1) A N N U A L R E P O RT 2 0 15 ENHANCING THE CORE PROGRAM & TRANSITIONING TO NEW LEADERSHIP 

2) DIVERSITY & INCLUSION: A NEW GENERATION OF LEADERSHIP Shortly after I started at Duane Morris almost 25 years Last year, we continued efforts focusing on the success ago, then-Chair of the Trial Practice Group, James J. of every diverse attorney in the Firm. We hit the “refresh” McCabe, scheduled a series of meetings focused on our button on our mentoring programs by scheduling group mission, outcomes for clients and attracting the best sessions of all mentor members of the Diversity & Inclusion lawyers. In all of those discussions, Jim insisted upon Committee for a greater exchange of coaching tips, and one statement of principle: The lawyers in his practice last fall, we engaged mentoring expert Karen Hester, J.D., group, and indeed the Firm, must be collegial. Executive Director of the Center for Legal Inclusiveness, to provide strategic suggestions for Committee mentors “Collegiality” is defined by Webster’s Dictionary as “the at our in-person fall meeting. Equally important, I met cooperative relationship of colleagues.” Going a step quarterly with the nine practice group leaders in the Firm further, we cannot be collegial unless we are inclusive. to review the hours of diverse attorneys, assignment The diversity and inclusion initiative in my time at Duane opportunities and overall successful growth within each Morris has grown and become vibrant because Firm practice group. leadership recognizes that inclusion, like collegiality, should be—and is—a part of our culture. Finally, having long since passed the Duane Morris retirement age for holding management positions, For the first time, our annual Diversity & Inclusion I began having discussions with John Soroko about the Retreat, held last May, focused on people with Firm’s next Chief Diversity & Inclusion Officer. We wanted disabilities. Chaired by partner Lauren DeBruicker, our someone who would grow the program and provide new Retreat honored the 25th anniversary of the passage opportunities for the 100 diverse attorneys who comprise of the Americans with Disabilities Act. Fred Maahs, a part of Duane Morris in the continental United States, Sr. Director of Community Investment & National as well as everyone in the entire Firm. The search was not Partnerships at Comcast, and Chair of the American easy and took an extended period of time. However, it is Association of People with Disabilities, delivered a my belief that we found the perfect person in Joseph K. keynote address about how this legislation has impacted West. His reputation as a lawyer and as a national leader the more than 54 million Americans with disabilities. in the diversity and inclusion movement is impeccable. Last spring, we added an Office Inclusion Committee I could not be happier and more professionally satisfied in Chicago, which held programs highlighting the than to hand the baton to Joe. achievements of a retired United States Magistrate All the best to everyone at Duane Morris, Judge who grew up in the Jim Crow-era cotton fields of Mississippi; a comparison of life in Hong Kong with Chicago described by one of our associates; and issues faced by veterans, especially those transitioning into the private sector. NOLAN N. ATKINSON, JR. Chief Diversity & Inclusion Officer, 2000—2015 2 

3) WELCOME LETTER FROM JOSEPH K. WEST Since joining Duane Morris as a partner in the Trial Practice Group and as Chief Diversity & Inclusion Officer, I have been asked many times about my decision to come aboard. The letter penned by my predecessor Nolan Atkinson provides part of the answer to this question. Under Nolan’s thoughtful guidance and with the support of Firm Chairman John Soroko and others in leadership, Duane Morris has created a strong diversity and inclusion infrastructure. For that, the Firm should be proud. I am honored to have been asked to continue this already thoughtful and creative program, while examining ways in which we can improve our effort and hone our D&I effectiveness, both internally and externally. Internally, we must seek ways to arrest attrition, to provide opportunities for talent development and to create an ecosystem conducive to enhanced retention and sustainable growth opportunities for all of our talent. Externally, increasing numbers of companies will be holding their outside counsel accountable and will communicate greater expectations around diversity and inclusion. We have both the opening and the obligation DIVERSITY & INCLUSION LEADERSHIP to identify and to capitalize on opportunities with existing and potential clients for whom diversity is an integral part of doing business with them. Of course, this can happen only when we fully commit our collective selves to infusing the culture of Duane Morris with the ideals of diversity, to making inclusion a part of the Firm’s DNA and to ensuring that this Firm’s commitment to identifying barriers to inclusion and eliminating them is without peer. Thank you for the opportunity to serve in this capacity, and I look forward to working with you in this effort. JOSEPH K. WEST Chief Diversity & Inclusion Officer and Partner 3 

4) The D&I Committee, consisting of 24 members, oversees all Firm D&I programs. The Committee, which meets monthly, reviews new initiatives, makes recommendations for organizational change, plans and hosts the Diversity & Inclusion Retreat, acts as mentors for diverse associates in the Firm and objectively and subjectively measures the Firm’s diversity efforts against what other peer law firms are doing. * New member of the Diversity & Inclusion Committee in 2015 ATLANTA William D. Barwick MIAMI BOCA RATON Chuck Shields, Jr. BOSTON CHERRY HILL *Tony Fitzpatrick NEW YORK Lida Rodriguez-Taseff Andrew Thomas Hahn Lauren E. DeBruicker SAN DIEGO *Michelle Donovan Hallie Garrison Seth A. Goldberg Neville M. Bilimoria NEWARK Nanette Heide DIVERSITY & INCLUSION COMMITTEE Kathy O’Malley CHICAGO Jessica Singh Eric R. Breslin PHILADELPHIA Thomas T. Loder Nolan Atkinson John Nixon SAN FRANCISCO SILICON VALLEY WASHINGTON Dominica C. Anderson *Thomas G. Servodidio LIAISONS *Manita Rawat Ed Biester Terrance Evans Sandra A. Jeskie Sheila Slocum Hollis Mairi V. Luce 4 Amee McKim Kelly D. Eckel Peggy Simoncini Pasquay 

5) In 2015, members of the D&I Committee took an active role in educating the entire Firm on issues of diversity and inclusion. We describe in the following pages several of the internal initiatives that were the focus of the D&I Committee this past year. D&I COMMITTEE’S DIVERSITY AND INCLUSION MENTORING AND COACHING PROGRAM A critical component of the Diversity & Inclusion Committee’s internal program has always been its mentoring program, whereby members of the D&I Committee serve as mentors to the Firm’s diverse nonpartner attorneys. Participation in the program is optional for such attorneys, but the majority of attorneys eligible to participate in the program choose to participate. The D&I Committee’s mentoring program is intended to overlay and complement the firmwide general mentoring program through which all of the Firm’s associates, and certain of the Firm’s special counsel, are mentored by Firm partners. The D&I Committee’s mentoring program is viewed as so central to the work of the D&I Committee within the Firm that all regular (non-liaison) members of the D&I Committee are expected to actively serve as DIVERSITY & INCLUSION INITIATIVES mentors in this program. Partners with mentoring responsibility in this program are responsible for routinely reviewing the amount of work of their mentees; ascertaining how well-integrated their mentees are in their practice groups and offices; and determining the adequacy of their mentees’ professional development via discussions with their mentees, assigning attorneys and practice group chairs, along with review of Firm-generated reports that are supplied on a monthly basis to all members of the D&I Committee. Mentors are expected to develop and implement plans to remediate any identified issues that may require the mentors to communicate with assigning attorneys, practice group chairs or office managing partners regarding their mentees’ assignments and professional development issues. 5 

6) In early 2015, a number of revisions were made to the D&I Committee’s mentoring program to ensure it is best serving the needs of its constituents to: (1) create a better fit between each non-partner mentee and his or her D&I Committee mentor; (2) better support the work of the D&I Committee mentors through ongoing targeted training; and (3) facilitate ongoing efforts to mentor the Firm’s diverse non-partner attorneys by providing for more frequent check-ins with respect to the mentees and giving the mentors a forum in which to support each other and share suggestions for successful mentoring. To those ends, the revisions consisted of the following three main components: 3. Small Group Meetings. To facilitate ongoing efforts 1. Renaming of Program and Reassignment of Mentors and Mentees. The mentoring program was renamed the “D&I Committee’s Diversity and Inclusion Mentoring and Coaching Program” and a comprehensive analysis of all mentor and mentee pairings in the program was undertaken to more closely align the mentees with their mentors based on factors, such as: (1) office location, (2) practice area, (3) seniority (of mentee) and (4) special considerations that warrant attention through the program. Despite these changes, it remains an expectation that all nonliaison members of the D&I Committee will serve as a mentor to one or more diverse non-partner attorneys; therefore, following the reassignment process, each D&I Committee member continues to have mentoring responsibilities. for more effective mentoring. The meetings also to mentor the Firm’s diverse non-partner attorneys, the D&I Committee’s mentors were divided into three smaller groups, each with an assigned facilitator. The facilitator coordinates meetings, occurring every other month or approximately six times per year, of the mentors in the facilitator’s group. During the meetings, each mentor is expected to report on his or her mentee, including issues of challenge or instances of success with respect to the mentoring efforts. Through these meetings, mentors collaborate with each other on mentoring challenges and share ideas promote the goal of ensuring that regular contact with mentees is established and maintained. IMPLICIT BIAS AWARENESS In March 2015, Seth Goldberg and Nolan Atkinson presented to the partners of the Trial Practice Group on the topic of implicit bias and how it may influence the allocation of work at law firms. This was the third presentation on this topic to members of the Firm, with the first in October 2014 to the lawyers in the Firm’s Employment, Labor, Benefits and Immigration Practice Group, and the second to the partners and associates in the Commercial, Securities and Antitrust Litigation sub-practice group. 2. Training for Mentors. In order to better support the work of the D&I Committee mentors, training was provided for the mentors at the Firm’s Annual Meeting in October. Karen Hester, Executive Director for the Center for Legal Inclusiveness, conducted training that consisted of a 75-minute presentation to the entire D&I Committee and individual coaching sessions provided to select mentors. The goal of the training was to enable the mentors to develop their mentoring skills, particularly in the context of mentoring diverse nonpartner attorneys. The intention is for ongoing training to be provided to the D&I Committee around mentoring topics, which will be conducted largely by Duane Morris staff and attorneys with experience in the topics selected for training. Implicit bias, or unconscious bias, can be characterized as the bias in judgment or behavior that automatically results from subconsciously held beliefs. While it occurs in all workplaces, it has particular importance in law firms, where associates are assigned work from partners whose implicit bias might influence how the partners allocate work among the associates. Subconscious beliefs based on experience and stereotypes may dictate whether a partner in a law firm assigns work to a diverse associate or non-diverse associate, or they may influence how a partner perceives the work product of diverse associates versus non-diverse associates. 6 

7) These presentations are part of the D&I Committee’s These efforts have included advocacy within the Firm ongoing effort to raise awareness of the issue for Duane for hiring more diverse lawyers in summer associate Morris lawyers, and additional similar presentations will programs for those offices, intervention to make sure be made to other practice groups in 2016. Therefore, that diverse lawyers are in the mix for individual lateral lawyers working in law firms should be aware of the associate hiring as needs arise in various practice groups, influence implicit bias may have on work allocation and efforts to identify lateral partner candidates for offices because correlations exist between the types and in which we would particularly like to see more diverse amount of assignments given to associates, their ability lawyers. Essentially, we seek to facilitate increased hiring to demonstrate success and competence, and their job of diverse lawyers in targeted areas across the spectrum satisfaction and retention. of professional hiring at the Firm, particularly in any larger offices and practice groups where we would most LOOKING LOCALLY TO IMPROVE DIVERSITY like to see more diverse lawyers. RECRUITMENT AND RETENTION We continually reinvent the diversity and inclusion initiatives at Duane Morris. We are proud that Duane Morris is a place where lawyers of all backgrounds can flourish and succeed. At the same time, we recognize that there is always room for improvement. Each month, our Diversity & Inclusion Committee reviews overall metrics on recruitment and retention of diverse lawyers at the Firm. Firmwide numbers show an improving picture: We are pleased that Firmwide data again showed a year-to-year increase in the overall percentage of minority lawyers in 2015 to 12.29 percent, compared to 12.07 in 2014. Maintaining focus on mentoring of individual lawyers, building networks of lawyers supporting the diversity and inclusion goals of the Firm throughout offices and practice groups, and a good grasp from metrics of where we stand in the big picture all have helped us improve diversity recruitment and retention. Sometimes, however, it is useful to ignore the forest and examine the trees. Collecting and reviewing metrics on diverse lawyers has At the same time, we recognize that retention is just as helped us identify offices and practice groups in the Firm important as recruitment. Therefore, we are paying extra that have succeeded in attracting and retaining strong groups of diverse lawyers. We can learn from those attention to make sure that diverse lawyers recruited successes. We have also identified offices and practice into larger offices and practice groups with lower diverse groups that can and should be doing a better job on representation than the Firm as a whole have supportive that front. Through a subcommittee of our Diversity & people they can lean on for advice and guidance. Each Inclusion Committee, we are working on ways to improve success builds a critical mass of a strong diverse presence recruitment and retention within those offices and in all offices and practice groups, which is our goal. practice groups that the metrics tell us could and should be doing more to attract and maintain diverse lawyers. 7 

8) RETENTION ENHANCING THE CORE PROGRAM & TRANSITIONING TO NEW LEADERSHIP 

9) INCORPORATION OF PDLG SIX CORE PRACTICES Duane Morris has been a founding member of the 6. Ensure that the attorney leader of the corporate Philadelphia Diversity Law Group (“PDLG”) since its law department’s or law firm’s diversity and inclusion creation in 2002, with Nolan Atkinson being instrumental efforts has regular access and the opportunity to in its creation. For most of its time, PDLG focused on provide advice to the law firm’s governing committee recruiting diverse candidates for associate positions or, in the case of corporate law departments, to the seeking jobs in the Philadelphia marketplace. However, company’s chief legal officer. in 2015, PDLG decided to expand its focus and develop, Duane Morris already has programs that focus on in addition to recruitment initiatives, strong programs each of the six principles. However, we look forward to around retention. further development of programs designed to enhance In November 2015, PDLG asked each of its member retention. Additionally, we will collaborate with each firms and corporate law departments to agree to six of our fellow member law firms and corporate law principles that are presented in condensed form below. departments in PDLG to strengthen retention initiatives Duane Morris reviewed and agreed to incorporate these within the Philadelphia legal marketplace. core practices into our Firm. DIVERSITY & INCLUSION RETREAT 1. Strengthen recruiting programs for lawyers of color and other diverse lawyers by developing creative The Firm was proud to host our ninth annual Diversity & and effective strategies for increasing the pool of such Inclusion Retreat for all diverse partners and associates candidates for positions at law firms and corporate of the Firm, as well as Firm management. Entitled law departments, and by intensifying efforts to recruit “Putting Knowledge and Learning into Action: Building a diverse candidates successfully at all levels. Framework for Inclusion,” the Retreat took place on May 1–2, 2015, in Philadelphia. 2. Ensure that lawyers of color and other diverse lawyers have access to meaningful and challenging The Retreat began with the panel “From Ideas to Impact: assignments, and that all attorneys receive their fair Progress Born from Past Retreats and the State of the share of significant and visible roles on matters of Firm’s D&I Initiative,” which summarized the Firm’s importance to clients. accomplishments to date in the diversity and inclusion 3. Maintain fair and unbiased systems for assigning space and highlighted some of the key ongoing initiatives. Partners Seth Goldberg, Andrew Hahn and Mairi Luce, and evaluating legal work that will provide all of a law firm’s or corporate law department’s lawyers with along with Amee McKim, the Firm’s Director of Legal an equal opportunity to develop the skills necessary Recruitment, gave in-depth overviews of initiatives, to provide the best-possible service to clients, and including work distribution, partner accountability, to compete successfully for internal promotions and recruiting and lateral integration. Following that, we opportunities in the legal market generally. invited a panel of diverse attorneys to provide their 22.72 % OF ALL PARTNERS ARE FEMALE personal insights with regards to “Bringing Your ‘A Game’: 4. Develop viable sponsorship programs that will Mobilizing Firm Resources to Make Full Use of Your Talents include lawyers of color and other diverse lawyers. and Optimize Your Practice.” Associate Natalie Hrubos 5. Appoint more lawyers of color and other diverse moderated this informational panel and invited each lawyers to leadership and managerial positions at panelist to focus on a different strength. Miles Plaskett, a firms and corporate law departments. Corporate partner in the Miami office, discussed mobilizing 9 

10) practice groups to serve your clients’ needs. Trial partner SPOTLIGHT: CHICAGO INCLUSION COMMITTEE Michael Zullo outlined some of the accommodations the In 2015, the Chicago office formed the Chicago Inclusion Firm has available to enhance productivity. Intellectual Committee. Its primary goals are building an environment Property associate Anjali Moorthy discussed networking where all people, irrespective of position or perceived in a crowded market and how to differentiate oneself. status, are valued for their distinct contributions; Johann Yi-Der Lin, an IP patent agent in the San Diego eliminating barriers that may exist by reason of gender, office, discussed his international work and how to race, ethnicity, sexual orientation, gender identity or maintain and grow overseas relationships. expression, religion, job position, medical conditions The afternoon segment of the Retreat featured a multi- or disabilities, veteran or family status, or any other factor part program on client development. Kicking off this that makes a person unique; promoting the Firm’s goals segment, we asked three superstar partners to provide of diversity and inclusion; and creating strategies for us personal anecdotes and tips on how they have succeeded all to be more collaborative, as well as understanding and in developing business. Cyndie Chang, Managing Partner respectful of one another. of our Los Angeles office, discussed client pitches, During 2015, the Committee organized three all-office specifically the importance of knowing your client and lunchtime presentations. Chicago associate Michael organizing your team in an effective way. Manita Rawat, Barnicle gave a presentation on his an Intellectual Property partner in our Silicon Valley office, military experience (including military built on Cyndie’s comments and addressed “The Do’s and basics, training, the Iraq war and Don’ts of Pitching: Diversity Myths and Realities.” The returning to civilian life), issues faced panel concluded with tips from Woody Jameson, Chair by veterans and strengths veterans of the Firm’s Intellectual Property Practice Group, on bring to the workplace. Mike’s engaging the intangibles of pitching business. After the attendees presentation also featured pictures digested all the tips from our panelists, it was time to put and other items from his service. knowledge into action. Prior to the Retreat, we paired Arlander Keys, a retired United States Magistrate Judge partners and associates and provided them a mock for the Northern District of Illinois, shared his story about scenario relevant to their practice area. The associates the extreme racism and adversity he endured growing up had time to conduct research and prepare for their pitch, in the Jim Crow-era cotton fields of Mississippi, his military and during a 90-minute period, they had the opportunity service in Vietnam and returning to start his legal career, to conduct an actual mock pitch and receive feedback which he began as a trial attorney before eventually from the partners with whom they were paired. This serving as a United States Magistrate Judge for nearly exercise was very well-received, and its interactive nature 20 years. The rise of Judge Keys is a remarkable story ensured everyone was engaged and benefitted from the that impressed and inspired the Chicago office. hands-on experience. Our keynote speaker for the Retreat was Fred Maahs, Chair of the American Association of People with Disabilities. Fred discussed the 25th anniversary of the Americans with Disabilities Act and the landscape ahead. The 2015 Retreat was well-attended and, as always, provided a wealth of information that attendees could incorporate into their everyday routines. Mark A. Bradford, Arlander Keys, David B. Yelin and Matt A. Olins. 10 

11) Tat-yeung Shiu, an associate in the Chicago office, PHILADELPHIA INCLUSION CLE PROGRAM ON delivered a presentation during which he discussed “AFFIRMATIVE ACTION: AN OPEN DISCUSSION his background, growing up in Hong Kong and then AND RECENT DEVELOPMENTS” traveling to the United States when he was 19 to attend On October 30, the Philadelphia Inclusion Committee college. Tat shared his perspective on many of the sponsored a CLE program for the Trial Practice Group cultural differences between Hong Kong and Chicago. titled “Affirmative Action: An Open Discussion and He also arranged for the delivery of dim sum from Recent Developments.” The program used the Vashon Chicago’s Chinatown so that the Chicago office could Lecture delivered by Professor Randall Kennedy at experience, firsthand, a small slice of Hong Kong’s Duane Morris in 2012 as a starting point for an open culture. Tat guided many of those in the audience, discussion about affirmative action, its objectives and who were unfamiliar with dim sum, through their meal, its legal underpinnings. Professor Kennedy argued and discussed the diverse regional styles of other that the Supreme Court has upheld affirmative action Chinese cuisine. based on the objective of promoting diversity, even though this goal is, in his view, not the ”real” purpose of affirmative action. The group discussed whether Professor Kennedy had undervalued the importance of diversity as an independent goal of affirmative action. Within that context, we discussed the Supreme Court’s consideration this term of a challenge to the University of Texas’ admissions program. The issue before the Court is whether the program is narrowly tailored to achieve the objective of educational diversity, particularly in light of alternative approaches Texas has adopted that have successfully promoted racial and ethnic diversity Each of the aforementioned presentations were attended in the university’s student body. by the majority of people in the Chicago office and This is the first time that a Trial Practice Group CLE were very well-received. Also in 2015, the Committee lunch program focused directly on issues relating to organized a walking club, which is open to all and meets diversity and inclusion. Not surprisingly, there was some a couple of times a week for lunchtime walks downtown. uncertainty among participants about how to engage It provides another opportunity for people in the office with a “hot button” issue in this forum. Nonetheless, to become better acquainted while also getting some the discussion was an important step toward achieving a light exercise. The Committee also began plans for 2016 more open dialogue on issues of diversity and inclusion events, which will include more lunchtime speakers, within our Firm. a weekend volunteer event at the Chicago Food Depository and other all-office events intended to bring the office closer together and help people get to know one another better. 11 

12) METRICS DIVERSE ATTORNEY PROMOTION TO PARTNERSHIP FEMALE ATTORNEY PROMOTION TO PARTNERSHIP 62.5% 40% 50% 33% 50% 44% 43% 27% 12.5% 2010 8.5% 2011 2014 2015 LAST THREE YEARS 11% 2012 43% 31.8% 2013 2014 2015 2010 2011 2012 2013 

13) Duane Morris believes that accountability and consistency 2009 to this current 30.5-percent level. This progress, are the hallmarks of its commitment to realizing a while less dramatic than the increase for diverse attorneys permanent, deeply rooted and self-sustaining diverse over the same period, reflects the greater progress the culture. Using a matrix of Diversity Scorecard variables, Firm made prior to 2009 and also points to the need to the Firm engages in rigorous self-evaluation each year to continue the Firm’s efforts at recruiting and retaining confirm we are making consistent and measurable forward women attorneys. In recognition of this, Duane Morris progress toward achieving our Diversity & Inclusion has focused on another important metric, the promotion Program objectives. To ensure accountability, consistency of female attorneys to partnership. While the Firm’s and growth, the metrics Duane Morris examines are total percentage of female attorneys reached its high of the same each year, including such key comparative 30.5 percent in 2015, women have been promoted to variables as the growth in the Firm’s proportion of diverse partnership at a rate higher than that of their male and female attorneys; the comparative rate of their colleagues since 2009, accounting for 48 percent of promotion to partner; a comparison of the billable hours the Firm’s new partners during that six-year period. of female and diverse attorneys to their male and non- This reflects significantly increased levels of leadership diverse colleagues; and the Firm’s success in recruiting and integration of female attorneys in the Firm’s culture and integrating diverse and female lateral partners. The and likewise contributes to our consistently high rankings Firm’s performance is then measured each year against among publications measuring the best workplaces for the prior year to ensure that our focus stays trained women among all American companies. Duane Morris on building upon past success and continuing to make is one of the Yale Law Women’s 2015 Top Ten Family consistent progress every year. With each successful Friendly Firms and is consistently ranked as one of the year, the Firm strengthens its diverse foundation. 50 Best Law Firms for Women by Working Mother and For example, Duane Morris has made steady progress Flex-Time Lawyers, based on the Firm’s family-friendly increasing the Firm’s proportion of diverse attorneys, policies and business development initiatives that retain from just under 9 percent of our total attorney population women and advance them into the leadership pipeline. in 2009 to the high-water mark of 12.3 percent reached In addition, for the fifth year in a row, Duane Morris has as of year-end 2015. Significantly, the percentage of been cited on the Honor Roll of Legal Organizations diverse attorneys promoted to partner has averaged Welcoming Women Professionals by the Pennsylvania Bar 20 percent since 2009, and nearly 32 percent of Association Commission on Women in the Profession. The the Firm’s partnership promotions in the three-year Firm’s mentoring and networking programs for women period ending December 31, 2015. This promotion rate attorneys also have been cited by Law360, Women 3.0 of diverse attorneys reflects the Diversity & Inclusion magazine, Philadelphia magazine and others. Program’s longtime strategy of mentorship and attorney Using advanced metrics, and a scorecard that keeps the retention, and it establishes a track record that diverse Firm’s attention sharply focused on making consistent attorneys choosing among law firms can trust when year-over-year progress, Duane Morris has moved steadily charting their career course. closer to achieving its goal of creating a fully integrated Similarly, Duane Morris has maintained consistent environment and permanently diverse Firm culture. progress with the growth of its female attorney Duane Morris believes that, though we have progress population. The percentage of female attorneys increased yet to make, our steady commitment and record of only incrementally in 2015, to 30.50 percent at year-end accountability to our diversity and inclusion programs will as compared to 30.25 percent in 2014. Over a five-year continue to lengthen the strides we have made—allowing period, however, the percentage of female attorneys at us to be even more successful in attracting and retaining Duane Morris has steadily increased from 27 percent in the most talented attorneys to the Firm in the future. 13 

14) GEORGE BOYER VASHON LECTURE In 2010, Nolan N. Atkinson, Jr., Duane Morris’ former Chief Diversity & Inclusion Officer, and his nephew Paul Thornell petitioned the Pennsylvania Supreme Court, requesting Nolan Atkinson’s great-grandfather George B. Vashon to be posthumously admitted to practice law in the Commonwealth of Pennsylvania. Vashon, an African-American, was denied admission to practice law in Allegheny County (Pittsburgh) because of his race. The Pennsylvania Supreme Court unanimously granted the petition. Duane Morris Chairman and Chief Executive Officer John Soroko announced that in honor of this monumental event, the Firm would be creating an annual lecture series that would explore issues of justice and fairness. PROMOTING THE FIRM’S REPUTATION Duane Morris Chairman John J. Soroko, Wendell Pritchett, Lisa T. Scruggs, Donna Cooper, Judge Wendy Beetlestone, Anthony Hardy Williams and Nolan N. Atkinson. In April 2015, the sixth annual Vashon Lecture was held in Philadelphia on the topic, “What Do We Mean When We Say Education Is a Civil Right?” Wendell Pritchett, Presidential Professor of Law and Education and former Interim Dean of the University of Pennsylvania Law School, was the guest lecturer. In addition, a panel discussion moderated by Donna Cooper, Executive Director of the Public Citizens for Children and Youth, raised questions and elicited comment on the positions raised by Pritchett. Panelists included the Honorable Wendy Beetlestone, Federal Judge, United States District Court for the Eastern District of Pennsylvania; Anthony Hardy Williams, State Senator, Pennsylvania; and Lisa Scruggs, Duane Morris partner. 14 

15) This event is representative of Duane Morris’ commitment to creating a more diverse legal profession through education and supporting community discussion on vital issues throughout the United States. DUANE MORRIS PARTNERED WITH VERIZON IN THEIR ENGAGE EXCELLENCE PROGRAM In the fall of 2015, S. Neil Anderson, an associate in our Atlanta office, presented a CLE program on data privacy Michelle Ifill, Senior Vice President and General Counsel for Verizon Corporate Services, Inc. and Neil Anderson. and online security through Verizon’s Engage Excellence initiative. Verizon, along with several other Fortune 100 Duane Morris partner Matt Gaudet was in attendance companies, instituted this program to help promote the and shared Neil’s enthusiasm. “Duane Morris is truly careers of diverse attorneys by creating direct exposure enriched by its commitment to attracting talented, with in-house legal departments, with the stated goal of diverse lawyers, as was evidenced here by having one putting diverse attorneys in positions to win business and of our very own talented attorneys showcase what the lead important matters for Verizon. Firm has to offer in front of some of the most coveted Neil shares his thoughts on the value of this experience: clients in the country,” said Matt. “This is a great example The vast amounts of research and preparation that went of how our commitment to diversity and inclusion benefits into the presentation have proven invaluable as I have everyone at the Firm in so many ways.” now deepened my knowledge base in an area of law that FIRM SUPPORTS GLAAD SPIRIT DAY was not the primary focus of my practice. To say that the Verizon Engage Excellence program was more than Duane I bargained for would be an understatement. Engage turned its website purple Excellence is a diversity initiative designed to provide on October 16, 2015, meaningful and sustainable business opportunities for in honor of the Gay & diverse lawyers in majority firms. In addition to Verizon, Lesbian Alliance Against several other name-brand companies have signed on to Defamation’s this initiative, including Walmart, DuPont and General annual Spirit Day. The Mills. Verizon has put its own unique twist on the initiative Firm website’s usual blue by designing programming for diverse attorneys to put on turned purple that day CLE presentations in an effort to introduce the company to show support for LGBT youth and signify our stance to the next generation of rising diverse attorneys in against bullying. majority law firms. Considering that the audience would be composed of decision makers from Verizon, Home Depot, Walmart and Cox Communications, just to name a few, preparing for this presentation was no small task. Likewise, the actual presentation was an extraordinary public speaking opportunity and a great exercise in cultivating business and relationships. 15 Morris again (GLAAD) 

16) HONORS + AWARDS ENHANCING THE CORE PROGRAM & TRANSITIONING TO NEW LEADERSHIP 

17) CYNDIE CHANG INSTALLED AS PRESIDENTELECT OF NAPABA In November 2015 during the NAPABA Annual Convention held in New Orleans, Cyndie Chang was installed as the PresidentElect of the National Asian Pacific American Bar Association (NAPABA), which is the national association of Asian Pacific American (APA) attorneys, judges, law professors and law students. NAPABA represents the interests of more than 40,000 attorneys and approximately 70 national, state and local bar associations. Its members include solo practitioners, large firm lawyers, corporate counsel, legal services and nonprofit attorneys, as well as lawyers serving at all levels of government. NAPABA engages in legislative and policy advocacy, promotes APA political leadership and political appointments and builds coalitions within the legal profession and the community at large. NAPABA also serves as a resource for government agencies, members of Congress and public service organizations about APAs in the legal profession, civil rights and diversity in the courts. PRO BONO HONORS FOR JOLIE-ANNE ANSLEY AND CHRISTOPHER YEH — KETA TAYLOR COLBY AWARD Partner Jolie-Anne Ansley, of the San Francisco office, and associate Christopher Yeh, of the Los Angeles office, were selected by the Lawyers’ Committee for Civil Rights to receive the Keta Taylor Colby Award, which they were presented on January 28, 2016. The Colby Award recognizes pro bono PHILLIP CHONG HONORED AS BALTIMORE PRO BONO ATTORNEY OF THE YEAR counsel who have provided outstanding representation to the poor and under- Phillip Chong was recognized as the Tahirih Justice Center’s Baltimore Pro Bono Attorney of the Year for his compassionate and zealous representation of a domestic violence survivor in her self-petition for lawful permanent residency in the United States under the Violence Against Women Act (VAWA). Phillip received the award in April 2015 as part of Tahirih’s Gala. represented through the Second Chance Legal Clinic. Jolie-Anne and Christopher’s persistent and zealous advocacy resulted in a release from license hold after a petition to vacate a civil assessment was denied. Their hard work removed a significant barrier to improve a client’s life opportunities. Congratulations to Jolie-Anne and Christopher for their extraordinary advocacy on behalf of low-income clients! Scott Marder, Phillip Chong, Rob Hopkins and Robert Ruben, all of the Baltimore office. 17 

18) DUANE MORRIS PARTNER MANITA RAWAT NAMED TO THE LEADERSHIP COUNCIL ON LEGAL DIVERSITY’S 2015 FELLOWS PROGRAM Manita Rawat, a partner in the Silicon Valley office, was chosen as a member of the Leadership Council on Legal Diversity’s (LCLD) 2015 class of Fellows. This landmark program identifies, trains and advances the next generation of leaders in the legal profession. According to LCLD President Robert J. Grey, Jr., the LCLD Fellows Program offers participants “an extraordinarily rich year of relationship-building, virtual and in-person training, peer-group projects and extensive contact with LCLD’s top leadership.” Founded in 2009, LCLD is an organization of more than 220 corporate chief legal officers and law firm managing partners who are personally committed to creating a truly diverse legal profession. The LCLD Fellows Program, which has trained more than 600 mid-career attorneys since 2011, is one of the organization’s most important initiatives. ATTORNEYS ACROSS AMERICA: For more information, please contact: FEATURING CYNDIE CHANG JOSEPH K. WEST Chief Diversity & Inclusion Officer and Partner P: 202.776.7806 jkwest@duanemorris.com From a tiny office in rural Alaska to a skyscraper in Manhattan, from the Sunshine State to the Prairie State, this new series— highlighted on the Ms. JD blog—seeks to capture snapshots of successful women attorneys practicing law from sea to shining sea. Cyndie Chang is the managing partner of the Los Angeles office of Duane Morris LLP. Ms. JD is a nonprofit, nonpartisan organization dedicated to the success of aspiring and early career women lawyers. Serving as a unique nexus between the profession and the pipeline of diverse attorneys, Ms. JD’s online community provides a forum for dialogue and networking among women lawyers and law students. 18 

19) STRATEGIC ALLIANCES In the pursuit of advancing diversity and inclusion, Duane Morris teamed up with a number of leading organizations throughout the year. These collaborations extend our resources and help to promote diversity and inclusion while evolving our best practices. Listed below are some of our key relationships. Minority Bar Committee © Duane Morris LLP 2016 This publication is for general information and does not include full legal analysis of the matters presented. It should not be construed or relied upon as legal advice or legal opinion on any specific facts or circumstances. The invitation to contact the attorneys in our Firm is not a solicitation to provide professional services and should not be construed as a statement as to any availability to perform legal services in any jurisdiction in which such attorney is not permitted to practice. 19 

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