). Copyright © 2019 Vault.com Inc. and Minority Corporate … · 2019. 9. 3. · The Firm also reviews progress by completing surveys for clients and outside organizations (e.g.,

We are in this togetherKirkland promotes a culture of belonging that allows all attorneys to pursue a pathway to success. As a firm with a global presence, we embrace inclusion, both within our organization and throughout the legal profession.

Kirkland & Ellis LLP | 300 North LaSalle, Chicago, IL 60654 312 862 2000 | www.kirkland.com/diversity

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.

Kirkland & Ellis LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

300 North LaSalleChicago, IL 60654Phone: 312-862-2000Fax: 312-862-2000www.kirkland.com

LOCATIONSBoston, MA; Chicago, IL; Dallas, TX; Houston, TX; Los Angeles, CA; New York, NY; Palo Alto, CA; San Francisco, CA; Washington, D.C.; Beijing; HongKong; London; Munich; Paris; Shanghai

DIVERSITY LEADERSHIPHead(s) of Firm: Jon Ballis, Chairman of Kirkland & Ellis LLPDiversity team leader(s): Linda Myers, Founder & Chair, Firmwide Diversity Integration Task Force; Atif Khawaja, Co-Chair, Firmwide Diversity andInclusion Committee; Ranesh Ramanathan, Co-Chair, Firmwide Diversity and Inclusion Committee; Erica Williams, Co-Chair, Firmwide Diversity andInclusion Committee; Joi Bourgeois, Global Director of Diversity and Inclusion

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 2760 2782U.S. offices only 2263 2294

Kirkland & Ellis LLP2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY



Law Firm Demographic Profile

Does your firm have more than one tier of partnership?

Yes

ASSOCIATES (2019) SUMMER ASSOCIATES (2019)

Men Women

White/Caucasian 563 367African-American/Black 21 40

Hispanic/Latinx 34 47Alaska Native/American Indian 1 0

Asian 94 111Native Hawaiian/Pacific Islander 0 1

Multiracial 21 17Openly LGBTQ 56 19

Individuals with Disabilities 7 7Total 734 583

Men Women






3 Summer Associates chose not to provide ethnic group, and as such, areonly included in the total numbers above. Includes one 3L with a post-gradclerkship. Summer associates who split their time between two offices arecounted for both offices, as they are offer eligible in each.

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

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

Kirkland & Ellis does not distinguish between Equity and Non-Equitypartners for the purpose of external surveys.

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 importance of diversity at Kirkland is communicated through our Firmwide Diversity Integration Task Force (DITF) (a committee of senior-level partners that meets regularlyto ensure that diversity and inclusion are infused in all aspects of Firmwide operations); our Firmwide Diversity and Inclusion Committee; global diversity events and initiatives;our internal and external diversity Web pages; our 1L Diversity Scholars and 2L Diversity Fellowship Programs; our Diversity Leadership Series, Inclusive Leadership Series,Multicultural Women's Series and Affinity Groups (which provide formal training, mentoring and leadership opportunities and forums to build lasting relationships between seniorand junior attorneys); our Kirkland Connection Series (KCS) which consists of informal happy hours hosted by senior partners with diverse and women associates in their practice;our Women's Leadership Initiative which sponsored numerous women-centered programs across Kirkland offices in 2019; our Firmwide Diversity Digest (a periodic newsletterprovided to all attorneys that highlights recent diversity initiatives); our electronic mailing lists for attorneys interested in receiving information about diversity-related news andupcoming events; our sponsorships of women and diverse law student organizations, law student receptions, and events; our ongoing communication from our Firm's GlobalManagement Committee; our participation in a broad range of diversity conferences and job fairs; our Summer Associate and New Partner Diversity Dinners, Women's Dinners,and Affinity Group Dinners; our Diverse Partners' and Women Partners' Retreats and Women's Leadership Forum client events; our office-specific cocktail receptions for diverseattorneys; and through our review criteria for attorneys at all levels of the Firm (which explicitly factor in contributions to our diversity and inclusion mission).

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

Linda K. Myers, Member of Global Management Committee, Founder & Chair of Firmwide Diversity Integration Task Force (DITF), Member of Firmwide Diversity andInclusion Committee, and Firm Representative on Leadership Council on Legal Diversity; Atif Khawaja, Co-Chair of Firmwide Diversity and Inclusion Committee; RaneshRamanathan, Co-Chair of Firmwide Diversity and Inclusion Committee; Erica Williams, Co-Chair of Firmwide Diversity and Inclusion Committee; Joi Bourgeois, Global Directorof Diversity and Inclusion

Does your law firm currently have a diversity committee?

Yes

If yes, do one or more members of the firm's management/executive committee (or the equivalent) serve on the diversity committee?

Yes

If yes, how many attorneys are on the committee, and in 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: 68Total hours spent on diversity: 2741

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

Yes

If yes or partially, please explain.

Kirkland's commitment to advancing women and diverse attorneys is ensured by our Firmwide Diversity Integration Task Force (DITF), consisting of Kirkland's Chairman and tenother members of the Firm's Global Management Executive Committee (Firm Committee) as well as senior partners who chair key Firmwide committees. The goal of the DITFis to determine appropriate policy and structural enhancements to effectuate and institutionalize Kirkland's commitment to diversity. This committee, along with our FirmwideDiversity and Inclusion Committee, drives diversity into existing work streams and facilitates Kirkland's diversity leadership in the legal industry.

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?

Kirkland's commitment to advancing diversity is ensured by our Firmwide Diversity Integration Task Force (DITF), consisting of our chairman and senior leaders from keycommittees. This committee, along with our Firmwide Diversity and Inclusion Committee, drives diversity into existing work streams and facilitates Kirkland's diversityleadership in the legal industry.

The Firmwide Diversity and Inclusion Committee meets regularly and checks its progress against the diversity strategic plan, a set of action items issued annually. The strategicplan pairs the passion of our members with the structure and accountability to drive programs forward. The Diversity and Inclusion Committee established Gender, LGBTQ+ andRacial and Ethnic Diversity Subcommittees to ensure programs target the needs of those constituencies. Every year, Kirkland's Committee on Committees recommends to theglobal management committee the membership of all Firmwide committees, including the Diversity and Inclusion Committee.

The Firm also reviews progress by completing surveys for clients and outside organizations (e.g., HRC Corporate Equality Index, AmLaw Diversity Scorecard, and WorkingMother Best Law Firms for Women).

Our review process includes a diversity component that accounts for time attorneys spend and the contributions they make to diversity initiatives as part of merit and bonusevaluations. Our attorney review process is designed to support tailored career development and assists in ensuring diverse attorneys are retained and promoted. Our partner review




process encourages broader sharing of key client relationships and credit among teams of lawyers. Contributions to our diversity mission and inclusive teams are explicit factors inthe review criteria for equity partners.

Is your firm minority-owned or women-owned?

No




Law Firm Diversity Initiatives

INITIATIVES FOR ALL DIVERSE ATTORNEYS

AlreadyCompleted

CurrentlyAddressing

Not a CurrentPriority

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

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

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 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 X Increase the number of minority attorneys at the partnership level

X X Increase the number of minority attorneys in leadership positions

X 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 Other (please specify): Hosted a Diverse Partners' Retreat for our Racial/Ethnic and LGBTQ+ partners acrossthe globe; will organize on a periodic basis going forward.





INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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 Implement policies to address gender pay equity

XOther (please specify): Hosted Women Partners' Retreat for our women partners across the globe; will organizeon a periodic basis going forward. In 2019 we hosted a Male Ally program with senior leadership and plan oncontinuing to engage male allies as part of our women initiatives.





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 X Increase the number of LGBTQ attorneys at the partnership level

X X Increase the number of LGBTQ attorneys in leadership positions

X 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)

X Other (please specify): Hosted a Diverse Partners' Retreat for our Racial/Ethnic and LGBTQ+ partners acrossthe globe; will organize on a periodic basis going forward. Host annual retreat for LGBTQ+ attorneys.





INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


X X Increase the number of attorneys with disabilities at the associate level

X X Increase the number of attorneys with disabilities at the partnership level

X X Increase the number of attorneys with disabilities in leadership positions

Focus on strengthening firm’s mentoring program for attorneys with disabilities

X 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.

Kirkland partners with the Corporate Law Internship Program of the Sponsors for Educational Opportunity (SEO), one of the first mentoring programs for high school students ofcolor. Kirkland sponsors SEO interns who are treated like summer associates and mentored by Kirkland attorneys.

Kirkland sponsors the Posse Foundation, an organization that recruits and trains student leaders from urban public high schools to form multicultural teams called "posses" whoparticipate in a pre-collegiate training program. In addition to hiring interns, we sponsor interview coaching and resume feedback sessions.

Kirkland sponsors the NALP/Street Law Diversity Pipeline Program. Kirkland attorneys partner with law students to teach high school students about areas of the law. At the endof the semester, students spend a day in the San Francisco office participating in a hands-on law conference and networking activity.

Kirkland partners with Dyson in the Legal Prep Charter Academies Negotiations Program. Kirkland and Dyson attorneys mentor Legal Prep students and work through a seriesof structured lessons and activities. The program provides students with an understanding of legal skills, an opportunity to practice negotiating and unparalleled exposure to legalprofessionals. Kirkland is a financial and programming supporter of Chicago Scholars. The Firm's contributions allow five students to take part in the College Bound program.Scholars receive scholarships, college prep workshops, mentoring, internships, and networking opportunities. Our Chicago office annually hosts an interview selection event andprovides summer internship opportunities for the scholars.

In 2019, we budgeted over $600,000 in various nonprofit organizations, foundations and programs that directly or indirectly benefit diversity-related initiatives, including otherpipeline initiatives. For more information, visit www.kirkland.com/diversity.




Recruitment - New Associates

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

Ivy League law schools: Columbia Law School; Cornell Law School; Harvard Law School; Stanford Law School; University of Pennsylvania Law School; Yale Law School

Other private law schools: Baylor University School of Law; Benjamin N. Cardozo School of Law; Boston College Law School; Boston University School of Law; BrighamYoung University, Reuben Clark School of Law; Duke University School of Law; Emory University School of Law; Fordham University School of Law; George WashingtonUniversity Law School; Georgetown University Law Center; Loyola Law School, Los Angeles ; New York University School of Law; Northwestern Pritzker School of Law;Santa Clara University School of Law; Southern Methodist University, Dedman School of Law; Stanford Law School; Suffolk University Law School; Tulane University LawSchool; University of Chicago Law School; University of Notre Dame Law School; University of Southern California, Gould School of Law; Vanderbilt University Law School;Washington University School of Law

Public state law schools: University of Arizona College of Law; Arizona State University School of Law ; University of California, Berkeley School of Law; University ofCalifornia, Davis School of Law; University of California, Hastings College of Law; University of California, Irvine School of Law; University of California, Los Angeles Schoolof Law; George Mason University School of Law; University of Georgia School of Law; University of Houston Law Center; University of Illinois College of Law; University ofMichigan Law School; University of Texas School of Law; University of Virginia School of Law; University of Wisconsin Law School

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

Diversity job fairs: Bar Association of San Francisco's Diversity Job Fair; Boston Lawyers Group Diversity Job Fair; Cook County Bar Association Minority Job Fair; LavenderLaw annual conference and career fair hosted by the National LGBT Bar Foundation; LeGaL's Annual LGBT Career Fair for 1Ls; Northeast BLSA Job Fair; Southeast MinorityJob Fair; Sunbelt Diversity Recruitment Program

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?

1L law students in the Kirkland & Ellis 1L Diversity Scholars Program participate in a day-long conference in our New York office. The program combines unique networkingopportunities with Kirkland attorneys, Kirkland clients, and other scholars representing the brightest law students from schools across the country with a substantive look intopracticing in a large law firm. Scholars participate in presentations and conversations with Kirkland partners and high-profile Kirkland clients. Program participants receive amentor, and relationships formed during this program are designed to last throughout the Scholar's career.

Kirkland was selected as City Lead in San Francisco the Leadership Council on Legal Diversity (LCLD) to implement a mentoring program for diverse first year law students fromarea schools. As City Lead, Kirkland matches law students from participating schools with law firm or corporate legal department mentors. Kirkland has 30 attorneys registeredas active mentors for the 2019-2020 academic year. In 2020, Kirkland will partner with Abbott, AbbVie, Accenture, Intel and Verizon to host diverse LCLD 1L Scholars assummer associates in our Chicago, New York and San Francisco offices. During the program, scholars are exposed to work assignments from various practice areas. Additionallywe've partnered with Sponsors for Educational Opportunity (SEO) in New York since 2008. Our partnership has expanded over the years to additional Kirkland offices, includingChicago and Washington, D.C.

In 2008, Kirkland pioneered the "ALLSA" (All Student Associations) initiative, an inclusive term reflective of its mission to reach out to "all" racial, diverse, women's and LGBTstudent groups at law schools nationwide. ALLSA is designed to encourage a sense of community among diverse attorneys and law students, increase the visibility of diverseattorneys on campuses, create mentoring relationships and open unique conduits for for professional development.




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






3 Summer Associates chose not to provide ethnic group, and as such, areonly included in the total numbers above. Includes one 3L with a post-gradclerkship. Summer associates who split their time between two offices arecounted for both offices, as they are offer eligible in each.

3 Summer Associates chose not to provide ethnic group, and as such, areonly included in the total numbers above. Includes one 3L with a post-gradclerkship.

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






3 Summer Associates chose not to provide ethnic group, and as such, areonly included in the total numbers above. Includes one 3L with a post-gradclerkship.

Includes 1 candidate with an outstanding New Associate offer who is notpursuing a clerkship/fellowship.




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






Kirkland & Ellis does not distinguish between Equity and Non-Equitypartners for the purpose of external surveys.

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:

Credentia Inc; Lone Star Legal Search; North Star Attorney Search; Ryder Smith; SJL Attorney Search; Triumph Search Consultants Inc.




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






Men Women






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










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:While life at any top law firm can be demanding, Kirkland ensures that it remains flexible. Our open assignment system, merit-based compensation, generous parental leave policy,Flexible Work Schedules (FWS), lack of billable hour requirements, and women and family-focused programming reflect the Firm's commitment to helping attorneys maintainwork/life balance while meeting client demands.

A flexible work arrangement is open to all attorneys. Attorneys may request a flexible work schedule to accommodate personal circumstances in the form of a reduced hoursschedule or making a gradual return from parental leave. While on this schedule, attorneys do not sacrifice merit-based compensation or opportunities for growth and will becompensated at year-end should hours exceed billable estimates.

Kirkland's FWS program offers an extensive support network of partners, sponsors, attorney mentors and office administrators. This maximizes the long-term success of Flexattorneys and ensures each attorney has the individualized support necessary to successfully navigate his or her Kirkland career.

Additionally, all Kirkland attorneys, throughout various stages of their careers and family lives, benefit from continued professional development, our renowned training program,a generous travel billing policy, substantial business development training and budgets, and state of the art technological offerings that enhance remote work capabilities andflexibility. Attorneys at the Firm also have access to our award-winning CareerLink and In-House Insider Experience career assistance services that support transitions at all stagesof attorney careers.

We are committed to ensuring Kirkland's FWS program and other family-friendly offerings are among the best in the industry. We continuously benchmark our policies andprograms relative to best practices and continue to make refinements to best meet the needs of our attorneys.

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?

Through Kirkland's FWS policy, all attorneys, regardless of their reduced hours schedule, are eligible for partnership and have equal access to Firm resources. While on a flexiblework schedule, attorneys do not sacrifice merit-based compensation, opportunities for professional growth, or career advancement. Part-time attorneys have been elected to thepartnership and have remained part-time as partners.

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

28





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

Associates 0 3 3 1317

Of counsel n/a n/a n/a n/a

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

Equity partner 2 17 19 910

Kirkland & Ellis does not distinguish between Equity and Non-Equity partners for the purpose of external surveys.




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 n/a n/a n/a

Number of such positions held by:

Minorities n/a n/a n/a

Women n/a n/a n/a

LGBTQ attorneys n/a n/a n/a

Individuals with Disabilities n/a n/a n/a

Kirkland & Ellis does not have office heads or practice group/department leaders as part of its management structure.

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? 9

Minorities heading offices: [No response]

Women heading offices: [No response]

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: [No response]

Women heading practices: [No response]

LGBTQ attorneys heading practices: [No response]

Individuals with Disabilities heading practices: [No response]

COMMITTEE LEADERS

Minorities heading committees: Minority attorneys are heading eleven (11) committees. Firmwide Associate Review (26); Associate Review Litigation (27); Associate ReviewTransactional CY 1-3 (60); Associates of Chicago (50); Associates of New York (31); Associates of Boston (10); Development (19); Diversity and Inclusion (69); New MatterScreening (4); Paralegal Review of Chicago (27); Recruiting of Washington, D.C. (30). For privacy considerations, Kirkland does not disclose the names and diversity backgroundof individual committee leaders.

Women heading committees: Women attorneys are heading twenty-eight (28) committees. Administrative Committee (21); Admissions Committee of NSP Review (10); FirmwideAssociate Review Committee (26); Associate Review IP Litigation (17); Associate Review Litigation (27); Associate Review Restructuring (9); Associate Review TransactionalCY 1-3 (60); Associate Review Transactional CY 4-6 (46); Associates of Chicago (50); Associates of New York (31); Diversity & Inclusion Committee (69); Diversity IntegrationTask Force (18); Electronic Discovery (14); Non-Share Partner Review (41); Operations Committee of Bay Area (17); Operations Committee of New York (38); Paralegal ReviewCommittee of Chicago (27); Paralegal Review Committee of New York (15); Paralegal Review Committee of Los Angeles (7); Pro Bono Management (53); Firmwide Recruiting(21); Recruiting of Los Angeles (35); Recruiting of New York (24); Recruiting of Washington, D.C. (30); Recruiting of Chicago (68); Recruiting of Boston (16); Secretarial/Practice Assistance Review Committee of Los Angeles (6); Secretarial/Practice Assistance Review Committee of Washington, D.C. (11). For privacy considerations, Kirklanddoes not disclose the names and diversity background of individual committee leaders.

LGBTQ attorneys heading committees: Openly LGBT Attorneys are heading four (4) committees. Diversity & Inclusion Committee (69); Associates Committee of Boston (10);Operations Committee of New York (38); Secretarial/Practice Assistance Review Committee of Los Angeles (6). For privacy considerations, Kirkland does not disclose the namesand diversity background of individual committee leaders.

Individuals with Disabilities heading committees: [No response]




The Firm Says

At Kirkland, we believe our ability to function at the highest level of our profession is enhanced by building a team of lawyers who bring us the benefits of a broad range ofsocioeconomic, racial, ethnic and personal backgrounds. Our commitment to diversity is reflected not only in the Firm's policies, programs and committees, but also through ourefforts to maintain a culture that values and gathers strength from difference.

Kirkland's commitment to diversity and inclusion is ensured by our Firmwide Diversity Integration Task Force (DITF), consisting of Kirkland's Chairman and ten other membersof the Firm's Management Committee (Firm Committee) as well as senior partners who chair key Firmwide committees. The DITF drives diversity into existing work streamsand facilitates Kirkland's diversity leadership in the legal industry. Kirkland's diversity efforts are also advanced by our Firmwide Diversity and Inclusion Committee, whichincludes attorneys from every office of the Firm, including hiring chairs for each office and Firm Committee members. The Diversity and Inclusion Committee's focus is therecruitment, retention and promotion of attorneys in a manner that fosters diversity and inclusion at all levels within the Firm. The Diversity and Inclusion Committee includesthree subcommittees -- the Racial and Ethnic Diversity, LGBTQ and Gender Subcommittees -- which ensure that programs and activities properly target the needs of theseimportant constituencies within Kirkland.

Providing Support & Flexibility

Kirkland respects and rewards hard work and professionalism and affords flexibility in terms of where and when work is done. Our technological offerings are second to none,enabling our attorneys to work seamlessly in or out of the office. In addition, the Firm's parental and adoption leave policies and flexible work schedule policies are among themost competitive in our industry, helping our attorneys maintain work/life balance while meeting client demands throughout various stages of their careers and family lives. Inaddition to back-up childcare benefits, our Fertility IQ, Milk Stork and Nursing Mother's programs, our Mindful Return transition-back-to-work program for male and femaleattorneys and other parental support initiatives, Kirkland's Parenting Link groups further support parents and families through a substantial email distribution list and series ofspeakers and events.

Prioritizing Professional Development

To further the professional development and retention of our diverse talent, we offer robust internal and external diversity programs, including the following:

• The Diversity Leadership Series (DLS) provides formal training, mentoring and leadership opportunities for diverse attorneys and clients via discussions, informational lunchesand training sessions. DLS events provide an opportunity to solicit and draw upon the inspiration, thoughts and varied experiences of our lawyers in an effort to enhance diversityand inclusion in the workplace. Kirkland launched a semi-annual "Path to Success" speaker series through our DLS, which gives attorneys the opportunity to meet and learn moreabout senior leaders (both diverse and non-diverse) and their practices. Speakers share stories about their career paths — including the role diversity has played — while advancingthe diversity dialogue and fostering new professional connections. The Firm also sponsors the Kirkland Connection Series, a series of informal events where women, diverse andother attorneys are invited to connect socially with senior partners in their practice group or office.

• In 2018, Kirkland launched the Inclusive Leadership Series, a series of ongoing interactive programs geared toward building diverse teams, fostering inclusion, communicatingacross differences and mitigating unconscious bias. The series continued in 2019 with Firmwide and local programs, including a fireside chat on unconscious bias featuring UCLASchool of Law Professor Jerry Kang, a program on cultural competency with Lambda Legal's Avery Belyeu, and local office presentations on inclusive leadership for executivestakeholders.

• Kirkland also hosts Asian, Black, Pride (LGBTQ+) and Unidos (LatinX) affinity groups. The Firm provides a dedicated budget for the groups to meet throughout the year.Activities range from formal legal community events to informal social gatherings. The groups aim to build friendships between senior and junior attorneys that span practicegroups and address issues they may not feel comfortable raising in other settings.

• Our Women's Leadership Initiative (WLI) promotes the recruitment, retention and advancement of women attorneys at the Firm and the development of the Firm's womenattorneys into leaders in their practice groups, the Firm, the legal profession at large and the community. WLI provides formal training, mentoring and networking opportunities forour women attorneys to ensure their personal and professional success at Kirkland. WLI is global in scope and sponsored various programs in 2019 focused on allyship, work/lifebalance, professional development and skills-based training, and strategically included male attorneys.

• To further explore the topic of diverse identities in the workplace, Kirkland also launched the Multicultural Women's Series as part of the Women's Leadership Initiative. Theinaugural event featured Dr. Arin Reeves, a leading researcher, author and adviser in the areas of leadership and inclusion. Reeves discussed the topic of intersectionality, whichexamines the ways in which multiple aspects of a person's identity overlap and influence life experience, and addressed strategies for promoting the advancement of women withinthe workplace through business and leadership development.

• Kirkland has held retreats for women partners and diverse partners across the globe. The retreats included networking with Firm Committee members, strategic planning onretention and promotion, and discussions of proposed strategies with a key group of Kirkland committee chairs. Additionally, our Firmwide LGBTQ attorneys participate in anannual retreat, which includes a client networking event and an internal strategic planning workshop. These events, in conjunction with regular meetings of the LGBTQ, Genderand Racial and Ethnic Diversity Subcommittees and our cocktail reception during our all-partners meeting, provide opportunities to develop our women and diverse attorneys andsecure their ongoing feedback and insight.

• We are proud to sponsor the Kirkland & Ellis Diversity Fellowship Program. Our Fellows, selected from diverse second-year law students holding offers to join our summerprogram, are each awarded a $25,000 stipend. Since the program's inception, Kirkland has awarded over 215 fellowship grants to students, totaling nearly $4.4 million. We arealso proud to host our 1L Diversity Scholars Program. 1L Scholars participate in a day-long conference at Kirkland's New York office, combining unique networking opportunitieswith Kirkland attorneys, clients and other Scholars with a substantive look into practicing in a large law firm.

Recognition

Kirkland has received many accolades for its diversity efforts, including:

• AmLaw's A-List: Kirkland was named to The American Lawyer's prestigious "A-List" for the seventh consecutive year in 2019. The A-List ranks the country's 20 elite law firmsvia a measure of their success in four core areas: financial performance, pro bono, diversity and associate satisfaction.

• Best Law Firms for Women: For the eighth year in a row, Working Mother magazine included Kirkland on its list of the Best Law Firms for Women in 2019. In surveying firmsfor this list, Working Mother measured and assessed firms' representation of women in leadership roles, compensation and benefits, parental leave and flexibility policies, andprograms to help train, retain and advance women.




• HRC "Best Places to Work for LGBT Equality": For 12 straight years, Kirkland has received a 100% score on the Human Rights Campaign Corporate Equality Index (CEI)survey, earning recognition as one of the "Best Places to Work for LGBT Equality." The yearly CEI report provides an in-depth analysis and rating of large U.S. employers andtheir policies and practices pertinent to LGBT employees.

• Recipient of the 2019 Compass Award by the Leadership Council on Legal Diversity.Kirkland's diversity efforts are augmented by our award-winning pro bono efforts, whichoften focus on the needs of underserved and diversity-related organizations. Our attorneys are encouraged to donate their time and services to those causes they are most passionateabout and are rewarded accordingly. In 2019, Kirkland attorneys in the U.S. devoted more than 164,000 hours of free legal services to pro bono clients.

The Firm has also been honored over the years for its pro bono advocacy for diverse populations by the AIDS Legal Council of Chicago, the National Center for Lesbian Rights,the ACLU of Illinois, the Urban Justice Center, the Transgender Legal Defense and Education Fund, the Chicago Coalition for the Homeless, the Legal Aid Society, LambdaLegal, the Illinois State Bar Association, Immigration Equality, Sanctuary for Families, the Seventh Circuit Bar Association, the Chicago Lawyers' Committee for Civil RightsUnder Law, the Washington Lawyers' Committee for Civil Rights and Urban Affairs, and Impetus-The Private Equity Foundation.

). Copyright © 2019 Vault.com Inc. and Minority Corporate … · 2019. 9. 3. · The Firm also reviews progress by completing surveys for clients and outside organizations (e.g.,

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