skadden, arps, slate, meagher, & flom llp - vault.com2020 vault/mcca law firm diversity survey...

Response to Spring 2020 Vault/MCCA Law Firm Diversity Survey. Complete survey results available in Law Firm Diversity Database

(http://mcca.vault.com). Copyright © 2020 Vault.com Inc. and Minority Corporate Counsel Association, Inc. All rights reserved.

Skadden, Arps, Slate, Meagher, & Flom LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

1 Manhattan WestNew York, NY 10001Phone: 212-735-3000Fax:www.skadden.com

LOCATIONSNew York (HQ); Boston, MA; Chicago, IL; Houston, TX; Los Angeles, CA; Palo Alto, CA; Washington, DC; Wilmington, DE; Beijing; Brussels; Frankfurt;Hong Kong; London; Moscow; Munich; Paris; Sao Paolo; Seoul; Shanghai; Singapore; Tokyo; Toronto

DIVERSITY LEADERSHIPHead(s) of Firm: Eric J Friedman, Managing PartnerDiversity team leader(s): Brian V. Breheny, Partner (Global Diversity & Inclusion Committee Co-Chair); Sally A. Thurston, Partner (Global Diversity &Inclusion Committee Co-Chair); Stephen C. Robinson, Partner (Global Diversity & Inclusion Committee Co-Chair)

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 1601 1674U.S. offices only 1272 1339

Skadden, Arps, Slate, Meagher, & Flom LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

No

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 322 250African-American/Black 27 34

Hispanic/Latinx 26 28Alaska Native/American Indian 1 0

Asian 37 70Native Hawaiian/Pacific Islander 0 1

Multiracial 10 18Openly LGBTQ 25 10

Individuals with Disabilities 2 6Total 431 408

Men Women






Note: Employee and partner self-identification of personal information,including but not limited to gender, race/ethnicity, sexual orientation, anddisability status is voluntary and the attorneys may choose to opt-out ofdisclosure for purposes of external diversity surveys such as this. Attorneyswho opt-ed out of disclosing this information are included in the totalheadcount, but excluded from relevant subcategories.


EQUITY PARTNERS (2019) NON-EQUITY PARTNERS (2019)

Men Women






Men Women











OF COUNSEL (2019) NEW HIRES (2019)

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?

The firm's leadership conveys the importance of diversity and inclusion (D&I) by integrating principles and practices into many aspects of the firm management and operations,including: attorney development, recruiting, marketing, client development and firm life and cultural programs. Our executive partner and other members of firm managementdiscuss D&I in communications with our Policy Committee (the firm's top governing body) and with all partners, as well as to all attorneys in the annual state of the firm addressand periodic firm updates. Leaders of our Diversity & Inclusion Committee discuss D&I during orientation for summer and incoming associates, and our D&I focused trainingseminars, which are offered to all attorneys, are carefully tailored to provide specific knowledge and tools applicable at the various stages of their careers. We also offer bothstructured and informal programs, seminars, lectures and networking events that focus on diversity and professional development for attorneys and professional staff. Our arrayof initiatives include: pipeline outreach and law student recruitment activities; attorney affinity networks; heritage month celebrations; and networking and professional and clientdevelopment programs. Women and diverse partners regularly share career advice on navigating firm culture and career as part of their 1:1 mentoring relationships and in thecontext of programs hosted by our various affinity networks. We also maintain a D&I section on both the internal and external firm websites, where D&I resources, statistics andevents are listed prominently for the convenience of all.

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

The partners who co-chair our global diversity and inclusion initiatives, Brian Breheny, Stephen C. Robinson, Sally Thurston supported by our global D&I team, lead ourefforts. Our global diversity & inclusion team is led by Melique Jones, director of talent pipeline, diversity and inclusion. Moreover, because D&I are core firm values, we worktogether to integrate the firm's D&I objectives into our regular course of business, and as a result, responsibility for D&I is shared across all practice areas and offices and selectadministrative functions.

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 2019, what was the total number of hours collectively spent by the committee in the furtherance ofthe firm's diversity initiatives?

Total attorneys on committee: 52Total hours spent on diversity: 1555Comments: The hours recorded are 1,555, however, given the firm's emphasis on incorporating diversity and inclusion into multiple aspects of the firm operations and culture,that number does not fully capture the time spent by our attorneys addressing diversity and inclusion at the firm (e.g. through law student recruiting, attorney mentoring, clientdevelopment, among others, which have separate time codes).

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?

Firm leadership and the diversity leadership team discuss diversity and inclusion matters on an ongoing basis throughout each year and in various contexts.

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

The firm's Diversity Committee regularly reviews progress in achieving its objectives. The progress reports are reviewed and discussed by the firm's executive partner, globalpractice heads, office and practice leaders and others in senior management on an ongoing basis.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

X X Undertake communication from firm management that diversity is a top priority of the firm

X X Formalize diversity plan and committee with action steps and accountability to management

X X Conduct firmwide mandatory diversity training for all attorneys and staff annually

X Implement bias interrupters with respect to hiring/assignments/evaluations/compensation reviews/promotions/etc.

X X Focus on strengthening firm's mentoring program

X X Conduct internal diversity needs assessment (e.g., culture and environment surveys) and/or retain diversityconsultant to examine how firm culture might be more welcoming of minorities

X X Support law firm's internal affinity networks

X Hire a director of diversity or other full-time professional to implement the firm's diversity program

X X Coordinate or work with clients on diversity issues

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

X X

Other (please specify): Launched in 2017 as part of our efforts to increase diversity in the firm's senior attorneypipeline. The program provides a framework to help more of our partners (sponsors) and associates and counsel(protégés), including women, attorneys of color and LGBTQ+ attorneys, forge and sustain connections throughclient work and other interactions that impact each protégé's continued high performance, development,visibility, client exposure and career progression. Protégés also have access to tools for self-assessment andcareer planning as well as one-on-one executive coaching. The pilot phase of the program included 17 sponsor-protégé pairs in our U.S. offices, the program expanded in fall 2019 and now includes 30 sponsor-protégé pairs.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X X Increase the number of women at the associate level

X X Increase the number of women at the partnership level

X X Increase the number of women in leadership positions

X X Focus on strengthening firm's mentoring program for women

X 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 X Implement policies to address gender pay equity

X XOther (please specify): Our Women's Leadership Forum is focused on cultivating development and progressionopportunities for some of our high performing senior women attorneys. Since the program's inception in 2013,more than 100 women attorneys have participated, and nearly 40% of the participants who have completed theprogram have been promoted to partner or counsel.





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


X Offer same-sex domestic partners the same benefits available to married individuals

X 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 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 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 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.

For approximately 30 years, Skadden has partnered with the (1) Sponsors for Educational Opportunity (SEO) Corporate Law Program. SEO's Corporate Law Program is a paidsummer internship program which provides work experience and mentoring in a law firm or legal department to high-achieving college graduates of color who are about tobegin their first year of law school. We typically host up to seven SEO interns in our New York, Chicago, Washington, D.C. and Wilmington offices. We participate in the LegalOutreach Program, a nationally renowned diversity pipeline program based in New York. Other partnerships include the Posse Foundation through which we host interns in ourWashington, D.C. office, the Boston Lawyers Group which prepares diverse law school students for recruitment, advancement and retention in the greater Boston legal communityand the Constitutional Rights Foundation's Expanding Horizons Internship Program which provides first-generation, college-bound high school students in the Los Angeles areawith an intensive experience of skill development and personal growth that prepares them for college, career, and civic life. Our program with The Colin Powell School for Civicand Global Leadership at The City College of New York (CCNY) represents one of the most comprehensive law firm-college collaborations of its kind focused on diversity inthe legal profession. Established 10 years ago, the program provides high-potential juniors and seniors from diverse ethnic backgrounds with the education, groundwork, tuitionassistance, mentoring, LSAT preparation and other necessary resources to gain admission to competitive law schools. Over 200 students have participated since the program'sinception and more than half of the program graduates are attending or have graduated from law schools that include: Boston College, Berkeley, Brooklyn, Cornell, Fordham,Harvard, Minnesota, NYU, UPenn, Vanderbilt, UVA and Yale, among others.




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: American University, Boston College, Boston University, Brooklyn Law School, Case Western, Cardozo Law School, Duke University, EmoryUniversity, Fordham University, Georgetown University, George Washington University, McGill University, New York Law School, New York University, NorthwesternUniversity, Seton Hall University, Stanford University, St. John's University, Temple University, Tulane University, Vanderbilt University, University of Chicago, University ofNotre Dame, University of Southern California, Vanderbilt University, Villanova University, Wake Forest University, Washington University

Public state law schools: Boalt Hall, Osgoode Hall, Ohio State, Rutgers University (Newark), UCLA, University of North Carolina, University of Connecticut, University ofIllinois, University of Indiana, University of Iowa, University of Kentucky, University of Maryland, University of Michigan, University of Minnesota, University of Texas,University of Toronto, University of Wisconsin, University of Virginia, William & Mary

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

Diversity job fairs: Bay Area Diversity Career Fair; Boston Lawyers Group Minority Job Fair; Delaware Minority Job Fair; Harvard Black Law Students Association Job Fair;Harvard Asian Pacific American Law Students Association Job Fair; Harvard Asian Pacific American Conference on Law and Public Policy Career Fair; Lavender Law; LeGALNYC Career Fair; Midatlantic Black Law Students Association Regional Fair; University of Pennsylvania Black Law Students Association's Sadie T.M. Alexander Conference andCareer Fair; University of Pennsylvania Muslim Law Students Association's 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?

Our Skadden 1L Scholars Program is an important element of our attorney pipeline strategy. Through the program, which we established in 2012, the firm offers 1L studentsthe opportunity to gain valuable exposure to law firm, corporate in-house and pro bono practice. The 11-week paid summer internship program is funded by Skadden, andincludes several weeks at our firm, a rotation at a firm client that demonstrates a strong interest in diversity and inclusion and experience handling pro bono matters. The programprovides a meaningful way for Skadden to partner with our clients on increasing diversity, and raising the profile of D&I as a priority, in the legal profession. To date, we havewelcomed more than 210 1L Scholars and nearly half have returned to the firm as associates. In 2020, we hired 31 1L Scholars from 13 top law schools around the country. To ourknowledge, we were the first law firm to develop a 1L program that incorporates law firm, in-house and pro bono experiences, and we are pleased that our program has become amodel in the industry.




Recruitment - New Associates

ALL 2L SUMMER ASSOCIATES (2019) OFFERS MADE* (2019)

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

Men Women






Men Women






OFFERS ACCEPTED* (2019) NEITHER ACCEPTED NOR DECLINED (2019)

* 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 (2019) LATERAL OF COUNSEL HIRES (2019)

Men Women






Men Women






LATERAL PARTNER HIRES* (2019) NEW PARTNERS PROMOTED* (2019)

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

Men Women






Men Women






NEW EQUITY PARTNERS* (2019)

* Whether hired laterally or promoted from within

Men Women









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; Kanoff Legal; Lawhops; Preferred Placement; Ryder Smith Legal Search; Human Society




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 9

1ST-YEAR ASSOCIATES 2ND-YEAR ASSOCIATES

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

Men Women






As a matter of firm policy, we do not publicly disclose attrition data. As a matter of firm policy, we do not publicly disclose attrition data.

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 9

7TH-YEAR ASSOCIATES 8TH-YEAR PLUS ASSOCIATES

Men Women






Men Women







OF COUNSEL NON-EQUITY PARTNERS

Men Women






Men Women







EQUITY PARTNERS

Men Women






As a matter of firm policy, we do not publicly disclose attrition data.





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

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?

Working part-time has no impact on an attorney's ability to make partner or remain a partner. Attorneys working part-time are eligible for partnership.

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

[No response]





PART-TIME ATTORNEYS PART-TIME ATTORNEYS TOTAL NUMBER OF ATTORNEYS(2019) Men Women Total (full and part-time)

Associates 1 17 19 839

Of counsel 5 11 17 176

Non-equity partner 0 0 0 0

Equity partner 0 0 0 265




Management Demographic Profile

F I R M W I D E C O M M I T T E E S 2 0 1 9

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 (2019) U.S. office headsPractice group/

department leaders Committee leaders

Total number of positions 8 59 10

Number of such positions held by:

Minorities 1 5 1

Women 1 14 5

LGBTQ attorneys 0 1 0

Individuals with Disabilities 0 0 0

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: Emily Lam, Palo Alto (66)

Women heading offices: Emily Lam, Palo Alto (66)

LGBTQ attorneys heading offices: 0

Individuals with Disabilities heading offices: 0

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Ki Hong, Political Law (262); Pankaj K. Sinha, Mergers & Acquisitions, Washington, D.C. (262); Jessica Hough, Tax, Washington, D.C. (262),Shilpi Gupta, Mergers & Acquisitions, Chicago (36) ; Paola Lozano, co-head, Latin America Corporate

Women heading practices: Audrey Sokoloff, Americas Transactions (675); Colleen Mahoney, SEC Enforcement (262); Elizabeth Malone, Environment (262); Regina Olshan,Executive Comp/Benefits (675); Jamie Boucher, FIG (262); Amy Heller, Trust & Estates (675); Allison Schneirov, M&A / Corporate (675); Jen Spaziano, Litigation/Controversy(262); Allison Land, Litigation (62); Noelle Reed, Litigation (25); Julie Bedard, Americas-Int'l Arb (675); Karen Lent, Antitrust (675); Tara Reinhart, Antitrust (675); JessicaHough, Tax (262)

LGBTQ attorneys heading practices: Jessica Hough, Tax (262)

Individuals with Disabilities heading practices: Ki Hong, Political Law (262)

COMMITTEE LEADERS

Minorities heading committees: Stephen Robinson, Diversity (52)

Women heading committees: Katherine Ashley, Women's Committee (22); Gretchen Wolf, Women's Committee (22); Allison R. Schneirov, Partner Selection (7); Erica Schohn,Counsel Selection (8); Sally Thurston, Diversity & FOA (52, 3); Sarah E. Ralph, recruiting, CHI (36); Resa K. Schlossberg (Hiring Committee) NY (36); Sonia K. Nijjar,recruiting, PA (36); Jennifer L. Bragg, recruiting, WAS (36); Janine Jjingo, recruiting NY (36); June Dipchand, recruiting, NY (36); Alisha Nanda, recruiting, BOS (36); KimberlyDeBeers, CHI, recruiting(36);

LGBTQ attorneys heading committees: Brian Breheny, Diversity (52); Gavin White, recruiting (36)

Individuals with Disabilities heading committees: 0




The Firm Says

Skadden's commitment to foster a diverse and inclusive environment is fundamental to our firm's values. Our global diversity and inclusion (D&I) mission is to hire, develop andempower highly performing attorneys whose diverse backgrounds, perspectives and experiences provide an important advantage in our ability to deliver excellent service andinnovative solutions to our clients.

During the 2L hiring season each year, we conduct on-campus interviews or résumé collections at more than three dozen U.S. law schools or diversity job fairs. In the monthspreceding on-campus interviews and hiring, we sponsor programming for approximately 30 diverse law student affinity groups at more than 20 law schools. The affinity groupsinclude the following (or their equivalents): Asian Pacific American Law Students Associations, Black Law Students Associations, Latino Law Students Associations, OUTLaws(LGBTQ+ students), South Asian Law Students Associations, U.S. Military Veterans and Women's Law Students Associations, among others. Our activities yield high-impactinteractions between our attorneys and students in settings that range from panel discussions, job fairs and résumé writing and career workshops, to Skadden-hosted dinners andlunches. These efforts produce positive outcomes: for example, 40 percent of the 2019 summer class firm-wide are people of color; and 48 percent of the class are women. We areencouraged by these outcomes and aim to continually build upon our results.

Further, developing successful, thriving and engaged attorneys is the cornerstone of our D&I initiative. The array of development and engagement resources for associates andcounsel includes, but is not limited to:

• Formal mentoring program for junior associates by partners, the pairings of which take into consideration factors such as common interests, work opportunities in the practiceand partner mentoring style;

• Women's Leadership Forum (WLF) for high-performing women counsel and senior associates that includes several months of workshops and individualized coaching focused onleadership development. Since the program's inception in 2013, more than 100 women attorneys have participated, and nearly 40 percent of the participants who have completedthe program have been promoted to partner or counsel;

• Women Midlevel Associates Conference, first introduced in 2017 for U.S.-based associates. The conference includes panel presentations by Skadden partners and alumnae onprofessional skills and client development, and focused on cultivating a renewed sense of community among women in various firm offices. We hosted our second conference inFall 2019 for associates from our Americas, Europe and Asia offices;

• Affinity networks for attorneys who self-identify as women, people of color, LGBTQ+, military veterans and/or parents, and allies to those communities. The networks providea forum for participants to connect with and mentor colleagues across practices and regions; participate in professional development programs, law student recruiting, clientrelationship building, pro bono matters and philanthropic activities; and foster communication with firm leadership

We also partner with several external impact organizations to support D&I and our attorneys' professional development. For example, our executive partner, Eric J. Friedman, isa member of the board of the Leadership Council on Legal Diversity (LCLD), an organization of chief legal officers at corporations and law firm managing partners dedicatedto increasing diversity in the legal profession, from law school to the highest levels of leadership in law firms and corporate legal departments. Eric is also a past recipient of theNew York City Bar Association's "Diversity & Inclusion Champion Award" — the only law firm managing partner to receive that award. Skadden is also an active member of theInstitute for Inclusion in the Legal Profession (IILP). The IILP develops and publicizes internationally comprehensive research, outreach and symposia that link legal, educationaland governmental institutions in their combined endeavors to promote diversity and inclusion in the legal profession. We work with several other high-impact women, LGBTQ+and minority bar associations and professional organizations around the world that provide attorneys with leadership, client and development opportunities.

skadden, arps, slate, meagher, & flom llp - vault.com2020 vault/mcca law firm diversity survey...

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