Racial Justice and Equity 2023


B | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 1 FROM EXECUTIVE PARTNER BARRY WOLF In 2020, the Firm responded to the global call to action to address issues of systemic and institutionalized racism across our societies and within the legal profession. Over the last several years, the troubling acts of racial violence that have plagued society and the pervasive isolation caused by the pandemic have made more clear than ever the need for greater connectivity and community-building. And to ensure that our commitment to racial equity effected meaningful change, we understood that the Firm needed to be both intentional in, and accountable for, its actions. Weil, guided by the Diversity Committee and its Executive Committee, began by establishing a foundation of antiracism education, followed by making strategic investments in career development for our attorneys of color, internally, and by focusing on racial justice efforts, externally. This past year, we renewed our commitment to our culture and to community building – while redoubling on our prior efforts. Through the leadership of the Black Associate and Counsel Advisory Board, with whom I meet monthly, the Firm has instituted the Citizenship Hours initiative to convey the importance of the time Weil attorneys spend contributing to the culture of the Firm. This includes time spent recruiting, developing, and mentoring talent – especially that of our diverse talent. I invite you to learn about our most recent efforts and results, and to recommit to collectively addressing racial justice in our profession. Members of Weil’s Diversity Committee Executive Committee with Barry Wolf

2 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 3 FROM DIVERSITY COMMITTEE CO-CHAIRS ADAM BANKS & ADÉ HEYLIGER In response to the racial reckoning of 2020, Weil’s Diversity Committee, in concert with Firm leadership, amplified and expanded longstanding efforts to cultivate an inclusive and equitable culture. Three years later, we are proud that the Firm has remained committed to these efforts. Our work has demonstrated that strategic action and accountability lead to measurable progress. Across the Firm, we have achieved meaningful results: from expanding the number of associates of color to appointing diverse partners and professional staff to Firm leadership roles. Our continued focus on embedding inclusion in everyday habits through the “Diversity in the Day to Day” initiative is a key driver of lasting progress. We urge you to “Show Your Work” as you incorporate equitable practices in your work routines by sharing your actions and lessons learned. Together, we can make a difference.

4 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 5 Starting in January 2021, Executive Partner Barry Wolf convened the Black Partner Advisory Board and the Black Associate/Counsel Advisory Board to discuss with him ways to progress our diversity goals and other vital Firm matters. Associate Development Goal Benchmark Checklist Black Partner Client Development Initiative Diversity in the Day to Day Campaign Firm Citizenship Hours Campaign Jumpstart Initiative for New Black Attorneys Law School-Based BLAST Recruiting Teams Next Level Program for Mid-to-Senior Associates BY THE NUMBERS NOTABLE ACCOMPLISHMENTS Commitment Advisory Board Members 9 PARTNERS 2 COUNSEL 5 ASSOCIATES representing 6 OFFICES and 9 PRACTICE AREAS SPOTLIGHT ON BLACK ATTORNEY ADVISORY BOARDS 49 MEETINGS 73.5 HOURS

6 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 7 The Black Associate and Counsel Advisory Board spearheaded the effort to establish Firm Citizenship Hours, a new time record category that places DEI, Feedback, Mentoring and Recruiting activities on equal footing with billable and pro bono time. FIRM CITIZENSHIP HOURS U.S. Firm Citizenship Hours in 2022 37,572 Increase in Recorded Hours in 2022 ↑62% Compared to 2021 34.2 2019 ↑45% Compared to 2019 44.3 2022 U.S. Attorney Average Our monthly meetings allow us to bring different ideas to the table and push for meaningful initiatives. Our constant goal is to be a Firm that attracts, retains, and promotes Black talent, anchored by our belief that improving the Black experience will improve experiences across the Firm. Fred Rhine Complex Commercial Litigation associate New York Meeting with other Black associates across our global offices has been a great benefit for me. We have bonded over shared experiences by working together to try and change the system. Barry’s unwavering commitment and eagerness to not only take on board, but implement suggestions ensure that this is not merely a talking exercise. Wupya Nandap Restructuring associate London

8 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 9 CONSCIOUS CONNECTIONS Fostering community was a strategic priority in the past year. Purposeful in-person gatherings brought back past favorites and started new traditions. Weil’s Attorney of Color Affinity Groups

10 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 11 BLAST Conference The 2022 BLAST conference brought together Black attorneys and summer associates from across the U.S. to New York City. Highlights included small group networking with senior Firm leaders, an alumni fireside chat and a panel with recently promoted Black partners. To commemorate Juneteenth, a networking reception honored distinguished Black alumni that featured performances by the Syncopated Ladies.

12 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 13 Breakfasts of Champions Weil attorneys of color started their days off right by fostering community with affinity group brunches, breakfasts with BLAST Management Committee sponsor David Lender, and renewed biennial breakfasts for women of color attorneys in New York. Cultural Celebrations AsianAttorneys@Weil renewed its in-person gatherings as a community for festive meals in observance of holidays, including Diwali, Ramadan, Lunar New Year and Vaisakhi. Summer Fun Affinity group members forged bonds with law students and summer associates at events in various Weil offices, such as a BLASThosted Basquiat exhibit tour, and a pool party hosted by AAW partner Andrew Yoon. Office Community Building Offices across the Firm hosted events to foster community, such as a WeilLatinx Miami event at the World Baseball Classic (pictured), a BLAST D.C. dinner hosted by partners Chantale Fiebig and Adé Heyliger, a Dallas attorney of color happy hour hosted by AAW partner Rick Frye and WLX partner Vynessa Nemunaitis, and a New York office new associate of color welcome event with mini-golf.

14 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 15 Historical Connections Forging connections among colleagues and with the broader community during Black History Month, Weil attorneys and professionals participated in an interactive tour of Harlem’s world-renowned Apollo Theatre led by “Mr. Apollo” – Billy Mitchell. They also joined guided tours of Seneca Village in Central Park for Juneteenth, exploring the deep history of the 19th century settlement of predominantly African-American landowners in the heart of Manhattan.

16 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 17 London BLAST In 2022, Weil London’s Black Attorney Affinity Group hosted multiple events to promote internal and external connections, including an annual summer networking party, a panel discussion on the actions that organizations can take to better retain and promote underrepresented talent to senior levels and a breakfast reception at the Victoria and Albert Museum’s Africa Fashion exhibition. BLAST Partner Business Development Promoting firmwide collaboration on client development efforts, a group of nine Black partners regularly meets with the business development team. BLAST partners recently launched a dinner series for distinguished Black business leaders focused on the evolution of particular industries and sectors. The inaugural dinner featured a fireside chat with Dasha Smith, Executive Vice President & Chief Administrative Officer at the National Footbal League (NFL). BLAST partners also hosted clients at several music events this year, including concerts by Janet Jackson and Machel Montano.

18 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 19 External Conferences Weil leverages opportunities for attorneys of color to connect across offices and to provide profile-raising speaking opportunities at numerous diversity conferences. In 2022, 24 Black attorneys attended the “Charting Your Own Conference” in December and 12 attorneys of color attended the 2022 Corporate Counsel Women of Color Conference, including 6 partners who participated as speakers. Jumpstart New Joiner Program The Black Associate/Counsel Advisory Board developed Jumpstart for Black associates who join the Firm as summer associates, first year associates or lateral associates. New joiners are matched with Black partner and associate mentors to help navigate their transition to the Firm. Prior to New Associate Orientation 2022, the incoming Black associates were convened for a pre-orientation, which included mini-panels and break-out discussions. Staff Mentoring Circle Program To increase the retention and advancement of Black professional staff into leadership roles, this pilot program included Black staff members at supervisory levels with two senior leader mentors. The monthly sessions include internally and externally facilitated discussions on a range of topics, including feedback and evaluations, authentic leadership and wellness. Weil@CCWC

20 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 21 CONTINUING COMMITMENT TO ANTIRACISM AND RACIAL JUSTICE EDUCATION RACIAL JUSTICE SERIES Since 2020, Weil has held over 35 Racial Justice programs featuring distinguished thought leaders on the impact of systemic racism in society. Diversity in the Day to Day Adopting small, consistent habits is the key to achieving aspirational goals like greater equity and inclusion. Weil’s Diversity Committee launched Diversity in the Day to Day to make inclusion an everyday habit for everyone at the Firm. We encourage Weil attorneys and staff to take intentional action, such as learning correct name pronunciation and spelling with accents, establishing equitable and consistent mentoring routines and providing regular feedback on assignments. U.S. Mandatory DEI Training In 2011, Executive Partner Barry Wolf instituted annual mandatory DEI training for attorneys and staff. The latest program, launched in 2022, reinforced the Firm’s focus on Diversity in the Day to Day: Making Inclusion an Everyday Habit. The interactive workshops identified ways for individuals and teams to contribute to an inclusive work experience at the Firm. 31 SESSIONS REACHED OVER 1,400 US ATTORNEYS AND STAFF SOCIAL MEDIA HIGHLIGHTS ROBERT STERN | DUANE HUGHES MEREDITH MOORE | TREY MULDROW MEREDITH MOORE | CANDACE ARTHUR TRACY K. PAUL MD | LORI PINES

22 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 23 COMMUNITY CONNECTIONS AND INVESTMENT The Weil Legal Innovators Program (WLI) is the Firm’s flagship philanthropic initiative that places rising law school students in fully-funded, one-year fellowships at nonprofit organizations across the U.S. For the 2022-2023 WLI program, Weil held steadfast to its commitment to collaborate with nonprofit partners at the forefront of racial justice and whose missions focus on improving the lives of the Black, Indigenous and People of Color (BIPOC) community. ƒ Empowering communities of color through economic or educational tools: Posse Foundation, RAICES, and Tahirih Justice Center. ƒ Improving the livelihood of diverse communities through research or policy advocacy: Earthwatch and ACLU of Texas. ƒ Responding to the increasing hate crimes against the Asian community: Asian Americans Advancing Justice. Charitable Contributions In 2020, Weil increased its commitment to organizations dedicated to racial justice and equity. The Firm has since donated over $2.3 million to: Pro Bono Legal Services Weil’s pro bono legal work addresses access to adequate legal representation in a broad range of critical issues, ranging from housing to refugee and asylum matters. Recent examples of Weil’s pro bono work to address racial justice and with a particular impact on communities of color include: ƒ Make Us Visible, an organization that activates and empowers local communities to build curriculum and advocate for the integration of Asian American contributions, experiences and histories in K-12 classrooms. Weil assisted in exploring, assessing and entering into a fiscal sponsorship arrangement. ƒ Building on six months of pioneering research on police reform – and in the wake of the tragic, unjustified killing of Tyre Nichols by the members of a specialized enforcement unit of the Memphis, Tennessee Police Department – the Institute for American Policing Reform (IAPR), a pro bono client of the Firm, published Weil’s Racial Justice Fellow and associate Rasheed Stewart’s comprehensive white paper, which set out a principle-based approach to reforming state policing laws and police department policies regarding the use of force. ƒ Weil continues to assist JustLeadershipUSA, a nonprofit led by directly impacted people that is dedicated to decarcerating the United States by educating, elevating and empowering communities most impacted by systemic racism to drive meaningful and lasting policy reform. ƒ Weil’s expertise in voting rights litigation is engaged in two major matters in Texas and New York, where low-income communities of color have been stripped of their right to vote. Volunteerism with PENCIL and Read Alliance In July 2022, Weil’s Social Responsibility team joined with the Firm’s Legal Recruiting team to host PENCIL and Read Alliance students to assist them in preparation for their summer internships. These nonprofit organizations aim to provide impactful career readiness and professional development workshops, helping bridge the access and success gap that disproportionately affects low-income students of color. Serving 100 local public school students, Weil’s 2022 summer associates conducted mock interviews and resume reviews for the high school students.

24 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 25 METRICS: PROGRESS & PROSPECTS Intentional efforts to invest in, recruit, retain and advance BIPOC talent are beginning to pay off with tangible results. LEADERS OF COLOR 7%→ 10% ASSOCIATES OF COLOR 25% → 32% SUMMER ASSOCIATES OF COLOR 31% → 38% 2020 to 2023 Partner promotions 2020 to 2023 by Affinity Group 62% of U.S. partner promotions since 2020 have been diverse (women, LGBTQ+ and/or people of color) 22% of U.S. partner promotions have been BIPOC partners 4% AAPI 2% Black 4% Latinx 7% AAPI 4% Black 4% Latinx 17% AAPI 6% Black 6% Latinx 2% Two or more LEADERS PARTNERS ASSOCIATES We are proud to have achieved Mansfield Certification Plus status, a key industry accreditation that reflects our progress in fostering diversity among our leadership ranks. Mansfield Certification is awarded by Diversity Lab to law firms that consider at least 30% women, LGTBQ+ lawyers, lawyers of color and lawyers with disabilities for leadership roles, advancements in the equity partnership, client pitch opportunities and nominations to Chambers and Partners USA. Weil’s additional Plus accreditation indicates that the Firm now has more than 30% of its leadership positions filled by diverse lawyers. 10% BIPOC 15% BIPOC 32% BIPOC

26 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 27 Leadership Spotlight BIPOC leaders increase Diverse leaders increase DIVERSE LEADERS 10% of U.S. leaders are BIPOC 48% of new U.S. leaders are diverse, of which 14% identify as BIPOC NEW YORK Anish Desai Charan Sandhu WASHINGTON, D.C. Chantale Fiebig MIAMI Edward Soto HOUSTON Alfredo Pérez 5 BIPOC leaders 4 practices 4 offices WOMEN OF COLOR IN LEADERSHIP ROLES 0%→ 4% MEN OF COLOR 9%→ 12% WOMEN OF COLOR 12%→ 15% Men and Women of Color Attorneys 43% 55%

28 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 29 Administrative and Professional Staff US Staff Promotions Since 2020 BIPOC STAFF 52%→ 57% BIPOC MANAGERS/SUPERVISORS 47%→ 60% BIPOC SENIOR MANAGERS AND ABOVE 28%→ 33% 2020 to 2023 2021 2022 U.S. BLACK DIRECTORS 3% → 12% 4X BIPOC LEADERS 52% DIVERSE* 77% *Women, LGBTQ+, and/or people of color

30 | RACIAL JUSTICE AND EQUITY 17 Partners of Color globally received awards in 2022 Progress and Prospects Social Media LOOKING BACK In response to the racial reckoning of 2020, the Diversity Committee, in concert with Firm Leadership, amplified and expanded longstanding efforts to cultivate an inclusive and equitable culture. View Weil’s Black Partners Microsite To learn more, please visit: RACIAL JUSTICE AND EQUITY A YEAR OF COMMITMENT AND ACTION MAY 25, 2021