in two-minute segments. The webinar presents simple strategies for attorneys to become six minutes more productive each day.

b) PDI continued to make available an

on-demand webinar on delegation and supervision: “Nobody Does it Better than the Good Delegator.”

4. Offered a Legal Writing WorkshopSince 2013, Ogletree Deakins has offered a legal writing workshop to over 300 associates. All the workshops have been presented by Professor Bryan Garner, a world-renowned lexicographer and teacher.

In consultation with the PDSC, the PDI department has established a three-year cycle of topics for this workshop to be held once a year as follows:

In March 2016, the PDI department hosted over 75 junior associates for the “Advanced Legal Writing & Editing” workshop. This seminar was—and will continue to be—a key element of the firm’s commitment to strengthening associates’ writing skills.

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6. Trained in Business Development

a) PDI completed its 2016 Client Development

Program (CDP) for top-performing fifth and sixth

year associates. The program presented the foundational client development skills and habits that associates should

acquire to strategically plan and gradually begin to execute their

business development efforts. The PDI department revised the format of

previous CDP programs to include two live, interactive webinars and one in-person session

at the firm’s 2016 Attorney Retreat. The CDP was expertly presented by Brianna Leung (pictured) of

GrowthPlay, LLC.

b) Top-performing alumni of the 2015 CDP were invited to participate in the 2016 Client Development Plus Program,

which offered attorneys support in their real-time business development efforts and enabled them to peer-coach one another

while fostering a culture of cross-selling. The PDI department revised the program format to include three web-based sessions and one

in-person meeting, presented by Ms. Leung, at the firm’s 2016 Attorney Retreat.

c) For shareholders and supervising attorneys, PDI continued to make available an on-demand webinar on giving feedback: “Feedback that Works: Giving Feedback – Just Do It.”

d) For associates and of counsel, PDI continued to make available an on-demand webinar on receiving feedback: “The Art and Science of Receiving Feedback”

e) In November 2016, PDI completed a year-long pilot of the Public Speaking Workshop (PSW) for associates and will make the PSW more widely available in 2017. Topics included posture, voice, word choice, presence, trustworthiness, and likeability. The workshop was highly interactive and included preparation work. Participants were recorded and then viewed themselves speaking to enhance their strengths and work on areas of development.

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c) Business Growth Program. Designed for non-equity shareholders,

this program focused on discovering and leveraging business development synergies among participants. The program, led by Allan Colman and Frank Mims of the Closer’s Group, included group calls as well as individual coaching for shareholders who, as a group, more than doubled their originations.

In response to a group call where a challenging video conferencing experience was discussed, the PDI department created Video Conferencing Best-Practice Guide for Business Development, which the shareholders found extremely useful. This document has been made available to all attorneys on the firm’s intranet.

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d) Business Development Webinars In 2016, PDI offered on-demand business

development webinars for offices and attorneys to participate in through “lunch and learn” meetings or get-togethers in small groups of two or three. All the offerings were designed to teach or enhance professional and organizational skills that contribute to the consistency and quality of service delivery across the firm. These webinars were made available as a resource to all Ogletree Deakins attorneys on the firm’s intranet and covered two key topics:

i. “So You Got the Business…Now What?,” presented by Danielle Ochs (Shareholder, San Francisco, pictured below), who introduced the steps to take after getting business from a client or prospect.

ii. “So You Didn’t Get the Business…Now What?,” presented by Joseph T. Clees (Shareholder, Phoenix, pictured below), who shared his tips on positive steps attorneys can take when they lose a pitch or RFP.

7. Leadership Development Training For the fifth consecutive year, PDI offered

a formal leadership development program for senior associates

who are within one year of shareholder eligibility. Led by master coach Joan Newman, Esq., (pictured) this program is aimed at helping participants

identify and develop the leadership and organizational skills

they need to meet the expectations of the firm.

The PDI department also worked with Newman to offer individual in-depth

coaching to address specific developmental needs identified by associates or their supervising attorneys.

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8. A Trial Tactics Program PDI teamed up with National Institute for

Trial Advocacy (NITA) to hold a trial tactics program for 16 senior associates, 6 of whom were women. The three-day in-person training was held in conjunction with the firm’s 2016 Attorney Retreat and was led by Ogletree Deakins’ own Maria Greco Danaher (Shareholder, Pittsburgh) and NITA faculty member Bill Jack. The program covered key steps in the trial process and relied on eight witnesses, who were racially or ethnically diverse law students or recent graduates from Thurgood Marshall School of Law.

Participants gave the training outstanding reviews and expressed appreciation for the hands-on experience.

loCal PD Programs anD initiatives

In addition to leveraging national PDI programs, each office continued to create training programs to meet the needs of its local attorneys and the circumstances arising from location, client-base, or practice area.

For example, Ogletree Deakins’ Dallas office had its “Training Boot Camp” and Ogletree Deakins’ office in Los Angeles had its “The Little Red School House” program, which explores current legal topics on a regular basis.

The PD ambassador in San Francisco, alternatively, sent a monthly e-mail to associates that included training, seminars, book recommendations, podcasts, and other resources to help attorneys thrive. The Indianapolis office conducted monthly trainings on substantive legal topics as well as on business development.

2016 DIVERSITY AND INCLUSION: PROFILE, PROGRAMS, AND INITIATIVES

Diversity anD inClusion steering Committee The Diversity and Inclusion Steering Committee (DISC) supported the work of the PDI department by acting as an advisory body, as reviewers, and as content developers, presenters, and panelists for internal trainings.

The DISC has created a network of diversity office ambassadors whose primary role is to work with the OMSs to support national diversity initiatives and to identify local development needs and resources. Ambassadors liaise with the DISC member that oversees their diversity region.

DISC members are the diversity and inclusion (D&I) liaisons for the offices that are within the region they oversee. Each member has the overall responsibility for identifying and being a resource for the Diversity and Inclusion Ambassadors (DIA) in those offices.

Diversity anD inClusion ambassaDors

The DIA are the resident representatives of the PDI department at each Ogletree Deakins office.

The DIA liaise with and receive guidance and support from the DISC liaison for the office.

Throughout 2016, the DIA continued to work with the OMSs to support local D&I initiatives and to implement national D&I initiatives locally.

DISC Members as of January 2017

D&I Ambassadors as of January 2017

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Diversity & Inclusion Initiatives

1. Increased Impact and Recognition Over the last year, the PDI department worked diligently to

increase the firm’s overall impact in the D&I arena. As a result of this work, the firm has received several awards and recognition from various media outlets, organizations, and clients across the United States. Examples from 2016 include:

• In January, Ogletree Deakins won the 2015 AT&T Legal Department Diversity and Inclusion Award in the large law firm category.

• In May, Ogletree Deakins was ranked as the #1 law firm for black attorneys by Law360, and in April 2016, it was ranked #24 on their list of The 100 Best Law Firms for Female Attorneys.

• In May, Ogletree Deakins earned an “A” for overall gender diversity by Above the Law on their Law Firm Gender Diversity Index.

• In June, Ogletree Deakins was #9 on The National Law Journal’s 2016 Women in Law Scorecard, which ranks the nation’s largest law firms according to their inclusion of women attorneys.

• In July, Ogletree Deakins was named a top 50 Best Law Firm for Women by Working Mother and Flex-Time Lawyers. This recognition acknowledges firms that lead the industry in creating and using best practices to retain and promote women lawyers.

• In November, Ogletree Deakins won the 2016 ATHENA Organizational Leadership Award given by the Greenville Chamber of Commerce. This recognition acknowledged the firm for celebrating the ATHENA mission of supporting, developing, and honoring women leaders; inspiring women to achieve their full potential; and creating balance in leadership worldwide.

• In November, Ogletree Deakins earned a perfect score of 100 on the Human Rights Campaign (HRC) Corporate Equality Index (CEI). The CEI is a benchmarking tool created by the HRC that focuses on the inclusiveness of policies and practices for LGBT employees.

• In December, Ogletree Deakins was awarded the 2016 D&I Company Award from the Greenville Society of Human Resource Management (GSHRM). This award recognized the firm’s commitment to workplace diversity in the categories of CEO Commitment to D&I, Human Capital, Corporate and Organizational Communication, and Supplier Diversity.

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2. Tracked Diversity Metrics Ogletree Deakins continued to exceed the National Association for Legal Professionals’

national diversity numbers in all demographics except for minority male associates. PDI continued to work collaboratively with the firm’s senior manager for retention and recruiting and the chief administrative officer to recruit at various minority job fairs across the country. PDI will work to maintain its ability to recruit and retain minorities, and to increase the firm’s minority male percentage in 2017.

Moreover, PDI consistently reported both national and local attrition metrics to the DISC and firm leadership while developing and implementing specific strategies for stemming attrition.

*Ogletree Deakins metrics last updated 10/31/16. NALP’s metrics are as of 12/31/15.

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3. Supported Clients With Their Diversity Efforts PDI leadership participated in five diversity-related interviews and discussions with clients and

potential clients. The primary participation goal was to find areas of collaboration while sharing industry best practices and communicating the firm’s proven commitment to diversity and inclusion.

4. Represented Ogletree Deakins in Diversity Speaking Engagements In 2016, Director Michelle Wimes accepted seven speaking engagements (see list below).

These local, regional, and national speaking engagements allowed Wimes to share the successful programs and initiatives that Ogletree Deakins implements across its 51 offices.

Date Event Topic Location

2/8/16

3/9/16

3/26/16

4/14/16

4/15/16

6/18/16

11/4/16

Orlando, FL

Topeka, KS

Boston, MA

Boston, MA

Boston, MA

New York, NY

Kansas City, MO

Charting Your Own Course Conference

Washburn University School of Law Corporate and Law Firm Diversity Symposium

Harvard Law School’s 33rd Annual BLSA Spring Conference

National Association for Legal Professionals Annual Education Conference

National Association for Legal Professionals Annual Education Conference

Corporate Counsel Women of Color

Kansas City Power and Light’s SOUL Employee Resource Group Annual Meeting

“Relationship Recovery and Other Moments of Truth”

“The Secrets of Top Performers” (Moderator)

“Finding Your Voice: Freedom in Law Firms” (Panelist)

“Dissolving Siloes: Combining Diversity and Professional Development Efforts for Greater Impact” (Panelist)

“Microaggressions: Implicit Bias Come to Life” (Panelist)

“It Worked For Me, It Can Work For You Too: Tips for Finding Success as a Woman of Color Attorney” (Ted Talk)

“Overcoming Work Life Balance Barriers”

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5. Sponsored National and Regional D&I Events To help move the diversity needle forward in the legal profession as a whole, Ogletree

Deakins sponsored no fewer than 30 national and regional D&I events in 2016. Many of the firm’s attorneys participated in or moderated panels at these events, sharing their know-how, expertise, and experience with colleagues and clients alike.

Date National Event City State

2/4/16

2/18/16

3/16/16

3/16/16

4/20/16

5/4/16

5/12/16

7/14/16

7/16/16

7/19/16

8/4/16

8/7/16

9/7/16

9/10/16

9/21/16

9/21/16

9/21/16

10/5/16

10/6/16

10/25/16

10/27/16

11/03/16

11/03/16

1/15/16

2/19/16

3/4/16

3/8/16

3/16/16

4/21/16

5/18/16

5/21/16

10/15/16

10/20/16

FL

AZ

NV

D.C.

FL

IL

TX

NY

MO

D.C.

D.C.

CA

IL

DC

IL

NV

D.C.

D.C.

LA

TX

LA

NY

CA

MO

MO

KS

KS

MO

MO

MO

MO

MO

WI

Charting Your Own Course Conference

National Bar Association Commercial Law Section’s 29th Annual Corporate Counsel Conference

Hispanic National Bar Association Corporate Counsel Conference

Diversity & Flexibility Alliance Annual Conference

National Employment Law Council Annual Conference

Ogletree Deakins’ Workplace Strategies Seminar

South Asian Bar Association of North America Convention

National Association of Women Lawyers Annual Meeting & Awards Luncheon

National Bar Association 91st Annual Convention & Exhibits

Minority Corporate Counsel Association Diversity Gala

LGBT Bar Association’s Annual Lavender Law Conference & Career Fair

ABA Commission on Women in the Profession – Margaret Brent Awards Luncheon

Hispanic National Bar Association Annual Convention & Career Fair

Human Rights Campaign’s National Dinner

Working Mother/Flex-Time Lawyers Best Law Firms for Women Gala Awards Luncheon

Corporate Counsel Women of Color Conference

Women, Influence & Power in Law Conference

Women’s In-House Counsel Inaugural Horizon Awards Dinner

Minority Corporate Counsel Association Global TEC Forum (formerly CLE Expo)

Society for Human Resource Management Diversity & Inclusion Conference

National Bar Association Labor and Employment Section Annual Conference

National Association of Women Lawyers General Counsel Institute

National Asian Pacific American Bar Association Annual Convention

Southern Christian Leadership Conference of Kansas City - Martin Luther King Day Youth Leadership Workshop

Project Equality Diversity and Inclusion Summit

21st Annual Diversity in Law Banquet – Kansas University

Washburn Corporate & Law Firm Diversity Symposium

University of Missouri at Kansas City Diversity & Inclusion Annual PRIDE Scholarship Breakfast

University of Missouri at Kansas City Alumni Awards Luncheon

Hispanic Development Fund (Named Scholarship)

The Links, Incorporated (Named Scholarship)

19th Annual Judge Kit Carson Roque, Jr. Scholarship Banquet (Jackson County Bar Association)

The Women’s Fund of Greater Milwaukee’s “Rad Milwaukee Women” Event

Orlando

Scottsdale

Las Vegas

Washington

Orlando

Chicago

Houston

New York

St. Louis

Washington

Washington

San Francisco

Chicago

Washington

Chicago

Las Vegas

Washington

Washington

New Orleans

Austin

New Orleans

New York

San Diego

Kansas City

Kansas City

Lawrence

Topeka

Kansas City

Kansas City

Kansas City

Independence

Kansas City

Milwaukee

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Date Regional Event City State

6. Acted as a Resource to Others for Best Practices

Due to the firm’s proven success as a D&I leader in the legal industry, several law firms and legal departments consulted PDI to help establish and grow successful D&I programs. In 2016, these organizations included:

• Polsinelli PC–Kansas City, MO• The Pembroke Hill School–Kansas City, MO• Haynsworth Sinkler Boyd, P.A.–

Greenville, SC• Perkins Coie LLP–Chicago, IL• St. Teresa’s Academy–Kansas City, MO• Barnes & Thornburg LLP– Fort Wayne, IN• Shawnee Mission East High School–

Prairie Village, KS• Park Hill School District–Kansas City, MO

7. Supported Diversity Recruiting Efforts The PDI Department utilized its

D&I network to support the firm’s diversity recruiting efforts by sponsoring national diversity job fairs, interviewing candidates, and forwarding high-potential resumes to office managing shareholders and the firm’s Recruiting and Retention Department for employment consideration.

8. Launched Cultural Competency Training for Staff and Attorneys

PDI launched a firm-wide D&I training for all attorneys and staff. This four-part webinar provided foundational training on D&I principles and explored key concepts including the business importance of inclusion in the workplace, the difference between diversity and inclusion,

how to develop cultural competence, and key strategies to help staff and attorneys become more inclusive.

9. Supported Diverse Attorneys a) Reduced-Hours Advisors

PDI continued its support of the firm’s two Reduced-Hours Advisors (RHA). It also advised offices regarding requests for reduced-hours schedules by monitoring existing reduced-hours arrangements, providing resources that help sustain success on a reduced-hours schedule, and helping to make these arrangements productive. The firm currently employs 61 attorneys who work a reduced-hours schedule. This number represents approximately

8 percent of the firm’s total attorney population.

b) Women’s Initiative PDI continued its support of the firm’s women’s business resource

group, ODWIN (Ogletree Deakins

Women’s Initiative). PDI featured members of

the group and its leaders in PDI’s bi-annual newsletter and helped successfully coordinate ODWIN events, which included the first Women’s Shareholder Retreat. The event was held just prior to the firm’s shareholder meeting in January 2016, where UC Hastings law professor and founder of Women’s Leadership Edge, Joan Williams, was the keynote speaker; the attorney retreat in October 2016, where women shareholders shared

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success strategies for navigating a male-dominated work environment; and four regional professional development workshops for women in-house counsel. These workshops also provided business development opportunities for our women shareholders throughout the firm.

PDI also provided ODWIN with

promotion and attrition metrics to better implement retention strategies.

In January 2016, the firm joined the Women’s Leadership Edge, a membership program that assists with advancing women to the next level. Ogletree Deakins received practical evidence-based tools to support our efforts to retain, support, and advance women from within the firm.

As of November 30, 2016, the firm employs 339 women attorneys. This number represents approximately 43 percent of the firm’s total attorney population.

c) African-American Business Resource Group

PDI continued to support the African-American business resource group—now referred to as the Ogletree Deakins Black Attorney Resource Group (ODBAR)—by providing metrics information and resources that aid in as well as deliver professional and client development networking. ODBAR hosted the Structured Career Conversations webinar series, a monthly year-long series that included a 25-minute webinar followed by a 35-minute group discussion about the following topics:

• Leadership Part I–Awareness• Leadership Part II–Vision and

Leadership Development• Smashing the Inner Glass Ceiling• Personal Brand• Workplace Savvy• Marketing Strategy–Part I–Client-

Centered Goals• Marketing Strategy–Part II–Effective

Communication Online and Offline• Marketing Strategy–Part III–Content

Leadership• Marketing Strategy–Part IV–Public

Speaking for Prospects• Pitching and Selling• Client Relations Management

Systems• Managing People and Projects

In May 2016, in direct response to metrics that revealed that there were a number of African-American associates located in offices where there was no African-American shareholder, ODBAR shareholders volunteered to be mentors/sponsors for these associates thereby creating ODBAR’s first mentoring program.

ODBAR sponsored three events:

• Annual Evening BBQ–Philadelphia, PA• Reception at NBA CLS–Scottsdale, AZ• Reception at NBA L&E Conference–

New Orleans, LA

As of November 30, 2016, the firm employs 471/2 African-American attorneys. This number represents approximately 6 percent of the firm’s total attorney population.

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d) Hispanic/Latino Business Resource Group

PDI supported the launch of the firm’s first Hispanic/Latino business resource group, Ogletree Deakins Adelante (ODAdelante). PDI collaborated with the group’s leaders to bring them greater visibility both within and outside the firm. ODAdelante sponsored two well-attended client and potential client events at HNBA’s Corporate Counsel and Annual Conferences. The firm currently employs 37 Hispanic/Latino attorneys. This number represents 5 percent of the total attorney population.

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e) Asian American Business Resource Group

The Asian American business resource group, Ogletree Deakins Asian-American Attorneys (ODA3), was launched in 2016 with PDI’s support. ODA3 has a robust plan in place for 2017 to increase visibility and leadership opportunities for its members. The firm currently employs 42 Asian-American attorneys. This number represents 5 percent of the total attorney population.

f) Lesbian, Gay, Bi-sexual, and Transgender (LGBT) Business Resource Group

PDI continued to work with the firm’s LGBT business resource group, Ogletree Deakins Alliance (ODAlliance), to support LGBT equality, workforce inclusion, and business development. For the first time in firm history, Ogletree Deakins earned a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index. The firm currently employs 18 openly LGBT attorneys.

From left to right: Guillermo A. Escobedo (Shareholder, San Diego), Joseph T. Clees (Shareholder, Phoenix), Patti C. Perez (Shareholder, San Diego), and Anthony L. Martin (Office Managing Shareholder, Las Vegas).

We hope you have enjoyed the 2016 Annual Report of the Professional Development and Inclusion Department of Ogletree Deakins. For more information about the firm’s professional development and inclusion efforts, please feel free to contact Michelle Wimes at Michelle.Wimes@ogletree.com.

CONCLUSION

PROFESSIONAL DEVELOPMENT AND INCLUSION PUBLICATIONSThe PDI Department regularly publishes the firm’s accomplishments in the professional development and diversity and inclusion arenas. These publications include an updated diversity brochure, two editions of the PDI Reporter, as well as the Diversity Blog. Samples of PDI publications are below.

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Ogletree, Deakins, Nash, Smoak & Stewart, P.C. is one of America’s leading labor and employment firms representing management.

In our 49 offices, located in the United States, Canada, Mexico, and Europe, we represent employers of all sizes across many industries, including more than half of the Fortune 500.

Practice Areas• Affirmative Action and

OFCCP Compliance• Appellate• Class Action• Data Privacy• Disability Access• Drug Testing• E-Discovery and Records

Retention• Employee Benefits and

Executive Compensation• Employment Law• ERISA Litigation

• Ethics Compliance, Investigations and Whistleblower Response

• Governmental Affairs• Immigration• International• Litigation• RIF/WARN• Traditional Labor Relations• Unfair Competition and

Trade Secrets• Wage and Hour• Workplace Safety and

Health

Atlanta

Austin

Berlin

Birmingham

Boston

Charleston

Charlotte

Chicago

Cleveland

Columbia

Dallas

Denver

Detroit (Metro)

Greenville

Houston

Indianapolis

Jackson

Kansas City

Las Vegas

Los Angeles

London

Memphis

Mexico City

Miami

Milwaukee

Minneapolis

Morristown

Nashville

New Orleans

New York City

Orange County

Philadelphia

Phoenix

Pittsburgh

Portland

Raleigh

Richmond

San Antonio

San Diego

San Francisco

Seattle

St. Louis

St. Thomas

Stamford

Tampa

Toronto

Torrance

Tucson

Washington, D.C.

For more information about Ogletree Deakins’ inclusion efforts, please visit our website at

www.ogletreedeakins.com/diversity

or contact Michelle P. Wimes,

Director of Professional Development and Inclusion

michelle.wimes@ogletreedeakins.com

Why Ogletree Deakins? 49 Offices

TAKING D&I TO THE NEXT LEVEL

Diversity & Inclusion

Industry Groups• Airline and Railway• Construction Law• Defense Contracting Industry• Energy• Healthcare• Higher Education

• Hospitality• Life Sciences• Retail• Sports and Entertainment• Staffing/PEO SPRING 2016

Atlanta n Austin n Berlin (Germany) n Birmingham n Boston n Charleston n Charlotte n Chicago n Cleveland n Columbia n Dallas n DenverDetroit (Metro) n Greenville n Houston n Indianapolis n Jackson n Kansas City n Las Vegas n London (England) n Los Angeles n MemphisMexico City (Mexico) n Miami n Milwaukee n Minneapolis n Morristown n Nashville n New Orleans n New York City n Oklahoma CityOrange County n Philadelphia n Phoenix n Pittsburgh n Portland n Raleigh n Richmond n Sacramento n San Antonio n San DiegoSan Francisco n Seattle n St. Louis n St. Thomas n Stamford n Tampa n Toronto (Canada) n Torrance n Tucson n Washington