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Diversity+Inclusion

Proskauer is proud to support Vault and the MCCA

Our commitment to diversity is essential to our commitment to excellence.

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.

Proskauer Rose LLP

2019 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

Eleven Times SquareNew York, NY 10036Phone: (212) 969-5000Fax:

LOCATIONSBeijing; Boca Raton; Boston; Chicago; Hong Kong; London; Los Angeles; New Orleans; New York; Newark; Paris; São Paulo; Washington D.C.

DIVERSITY LEADERSHIPHead(s) of Firm: Joseph Leccese, ChairmanDiversity team leader(s): Peter Wilson, Jr., Diversity & Inclusion Officer

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2018

Worldwide 754 804U.S. offices only 630 685

Proskauer Rose 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 166 141African-American/Black 5 5

Hispanic/Latinx 13 12Alaska Native/American Indian 0 0

Asian 23 39Native Hawaiian/Pacific Islander 0 0

Multiracial 8 9Openly LGBTQ 6 4

Individuals with Disabilities n/a n/aTotal 215 206

Men Women






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

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

We do not distinguish equity and non-equity partners. We do not distinguish equity and non-equity partners.

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?

Proskauer's diversity initiative is part of the Firm's overall strategic plan, and is communicated through various methods and channels, including: Partner Retreats, ExecutiveCommittee meetings, Partner lunch meetings, formal training programs, town hall meetings, special events open to clients and guests, Legal Director meetings, public support(financial and other) of various diversity related organizations, pro bono work, Heritage Month observances, professional development programs, the Firm website, email updatesand announcements, our intranet, and the diversity brochure, newsletters, and Annual Report.

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

Peter Wilson, Jr., Diversity and 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: 16Total hours spent on diversity: 4840Comments: The Diversity Task Force meets regularly and each member is also assigned to one or more subcommittees. The Diversity Task Force is responsible for furthering theobjectives of the Diversity & Inclusion Strategic Plan, which is part of the Firm's fundamental core values for which all of the Firm's lawyers are responsible. Consequently, manyof the Firm's lawyers contribute significantly to diversity and inclusion efforts and track time spent on such efforts using dedicated activity codes. The hours reported above signifythose collective hours spent by all the Firm's lawyers.

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

Yes

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

Yes

If yes, is it formal or informal?

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 is committed to ensuring that time, attention and resources are paid to our goal of attaining equal opportunity and diversity in the practice of law. Our Diversity TaskForce comprises representatives from many of the Firm's offices. The task force includes partners who are recognized Firm leaders, two from our Executive Committee, severaldepartment chairs and other key stakeholders. They lend their unique perspectives in conceiving and implementing our diversity-related programs and initiatives. This range ofmembership allows for the continual review of progress, and the task force connects regularly to work on a variety of events and projects to further the Firm's diversity efforts.These projects and events include affinity group sponsored CLE programs, professional development workshops, social and networking programs, Heritage Month celebrationsand more. The Firm also evaluates statistics and demographics on a continual basis, and we participate in numerous diversity surveys and questionnaires throughout the year inorder to assess our progress. These quantitative measures allow us to create internal benchmarks for success and provide a platform for us to note our best practices and learn fromour peers. The Firm emphasizes qualitative measures in tracking our progress as well, including support of diversity events and affinity groups by partners and senior counsel;mentoring; staffing decisions; recruiting policies and practices; publicizing achievements of women, LGBTQ associates, and associates of color; staying informed of new ideasand developments in diversity by speaking at or participating in various diversity panels and conferences; receiving feedback from our diverse associates regarding our careerdevelopment opportunities to facilitate an overall environment of inclusion.

The Diversity and Inclusion Strategic Plan was created by the Diversity Task Force as another way to track progress throughout the year.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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 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 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 Coordinate or work with clients on diversity issues

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.

Proskauer is actively engaged in numerous initiatives to build a pipeline of legal talent for the future. These initiatives include partnerships with programs and organizations thatprovide internships, awards, workshops and mentoring opportunities for students at various stages of their academic careers.

This year, Proskauer continued to facilitate its partnership with the Cornell Black Ivy Pre-Law Society, an undergraduate pre-law honors society for students of color at CornellUniversity. The Firm's lawyers responded enthusiastically to a request for volunteers for the Society's Mentorship Trifecta program, which matches members with mentors fromcollege, law school, and the professional realm. Twenty-three firm partners and associates participate as mentors in the program. In October 2017, the Firm hosted a mixer for theSociety's students, Cornell alumni, and Proskauer lawyers who are participating in the Mentorship Trifecta.

We collaborate with Street Law, a corporate diversity initiative that develops classroom and grassroots programs to educate students and communities about law, democracy andhuman rights. Most recently, Proskauer volunteers teamed up with clients and their corporate legal departments to teach basic legal concepts to high school students from theUrban Assembly Academy for Government and Law.

We partner with PENCIL, a program that builds and supports customized, long-term relationships between business volunteers and public school principals to inspire innovationand improve student achievement.

Since 2009, Proskauer has been a participant in the Legal Outreach Program, hosting several high school students for a four-day summer internship. We expanded our relationshipand have designated two ninth grade students annually for the past four years as "Proskauer Scholars," providing them with mentors and various types of support throughout theirhigh school years. Our two inaugural Proskauer Scholars are now attending Yale and Brown.




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, Yale University

Other private law schools: Boston College, Boston University, Brooklyn Law School, Cardozo Law School, Duke University, Emory University, Fordham University, GeorgeWashington University, Georgetown University, Hofstra University, Loyola Law School (LA), Loyola University (New Orleans), New England School of Law, New York LawSchool, New York University, Northeastern University, Northwestern University, Pepperdine University, Seton Hall University, Stanford University, Suffolk University, TulaneUniversity, University of Chicago, University of Southern California, Vanderbilt University, Washington University (St. Louis), Washington & Lee University

Public state law schools: Louisiana State University, Rutgers University Newark, University of California-Berkeley, University of California-Davis, University of California-Hastings, University of California-Los Angeles, University of Connecticut, University of Illinois, University of Iowa, University of Michigan, University of Minnesota,Universityof Mississippi, University of North Carolina-Chapel Hill, University of Texas, University of Toronto, University of Virginia, College of William & Mary, University of Wisconsin

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

Diversity job fairs: Harvard BLSA Career Fair, DC Diversity Consortium, UCLA Law Firm Diversity Reception, Howard Law's Annual Private Sector Reception, Berkeley 1LLaw Firm Diversity Fair, Georgetown BLSA 2016 Diversity Reception, Lavender Law Job Fair, LeGaL Career Fair, NYU 1L Diversity Career Fair

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

Hold a reception for minority students

Advertise in minority law student association publications

Participate in or host minority law student job fairs

Sponsor minority law student association events

Firm lawyers participate on career panels at schools

Outreach to leadership of minority student organizations

Scholarships or intern/fellowships for minority students

Other (please specify)

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

Proskauer participates in numerous initiatives aimed at introducing first-year law students to our Firm, the types of law our lawyers practice, and the legal community as a whole.

Our annual "Home for the Holidays" reception gathers diverse first-year law students in our New York, Boston Los Angeles and Washington, D.C. offices to network and learnmore about life at Proskauer. This event provides an opportunity for us to connect with the recruits during the school year.

Now in its ninth year, our Silver Scholar Program pays tribute to its namesake, Proskauer's first elected Chairman Edward Silver, by cultivating diversity here and across the legalprofession. Selected scholars may be either a first- or second year law student.

We know that in order to promote talent, we need to develop the talent pool. To that end, we recently launched Proskauer Prep — a professional development program forwomen who are heading to law school. Candidates participate during the summer prior to starting law school. They join us at Proskauer for a week of workshops and seminars onpreparing for law school assignments and exams, developing their professional brand, and honing their general professional skills. We have assembled a very diverse inauguralclass, with students from a variety of cultural backgrounds, attending a diverse array of law schools. Our goal is to provide these highly talented women with additional tools tobuild successful legal careers.




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






We do not distinguish between equity and non-equity partners.

NEW EQUITY PARTNERS* (2018)

* Whether hired laterally or promoted from within

Men Women






We do not distinguish equity and non-equity partners.




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?


Do you use executive recruiting/search firms to seek to identify new diversity hires (partners or associates)?

Yes

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

Yes

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

David Carrie LLC; Major Lindsey & Africa; SJL Attorney Search




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






Consistent with our external reporting practices, we do not disclose attritionstatistics.


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


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

Comments:Proskauer recognizes that family or other compelling personal circumstances may arise that require its lawyers to seek schedule accommodations in order to help balance thedemands of personal life with the responsibilities of professional life, and that a lawyer can work a reduced schedule and continue to make a meaningful contribution to the Firm'spractice. The Firm is committed to providing flex-time/alternative work schedule options ("flex-time arrangements") to its lawyers. Lawyers in good standing or those who arescheduled to join the Firm are eligible to apply to work under a flex-time arrangement. The Firm's goal is to accommodate lawyers who seek to reduce their work commitment inorder to meet dependent care obligations (which include child care obligations and obligations to other dependent members of a lawyer's immediate family) or who demonstrateother compelling personal circumstances.

We are proud of our impactful and innovative program intended to ease the transition of lawyers returning from primary caregiver leave. CaRe, short for Caregiver Return, allowslawyers to return from leave to work on a 75% schedule and receive 100% of their pre-leave compensation for the first six months following their return. The Program respondsdirectly to feedback from our lawyers that the transition back into the workplace after an extended leave presents unique challenges. CaRe eases the pressure on these caregiversand reaffirms our commitment to supporting the needs of our lawyers at key stages of their personal lives.

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?

Eligibility will not be affected, although timing of consideration may be delayed.

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

1





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

Associates 0 31 31 423

Of counsel 0 7 7 37

Non-equity partner n/a n/a n/a n/a

Equity partner 0 1 1 255

We do not distinguish between equity and non-equity partners.




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 8 12 17

Number of such positions held by:

Minorities 0 0 2

Women 0 3 5

LGBTQ attorneys 0 0 0

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? 8

Minorities heading offices: 0

Women heading offices: 0

LGBTQ attorneys heading offices: 0

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: 0

Women heading practices: Elise Bloom Labor & Employment (131); Margaret Dale, Litigation (164); Daryn Grossman, Corporate (289);

LGBTQ attorneys heading practices: 0

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Michael Makinde, Associate Council (25); Sandra Montgomery, New Business (11 );

Women heading committees: Nicole Runyan, Senior Counsel (5 ) ; Kathleen McKenna, Personnel Practices (10); Sandra Montgomery, New Business (11 ); Sandra Crawshaw-Sparks, Lateral Integration (11); Larissa Boz, Associate Council ( 25)

LGBTQ attorneys heading committees: 0

Individuals with Disabilities heading committees: [No response]




The Firm Says

We believe that a diverse workforce enables the Firm to offer the highest quality of service to our clients by affording them the benefits of varied perspectives on and approaches tolegal issues. We actively staff our matters from a diverse pool of lawyers in order to maintain a collective approach that is reflective of a broad range of ideas and talent.

We are proud of recent accolades that affirm we are moving in the right direction. In 2018, the Minority Corporate Counsel Association (MCCA) awarded Proskauer with theannual Thomas L. Sager Award in recognition of our sustained commitment to improving the hiring, retention and promotion of diverse attorneys and we were a finalist theyear prior. We were recently short-listed for the Euromoney Legal Media Group Americas Women in Business Law Awards in the "Best International Firm for Diversity," "BestInternational Mentoring Program" and "Best International Firm for Women in Business Law" categories. Additionally, the Firm was named one of only three Finalists in 2017for the MCCA/Thomas L. Sager Award, which recognizes law firms that have demonstrated a sustained commitment to improving the hiring, retention, and promotion of diverseattorneys. Equality Illinois's Raising the Bar initiative recognized Proskauer as one of the best firms in Illinois in 2017 for LGBTQ diversity and inclusion. In the 2017 Vault Guideto the Top 100 Law Firms, Proskauer was ranked as #12 in Overall Ranking for Best Law Firms for Diversity, #12 for Diversity for Minorities, #13 in LGBT Diversity and #22 forDiversity for Women. We were also named one of the Top 10 Most Family Friendly Law Firms by Yale Law Women in 2017.

The Firm was short-listed in the inaugural 2016 Chambers Diversity Awards in the "Most Inclusive Firm for Minority Lawyers" category. We were recognized for severalnoteworthy programs and initiatives, such as the Diverse Lawyer Mentoring Circle Program (MCP), Women's Sponsorship Program (WSP), Diverse Lawyer Network, recruitmentof diverse lawyers, and other pipeline initiatives.

The Firm continues to refine several innovative programs/initiatives to focus on the career development and relationship capital of our diverse and women lawyers.

Our Diverse Lawyer Mentoring Circle Program (MCP) aims to enhance the development of junior-level diverse associates and help them better integrate into the Firm by givingthem one on one support from designated partner mentors. MCP amplifies the core benefits of individual mentoring - coaching, counseling and networking - by creating circles(i.e., teams) of mentor mentee pairs, with each circle encompassing four or five mentees and their mentors. Mentees develop a relationship with their mentor, while also gainingexposure to the different working approaches, management styles, insights and networks of their circle's partners, and learning from the experiences of their fellow mentees.

The Women's Sponsorship Program (WSP) aims to retain our talented mid-and senior-level women lawyers by taking a special interest in their careers and providing them withtools that can help them to assume leadership roles in the future. WSP takes career development beyond traditional mentoring. The Firm selects partner sponsors who not onlyserve as advisers, but also proactively advocate on behalf of their protégées. In addition, sponsors are expected to ensure that each protégée is given challenging work assignmentsthat will maximize her potential; introduce her to other partners and clients; and bring her to outside events such as client gatherings. In addition, protégées attend training sessionsfocused on key skills such as business development and executive presence.

We are proud of our impactful and innovative program intended to ease the transition of lawyers returning from primary caregiver leave. CaRe, short for Caregiver Return allowslawyers to return from leave to work on a 75% schedule and receive 100% of their pre-leave compensation for the first six months following their return. The Program respondsdirectly to feedback from our lawyers that the transition back into the workplace after an extended leave presents unique challenges. CaRe eases the pressure on these caregivers,and reaffirms our commitment to supporting the needs of our lawyers at key stages of their personal lives.

Our New Parent Career Coach (NPCC) program helps Proskauer women lawyers navigate the transitions from working fulltime to maternity leave, and from maternity leaveback to work. The program was created to meet a need expressed by associates who informed us that coming back to work from an extended leave -particularly after childbirth -could be very difficult. To address the issue, we engaged a workforce strategies consulting group to design a customized program. Participating lawyers benefit from working withexperienced career coaches who help them manage the challenges of being a new parent and a practicing lawyer at the same time. Our diversity professionals personally reach outto participants when they go on or return from maternity leave.

The Proskauer Caregivers Network (PCN) focuses on the needs and concerns of lawyers and staff who must devote significant time to caring for children, parents, other familymembers and friends. The network provides resources and support to help our professionals handle their caregiving obligations.

In addition to our most recent initiatives, Proskauer has long recognized that compelling personal circumstances may require our lawyers to seek a more-flexible schedule to helpbalance the responsibilities of their professional and personal lives. We established the Flex-Time Program to enable our lawyers to work a reduced schedule without sacrificingthe ability to build on their past accomplishments and make a meaningful contribution to the Firm's success.

Our Diverse Lawyer Retreat is held every two years for all of our minority and LGBT attorneys. A significant portion of the retreat is devoted to career coaching. We also scheduletime for our Diverse Lawyer Network to collaborate and discuss programming ideas, strategies to build/enhance their brand within the Firm, and additional ways to continue tosupport one another.

Lastly, we also see the need to continue to engage employees at all levels of the Firm. Our goal is to empower all levels of the organization, including staff, to be active inour diversity initiatives. In order to overcome this obstacle, we try to create a variety of ways to keep our employees engaged. For example, Proskauer hosts heritage monthcelebrations in our offices throughout the year to educate others about different cultures and to create a more inclusive environment. We invite speakers to discuss their experiencesand interesting diversity and inclusion topics. Every employee is invited to attend and participate in these events.

We are proud of the strides we've made toward increasing diversity within our Firm and the legal industry in general. We will continue to develop unique strategies for targetingour diversity and inclusion goals. With each accomplishment and accolade, we raise the bar higher and challenge ourselves to reach that new standard.

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