leaders in diversity - vault.comour associate advisory, business, diversity, evaluation, hiring, and...

Leaders in Diversity Covington lawyers bring a diversity of backgrounds, perspectives, and life experiences to our practice. By recruiting, developing, and promoting a diverse group of lawyers, we advance the interests of our clients, practice, and profession. We recognize inclusion as a source of strength and believe that excellence in the practice of law knows no boundaries with regard to race, ethnicity, gender, religion, sexual orientation, gender identity, or physical ability.

Our women, minority, and LGBT+ lawyers lead more than half our practice and industry groups and serve in senior roles on our management, associate advisory, hiring, and evaluation committees. Covington’s recent diversity recognitions include:

• Women in Law Empowerment Forum (WILEF) 2020 Gold Standard Firm in both the United States and United Kingdom

• The American Lawyer’s “A-List” based on four key categories, including diversity (Covington is ranked among the top five firms)

• 100-percent rating on the Human Rights Campaign Foundation’s Corporate Equality Index for twelve consecutive years

• Langston Bar Association Law Firm Diversity of the Year Award

• Ranked ninth among Law360’s “The Best Law Firms for Minority Attorneys”

• Mansfield Rule Certification Plus for promotion of diversity

© 2020 Covington & Burling LLP. All rights reserved.

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.

Covington and Burling LLP

2020 VAULT/MCCA LAW FIRM DIVERSITY SURVEY

One CityCenter850 Tenth Street, NWWashington, DC 20001-4956Phone: 202 662 6000Fax:https://www.cov.com/

LOCATIONSWashington, DC; New York, NY; San Francisco, CA; Palo Alto, CA; Los Angeles, CA; London, England; Brussels, Belgium; Beijing & Shanghai, China;Seoul, South Korea; Dubai, United Arab Emirates; Frankfurt, Germany; Johannesburg, South Africa

DIVERSITY LEADERSHIPHead(s) of Firm: Doug Gibson, Chair of the Management CommitteeDiversity team leader(s): Marlene Aquino, Chief Diversity and Inclusion Officer; Floyd Mills, Director of Diversity and Inclusion; Matt DelNero, CatharinaMin, Clara Shin (Co-Chairs of the Diversity Committee)

NUMBER OF ATTORNEYSTOTAL NUMBER OF ATTORNEYS

Currently As of December 31, 2019

Worldwide 1428 1415U.S. offices only 1211 1208

Covington and Burling 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 244 189African-American/Black 15 21

Hispanic/Latinx 5 13Alaska Native/American Indian 0 0

Asian 38 64Native Hawaiian/Pacific Islander 0 0

Multiracial 16 16Openly LGBTQ 35 22

Individuals with Disabilities 0 1Total 318 303

Men Women






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

Covington does not have non-equity partners

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 communicates the importance that it places on diversity through targeted publications, diversity-focused events, affinity groups, mentoring programs, routinecommunications, and policies and practices. The Diversity Initiatives Committee maintains an intranet site dedicated to recent diversity activities and programs. The site enablesmembers of the firm to view upcoming and recent diversity meetings and activities, other diversity-related content and information on external programs. Links to the firm'sProfessional Development, Women's Forum, and Work-Life Balance programs are also provided. Our Women's Forum and Affinity Group leaders meet regularly with theirmembers. These groups provide additional opportunities for our attorneys and staff to engage through panel discussions and networking events focused on diversity and inclusionwithin the legal profession.

Covington maintains a diversity page, www.cov.com/diversity, highlighting our commitment to diversity and inclusion as well as the accomplishments and awards we havereceived for our efforts. The Diversity Initiatives Committee publishes diversity-related content through the Diversity Update, a newsfeed that distributes information about events,sponsorships, programs, and key wins involving our attorneys. We cross-promote this and other relevant content on our social media platforms, including Facebook, LinkedIn, andTwitter.

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

Matt DelNero, Catharina Min, Clara Shin (Co-Chairs)/Marlene Aquino (Chief Diversity and Inclusion Officer)/Floyd Mills (Director of 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: 12Total hours spent on diversity: 2493

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.

Diversity is integrated into the firm's overall priorities related to talent engagement and utilization. Our objectives related to diversity are aligned with the firm's priorities in thisregard.

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

Yes

If yes, is it formal or informal?

Formal

How often does the firm's management review the firm's diversity progress/results?

Quarterly

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

The Management Committee, which consists of eight members elected by the full partnership, is responsible for guiding the strategic direction of the firm and overseeing the firm'smajor business and policy decisions. This includes Catherine Dargan, co-chair of our Mergers & Acquisitions practice, Louise Nash, who heads our European corporate practice,and Emily Henn. In addition, virtually every woman, minority, and openly LGBT partner at Covington participates in firm or practice group management. Moreover, our women,minority, and openly LGBT lawyers play senior leadership roles in 42 individual practice and industry groups within the firm and senior roles on firm committees, includingour associate advisory, business, diversity, evaluation, hiring, and legal personnel committees.Diversity is a fundamental in our firm's strategic planning. We have developed anapproach to succession that includes an emphasis on a diverse talent pool and the inclusion of women, minority, and LGBT attorneys in firm leadership. Beyond this, we activelyseek to introduce a diverse team of attorneys to our clients, and are prioritizing opportunities for women, minority, and LGBT attorneys to lead engagements. Increasing diversityis also one of our goals in lateral hiring, while we pursue our vision of firm growth.To measure and assess the effectiveness of our efforts, we track promotion and retention ratesamong targeted groups. The Special Committee on Women and Diversity Initiatives Committee monitor and report on the progress of women, minority, and LGBT attorneys in allfacets of the firm's activities, from recruiting through promotion and leadership opportunities.

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 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 Increase the number of minority attorneys at the associate level

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

INITIATIVES SPECIFICALLY FOR WOMEN ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of women at the associate level

X Increase the number of women at the partnership level

X X Increase the number of women in leadership positions

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





INITIATIVES SPECIFICALLY FOR OPENLY LGBTQ ATTORNEYS

AlreadyCompleted

CurrentlyAddressing


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

X Increase the number of LGBTQ attorneys at the associate level

X Increase the number of LGBTQ attorneys at the partnership level

X Increase the number of LGBTQ attorneys in leadership positions

X Focus on strengthening firm’s mentoring program for LGBTQ attorneys

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

X Ensure that EEO and non-discrimination policies specifically address gender identity

X Provide accommodations for LGBTQ attorneys (e.g. bathroom facilities)

INITIATIVES SPECIFICALLY FOR ATTORNEYS WITH DISABILITIES

AlreadyCompleted

CurrentlyAddressing


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

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

X Increase the number of attorneys with disabilities in leadership positions

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

X Manage/monitor allocation of work assignments and/or hours billed to ensure attorneys with disabilities haveequal access/inclusion on top client matters




X Ensure that EEO and non-discrimination policies specifically address individuals with disabilities

X Implement accommodations for current and future attorneys with disabilities (e.g., access, technology, etc.)




Pipeline Initiatives

Does your firm actively engage in initiatives to feed the diversity pipeline by encouraging minority students to consider law as a career and/or assisting themin pursuing such opportunities?

Participate in established pipeline programs, such as SEO, Legal Outreach, Prep for Prep or Street Law

Fund scholarships for minority high school or college students

Mentor minority high school or college students

Participate in or host mock trial programs or career events

Provide internships or employment to minority high school or college students

Outreach to middle school students

Please discuss any additional efforts to reach out to diverse undergraduates, high school, middle school or grade school students.

We participate in the Sponsors for Educational Opportunity (SEO) Career program, which is the nation's premiere summer internship program for talented underrepresenteddiverse students. We also participate in the Leadership Council on Legal Diversity (LCLD) 1L Scholars Program, a program that gives selected law students 1L summer associatepositions. The 1L LCLD Scholars Program is designed to strengthen the legal pipeline by expanding the number of opportunities for diverse first-year law students.




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; Duke University; Fordham University; George Washington University; Georgetown University; New York University;Northwestern University; Stanford University; University of Chicago; University of Southern California; Vanderbilt University; Washington & Lee University

Public state law schools: University of California, Berkeley; University of California, Los Angeles; University of Maryland; University of Michigan; University of North Carolina;University of Virginia; William & Mary

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

Diversity job fairs: Bay Area Diversity Career Fair, Lavender Law Career Fair, Harvard Black Law Student Association Job Fair, Hispanic National Bar Association Career Fair,UCLA Law Firm Diversity Reception, Veteran's Legal 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)Lead or participate in panels to give minority students guidance on how to interview with large law firms; Founder and lead organizer of the DC "Road Show" to encourageAfrican-American law students to consider practice in large Washington firms; Participate in the Sponsors for Educational Opportunity Corporate Law Program.

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

Yes, we recruit a small number of 1L summer associates into our summer program in certain offices. We conduct outreach to law student affinity groups and participate indiversity events and receptions at all of the law schools where we recruit.




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?

Other (please specify)

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:

Volta Talent Strategies LLC




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






Our firm does not have non-equity partners

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

Other (please specify)Transgender benefits offered

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?

Associates working a reduced schedule continue to progress toward partnership and will be evaluated for partnership under the same substantive standards applied to otherassociates. There is no requirement that an associate working reduced hours move to a full-time schedule before being considered for partnership, and lawyers working part-time have become partners at the firm. A reduced-hours schedule may affect the timing of a partnership decision or an associate's fifth-year review where the firm believes thatadditional time is needed. Associates working a reduced schedule may themselves request that their entry into the senior process be delayed or that the senior process be extended.

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

64





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

Associates 12 27 39 621

Of counsel 20 3 23 314

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

Equity partner 26 38 64 273




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






Our firm does not have a Partner Review Committee.

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 4 144 164

Number of such positions held by:

Minorities 0 17 21

Women 2 51 60

LGBTQ attorneys 0 9 12

Individuals with Disabilities 0 1 1

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? 5

Minorities heading offices: [No response]

Women heading offices: Los Angeles (42); Palo Alto (41)

LGBTQ attorneys heading offices: [No response]

Individuals with Disabilities heading offices: [No response]

PRACTICE GROUP/DEPARTMENT LEADERS

Minorities heading practices: Chair of M&A (2); 2 Chairs of Private Equity (2); Vice-Chair of Venture Capital/ Emerging Companies (2); Chair of Commercial Litigation(4); Chair of Product Liability (3); Chair of White Collar (6); Chair of Advertising & Consumer Protection (2); Chair of Antitrust (2); Chair of Healthcare (3); Chair of PatentCounseling & Prosecution (2); Vice-Chair of Tax (3)

Women heading practices: Vice-Chair of Corporate (19); Chair of Bankruptcy & Restructuring (1); Chair of M&A (2); Chair of Private Equity (2); Chair of Real Estate (1); Chairof Technology Transactions (3); Vice-Chair of Venture Capital/ Emerging Companies (2); Chair of Appellate (2); Chair of Arbitration (1); Chair of Class Actions (2); Chair ofCommercial Litigation (4); Chair of Insurance (4); Vice-Chair of Patent (5); Chair of Product Liability (3); 2 Chairs of White Collar (6); Vice-Chair of Anti-Corruption (3); Chairof Advertising & Consumer Protection (2); Chair of Antitrust (2); 2 Chairs of Antitrust Litigation (3); Chair of Foreign Direct Investment (FDI) (1); Chair of Employment (1);Chair of Export Controls (2); 2 Chairs of Food, Drug & Device (2); Chair of Government Contracts (3); 2 Chairs of Healthcare (3); 2 Chairs of Patent Counseling & Prosecution(2); Chair of Privacy & Cybersecurity (3); Chair of Product Safety (1); Chair of Public Policy (1); Chair of Trade (2)

LGBTQ attorneys heading practices: Chair of Private Funds & Investments (1); Chair of Foreign Direct Investment (FDI) (1); Chair of China (1); Chair of Healthcare (3)

Individuals with Disabilities heading practices: Chair of Private Equity (2)

COMMITTEE LEADERS

Minorities heading committees: Chair of Associate Advisory Committee (3); Vice-Chair of Public Service Committee (8); 2 Chairs of Diversity & Inclusion Initiatives (3)

Women heading committees: 2 Chairs of Associate Advisory Committee (3); Chair of Business Committee (5); Chair of Charitable Contributions Committee (2); 2 Vice-Chair ofPublic Service Committee (8); 2 Chair of Diversity & Inclusion Initiatives (3); Chair of Standing Committee On Diversity & Inclusion (1); Chair of Evaluation Committee (2)

LGBTQ attorneys heading committees: Chair of Diversity & Inclusion Initiatives (3)

Individuals with Disabilities heading committees: [No response]




The Firm Says

Our Values

At Covington, we recognize the differences among us as an asset and a source of strength. We believe that excellence in the practice of law knows no racial, ethnic, gender,religious, sexual orientation, or other boundaries. Covington lawyers bring a wide variety of backgrounds, perspectives, and life experiences to our practice. By recruiting,retaining, developing, and promoting a diverse group of lawyers, we advance the interests of our clients, our practice, and our entire profession.

Commitment from Leadership

Diversity Initiatives

Our Diversity and Inclusion Committee is led by Catharina Min, a corporate partner and Vice-Chair of the Venture Capital / Emerging Companies practice, Clara Shin, a first-chair trial lawyer and a Co-Chair of our Commercial Litigation Practice Group, and Matt DelNero, Co-Chair of our Communications and Media Industry Group. Ms. Min servesas Chair of the Women's Forum in Silicon Valley. Ms. Shin leads our Women's Initiative and Mr. DelNero served as hiring partner for the firm. Together, they provide strategicleadership on diversity and inclusion related to the identification and recruitment of a diverse attorney population, mentoring and professional development, community building,and internal and external promotion of the firm's achievements.

Firm Management

A diverse team of lawyers is actively involved in the management of our firm, and we support their efforts to become leading practitioners in their fields. Our firm governancereflects our commitment to diversity. The Management Committee, which consists of eight members elected by the full partnership, is responsible for guiding the strategicdirection of the firm and overseeing the firm's major business and policy decisions. Three women, Catherine Dargan, co-chair of our Mergers & Acquisitions practice, LouiseNash, the former managing partner of our London office, and Emily Henn, the former chair of the firm's Class Action Litigation Practice Group, serve on the ManagementCommittee.

Firm Leadership

Women, people of color and LGBT+ lawyers play senior leadership roles in our practice and industry groups within the firm and senior roles on firm committees, including ourassociate advisory, business, diversity, evaluation, hiring, and legal personnel committees.

Strategic Planning

Diversity is a fundamentally important component of our firm's strategic thinking. We have developed an approach to succession that includes an emphasis on diversity andinclusion of women, racial/ethnic minority and LGBT+ lawyers in firm leadership. We actively seek to introduce an array of lawyers to our clients, including leading engagements.Increasing diversity is also one of our goals in lateral hiring, while we pursue our vision of firm growth. This commitment to diversity extends to the management of client matterswhich will continue to provide leadership and career development roles for our diverse team of lawyers.

Measuring Progress and Accountability

To measure and assess the effectiveness of our diversity and inclusion efforts, we are tracking the demographics within our promotion and retention rates. The firm's StandingCommittee on Diversity & Inclusion develops an annual report to the Management Committee and monitors the progress of progress of women, racial/ethnic minority and LGBT+lawyers in all facets of the firm's activities, from recruiting through promotion and leadership opportunities.

Recruiting

We aim to attract and develop a diverse talent pool; we are committed to looking for talented lawyers from outside our firm while ensuring that junior lawyers can rise topartnership from within our own ranks. In the US, we support a variety of student groups at law schools. We not only provide financial support to these groups, but also participatein meaningful ways, including speaking on panels regarding law firm life, attending job fairs and conferences, and meeting with law students in informal settings to discuss legalcareers and to provide counseling on interviewing strategies.

Our London office has partnered with Bright Network, an organization started in 2013, to create a network of the brightest students and connect them with the best careeropportunities. The organization supports a diverse membership. 75% of the network's members are state-educated, 58% are female, 40% are Black, Asian & Minority Ethnic and43% are the first generation to attend a university. In conjunction with Warwick University, we have developed a mentoring program. Students are paired with associates in ourLondon office who provide advice on law applications and life as a lawyer as well as any other questions they may have. We also hold an open day in our office each year whichincludes talks about the Firm and our practice areas as well as practical sessions such as mock interviews and resume tips.

In addition, we sponsor several specialty bar associations and national organizations. Our attorneys serve in leadership roles in these organizations and speak at national and localconferences. Covington also funds participation in these events through conference and sponsorships.

We participate in the Sponsors for Educational Opportunity (SEO) Career program, which is the nation's premiere summer internship program for talented underrepresentedstudents. We also participate in the Leadership Council on Legal Diversity (LCLD) 1L Scholars Program, a program designed to strengthen the diversity of the legal pipeline byproviding 1L summer association positions to a diverse pool of talented first-year law students.

Retention and Career Development

The firm recognizes that professional development is one of the key reasons why lawyers stay with the firm and has improved the resources dedicated to fulfilling the evolvingneeds of our lawyers. The firm has a committed team devoted to associate life and development. This team is a group of senior partners of the firm and involves partners atall levels in mentoring diverse associates through the evaluation, staffing, and professional development processes. These efforts are focused on ensuring that the firm offersopportunities for associate development, focusing on retention and promotion of diverse associates.

Affinity Groups

Reflecting the diverse backgrounds of our lawyers, Covington has established five Affinity Groups: African American/Black, Asian American, Hispanic/Latino, LGBT, andVeterans. Affinity Groups contribute to our firm culture and provide additional opportunities for mentoring, community building, and professional development. Each group plansits activities, including events and sponsorships, with the goal of providing career development and addressing any challenges that the group's members may face.




Women's Forum

The Women's Forum is a firm wide initiative designed to foster greater interaction among women lawyers at all levels of the firm. Through regularly scheduled programs andinitiatives, the Women's Forum provides more opportunity for our women lawyers to network with each other and address issues of common interest, such as career growth,mentoring, and business and professional development.

The Women's Forum hosts industry panels, plans regular social events, and facilitates attendance at regional events concerning women in the law.

Diversity in the Legal Profession

In addition to our robust internal development offerings, we participate in the Leadership Council on Legal Diversity's (LCLD) action programs, which are designed to help adiverse generation of new lawyers ascend to positions of leadership. We nominate high achieving partners and associates for both the LCLD Fellows and Pathfinders Programs,and the firm sponsors their participation through the LCLD leadership training and relationship building programs each year.

Additionally, Covington is among the many firms participating in the Mansfield Rule, a program requiring participating firms to consider a diverse slate of candidates for theleadership roles, committees, and other high-profile firm positions. The Mansfield Rule 2.0 measures whether law firms have affirmatively considered at least 30 percent women,LGBT+, and lawyers of color and LGBTQ+ lawyers for equity partner promotions and senior lateral positions. Covington has been certified as having achieved "Mansfield RuleCertification Plus" and "Mansfield Rule 2.0 Certification Plus." To achieve the "Plus" certification, firms also had to reach at least 30 percent women, LGBT+, and minoritylawyer representation in current leadership roles and committees.

Finally, the centerpiece of an effective professional development program that promotes diversity and inclusion is a diversity and inclusion education or training program. To thatend, we launched a firm-wide training program with a general session aimed at identifying bias and strategies for minimizing and interrupting bias. This training was extremelywell received and we have built upon this by incorporating elements of bias training with multiple audiences.

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