Racial Justice and Equity: A Year of Purposeful Investment


TABLE OF CONTENTS 5 For the Firm 21 For our Talent 35 For our Clients and Alumni 41 For our Community

1 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 2 FROM EXECUTIVE PARTNER, BARRY WOLF Thirty years ago, under the leadership of my mentor Ira Millstein, Weil embarked on its first formal diversity, equity and inclusion effort. Weil proudly served as a pilot firm for the New York City Bar Association’s diversity efforts, becoming one of the first firms in New York City to conduct surveys, draft policies and develop mandatory training with respect to diversity, equity and inclusion. Ira blazed a trail in the legal profession to ensure that our Firm lived up to the legacy established by its founders, who formed the firm in the face of discrimination. Over these years, we have learned that complacency is the biggest threat to achieving inclusion and that we must maintain focus and strive continually to amplify our efforts to be truly equitable. The country’s response in 2020 to the deaths of George Floyd, Breonna Taylor and Ahmaud Arbery among others had the potential to mark a watershed moment for racial equity, but we all asked the question: Was the response simply a moment or movement? Our answer has been clear. We have made the decision to be part of a movement. Two years later, our focus on diversity, equity and inclusion has not waned in the slightest. On the contrary, we have doubled down. I have had the privilege to meet monthly since early 2021 with two advisory boards, one comprised of Black partners and the other of Black associates and counsel. It is not always easy to hear about the racism and prejudice that our Black attorneys have experienced in their professional and personal lives, but it is essential for me as a leader to understand their experiences. There are some situations that I can empathize with, since I was the first in my family to work in this kind of environment, but I also know that as a white man many of my experiences simply do not translate. Our goal is simple yet powerful: for all Black attorneys and staff to feel invested in and have a great professional experience at Weil. By investment, we mean equitable mentoring, sponsorship, training, and providing opportunities, which are all essential to developing as a professional. Law firms are in the talent business. Our talent is our most valuable asset, and we must invest in our talent – all of our talent – if we are to thrive now and into the future. Together we can make a difference if we are purposeful and intentional in investing in our BIPOC (Black Indigenous People of Color) talent. I hope each of you will join me in doing our part to make a powerful difference for our Firm, our talent, our clients, and our communities.

3 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 4 FROM DIVERSITY COMMITTEE CHAIR ADÉ HEYLIGER Last year, we published our first ever Racial Justice and Equity report, which detailed Weil’s response to the Summer 2020 racial reckoning. Two years later, we are proud to say that we have sustained our momentum for change; indeed, we have expanded and deepened our efforts. This year we are advancing our diversity, equity and inclusion (DEI) goals through a new Diversity Committee initiative called Diversity in the Day to Day. Hearing from our BIPOC talent, in particular, we know that equity and inclusion are realized through daily mentoring, feedback and opportunities. We are embedding DEI into the fabric of the Firm by focusing on the exercise of inclusive habits in the day-to-day experience of our teams. We invite you to join us in making inclusion an everyday habit for everyone in the Firm and beyond. Research tells us that adopting small, consistent habits is the key to achieving goals like greater equity and inclusion. Below are some easy ways to make inclusion a daily habit: ƒ Invest intentionally in the day-to-day experience of the people on your teams by paying attention to who is invited to formal and informal meetings to ensure diverse members are included. ƒ Cultivate conscious connections through purposeful mentoring and relationship building, such as encouraging your colleagues to attend DEI programs and following up with discussions on key takeaways ƒ Maximize your rate of return via “one time” actions that pay off over time and finding ways to incorporate those actions into your daily work, such as scheduling recurring reminders to check in with diverse mentees and members of your team. RACIAL JUSTICE AND EQUITY A YEAR OF COMMITMENT AND ACTION MAY 25, 2021

RACIAL JUSTICE AND EQUITY | 6 RACIAL JUSTICE AND EQUITY | ADVISORY BOARDS In 2021, Executive Partner Barry Wolf convened the Black Partner Advisory Board and the Black Associate/Counsel Advisory Board to advise him on important Firm matters, including but not limited to diversity, and to provide visibility and mentoring from senior leadership. The partner board is composed of all nine Black partners in the U.S. and London offices. Eight associate and counsel members were selected by the partner group to represent a range of departments and offices. The monthly meetings have tackled a wide range of topics, from creating individual business plans to engaging white colleagues as active allies. Several new initiatives were developed based on feedback from the boards, including Jumpstart mentors for new Black attorneys, the Firm Citizenship hours credit, and the Diversity in the Day to Day campaign. FOR THE FIRM 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.

Through the advisory councils, Black partners, counsel and associates have a direct line of communication to the Executive Partner. There are tangible initiatives that invest in our associates of color. I am proud to be able to say that Weil has made impressive gains in the diversity of our partnership, including for Black and women of color partners. This is what Weil is about: action and accountability leading to measurable progress. Candace Arthur Restructuring partner New York The Firm’s investment and support in me and in Black attorneys overall is evident, not just because the head of the Firm meets with our board monthly, but because our conversations result in the actual implementation of new Firm programs and policies. Veronica Bonhamgregory Corporate associate, Dallas Co-Chair, Black Associate and Counsel Advisory Board

9 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 10 ACCOUNTABILITY We bolstered a number of accountability mechanisms to measure progress and foster greater partner engagement: Partner Report Card Annually partners fill out a report card in advance of the compensation process. To augment a longstanding, general question about efforts related to diversity, mentoring, pro bono, etc., we added a more targeted question in 2021 that asks each partner to list their efforts to recruit, retain, develop, and advance Black attorneys. Upward Reviews Each year associates complete surveys evaluating the partners, counsel and senior associates with whom they work. We added two new questions in 2021 to the counsel and partner upward review surveys to address belonging, inclusion, and allyship. Leader Scorecards Management Committee members and other Firm leaders receive a Diversity Scorecard each year that reflects their performance on a range of diversity metrics. In 2020, we added a new scoring element to address Black attorney representation on teams. We also included leaders of professional staff departments as recipients of diversity scorecards. FIRM CITIZENSHIP HOURS The hours Weil attorneys spend contributing to the culture of the Firm are vital. This includes time spent recruiting, developing and mentoring talent, especially diverse talent. In recognition of the importance of these contributions to firm culture, a new Firm Citizenship category was announced for recording time that places DEI, feedback, mentoring and recruiting activities on equal footing with billable and pro bono time. U.S. PARTNER PROMOTIONS SINCE 2015 15 BIPOC AAPI Black Latinx WHAT GETS MEASURED GETS DONE. MEASURE WHAT MATTERS. DISTRACT Take an indirect approach to de-escalate the situation by drawing attention away from it. DELEGATE Get help from someone else (like a partner or supervisor). DELAY After the incident is over, check in with the person who experienced the biased behavior. DIRECT Speak up about the biased behavior in the moment. 12 Virtual Sessions reaching more than 1,000 U.S. attorneys and staff STRATEGIES FOR INTERRUPTING BIAS AND PROMOTING ANTIRACISM U.S. MANDATORY DEI TRAINING 2021 marked 10 years since Executive Partner Barry Wolf instituted annual mandatory DEI training for attorneys and staff. The 2021 training was led virtually by Hollaback!, and focused on how to interrupt bias and promote antiracism at work. U.S. BIPOC PARTNERS 9% 16% 2015 2022 1.8X

11 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 12 DIVERSITY EDUCATION In 2020, we launched a new Racial Justice series with leading thought leaders on the impact of systemic racism in many facets of society. Over the past two years and more than 30 programs, we’ve heard from many of the greatest minds from a diverse array of disciplines on the complex and interconnected issues of racial justice and equity in society. Yet, we have only scratched the surface and there is much more to come. Meredith Moore Director, Global Diversity, Equity & Inclusion, New York One Year Later ReNika Moore Adam Banks Zack Tripp Robert Niles-Weed On May 26, 2021, Weil hosted an event to examine the impact of the U.S. racial reckoning catalyzed by the murder of George Floyd one year prior. We welcomed ReNika Moore, Director of the ACLU’s Racial Justice Program, who joined Adam Banks, partner in New York Litigation, to discuss what has been accomplished and what our priorities should be moving forward. Weil Appellate practice Co-Head Zack Tripp and Litigation associate Robert Niles-Weed subsequently joined the conversation to discuss their work with the ACLU’s Racial Justice program and other organizations to obtain loan forgiveness for small business owners seeking to overcome prior criminal history while struggling with the impact of the COVID-19 crisis. Juneteenth On June 16, 2021, Heather McGhee, political commentator and author of The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together, delivered a virtual keynote in honor of Juneteenth followed by a Q&A discussion facilitated by Chris Garcia, partner and Co-Chair of the Firm’s Diversity Committee. Heather shared key insights from her economic and sociological research, telling the story of racism’s cost, why a “zero-sum” mindset with regard to DEI hurts all of us, and how we can achieve something called “the Solidarity Dividend” by working together across race. It’s about widening the aperture, to recognize the centrality of race in our policymaking, and recognize that nobody goes unscathed. A system like this is pervasive, it distorts our functioning as a society in a way that makes life harder, and makes policymaking less reasonable than it would be otherwise. Heather McGhee Intersectional Approach: Pride Month Gabby Rivera Justin Lee Vynessa Nemunaitis On June 29, 2021, Gabby Rivera, author of the critically acclaimed novel Juliet Takes a Breath and the first Latina to write for Marvel Comics, shared her experiences as a selfdescribed queer Puerto Rican from the Bronx. In conversation with New York partner Justin Lee of WeilPride and Dallas partner Vynessa Nemunaitis of WeilLatinx, she discussed the intersectionality of gender identity and race in the LGBTQ+ community and the power of authenticity and representation. The Firm has held more than 30 programs to date. Heather McGhee

13 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 14 Commemoration of the Abolition of Slavery in the U.K. On August 2, 2021, Weil’s London office welcomed back acclaimed historian and writer David Olusoga to speak about his book Black British History. David discussed the lead-up to the abolition of slavery in the U.K. on August 1, 1843, focusing on this forgotten (and largely uncovered) chapter and legacy of British history. Despite the lasting effects such omissions have had on British culture, David is hopeful for the future, confident that the unprecedented “Black Lives Matter” social movement led mostly by young people will shape Britain and influence Britons going forward. Racial Justice Progress and Priorities Ed Soto Damon Hewitt On September 21, 2021, Ed Soto, Managing Partner of the Miami office, was in conversation with Damon Hewitt, President and Executive Director of the Lawyers’ Committee for Civil Rights Under Law (LCCRUL) to discuss current racial justice priorities and progress made in the past year. Damon, who has more than 20 years of civil rights litigation and policy experience, shared that the summer following the murder of George Floyd forced a moral clarity that led to action. Hispanic Heritage Month Lara Bueso Bach Lourdes Rosado Anilu Vazquez-Ubarri In honor of Hispanic Heritage Month, WeilLatinx presented Latina Leaders. Lara Bueso Bach, Litigation counsel in the Miami office, moderated a fireside chat with LatinoJustice President Lourdes Rosado and TPG Chief Human Resources Officer Anilu Vazquez-Ubarri about Latinx advocacy work, intersectionality and being Latina in the legal industry. In this video for Weil’s social media, partner and WeilLatinx leader Vynessa Nemunaitis shares what the month means to her and how it provides an opportunity to discuss and celebrate her heritage with her daughters. U.K. Black History Month Walks As part of Black History Month in the U.K. in October 2021, Weil’s London office organized a series of walking tours showing participants evidence of 3,500 years of Black history in London, dating back to Black settlers from the Roman Empire.

15 | RACIAL JUSTICE AND EQUITY Native American and Indigenous Peoples Heritage Month On November 5, 2021, in honor of Native American and Indigenous Peoples Heritage Month, Complex Commercial Litigation partner Luna Barrington Luna Barrington moderated a fireside chat featuring Emily White Hat of the American Indian College Fund. Emily shared personal insights on Native American representation in the legal industry, the importance of tribal colleges and the general impact of COVID-19 on Native American communities. Intersectional Approach: Veteran’s Day Robert Taylor General Nadja West To commemorate Veterans Day in the U.S., Weil Litigation associate and former U.S. Army Judge Advocate General’s Corps attorney Robert Taylor on November 12, 2021 hosted a conversation with retired Lieutenant General Nadja West, the first Black Surgeon General of the U.S. Army. Their discussion focused on the importance of mentoring, the genesis of Lieutenant General West’s career in the U.S. military, her journey of transition from military to civilian life and the value of continuing to honor individuals who have served in the Armed Forces. Intersectional Approach: Transgender Awareness Robert Niles-Weed Alejandra Caraballo Anya Marino In honor of Transgender Day of Remembrance, Robert Niles-Weed, Litigation associate in New York, moderated a fireside chat on November 19, 2021 with Alejandra Caraballo and Anya Marino, the first transgender women of color to teach at Harvard Law School. Alejandra and Anya shared their intersectional experiences as transgender women of color in the legal industry and their insights on creating inclusive spaces for the transgender community. Trailblazing Leadership in Times of Change On February 9, 2022, in honor of Black History Month, Corporate Department Chair Michael Aiello engaged in an in-depth conversation with Ursula Burns, trailblazing CEO of Xerox from 2009 to 2016. Ursula was the first Black woman CEO to head a Fortune 500 company and has been listed multiple times by Forbes as one of the 100 most powerful women in the world. She has also provided leadership counsel to numerous corporate boards and civic entities. In 2021, she published Where You Are Is Not Who You Are: A Memoir. Mike and Ursula discussed Ursula’s life experiences at the highest echelons of Corporate America, and her perspectives on how the past influenced her life outcomes and on leading change for the future. Diversity Committee Co-Chair and partner in the Public Company Advisory Group, Adé Heyliger provided welcoming remarks. I just want to say that this talk has been one of the most important ones I have attended in my 30+ years. I cannot even put all the emotions into words yet, but Ms. Burns you have changed my life in just these 38 minutes. I am taking my mom to dinner who left her successful career, marriage and country, just to give me a fair shot at life. Thank you for being so candid. Program Participant Luna Barrington Emily White Hat Michael Aiello Adé Heyliger Ursula Burns

17 | RACIAL JUSTICE AND EQUITY Honoring Memorial Day In honor of Memorial Day, Weil welcomed Retired Admiral Michelle Howard for a conversation with Weil Restructuring partner Kelly DiBlasi Kelly DiBlasi. Admiral Howard is the first African American woman to reach the three-star and four-star rank in the Armed Forces and served 35 years in the U.S. Navy. Celebrating Judge Ketanji Brown Jackson’s Historic Nomination to the U.S. Supreme Court In recognition of Judge Ketanji Brown Jackson’s historic nomination to the U.S. Supreme Court, Weil partner Chantale Fiebig and Appellate practice Co-Head Zack Tripp held a fireside chat on March 9, 2022 featuring Brandi Colander and Kimberly Tignor, the visionary founders of #SheWillRise, an advocacy movement started in 2020 to advance greater equality through the nomination of a Black woman to the Supreme Court. Special guest Philippa Scarlett, a former White House official and current Head of Global Government Affairs at RELX, shared insights on her own clerkship with Justice Breyer and the significance of Judge Jackson’s nomination to the Court. Asian American Book Club In partnership with the Asian American Book Club, Weil sponsored two evening book talks with acclaimed leaders and business women: Indra Nooyi, former CEO of Pepsi and author of My Life in Full, and Reshma Saujani, former founder of Girls Who Code and author of Pay Up. Both authors shared personal stories about their professional journeys, highlighting anecdotes from chapters of their books as well as their perspectives on core developments and challenges for the future of women and work. Asian American and Pacific Islander Heritage Month Arlene Hong Don Liu Luna Barrington Charan Sandhu Gary Holtzer In May 2022, in honor of Asian American and Pacific Islander Heritage Month and as part of our General Counsel Spotlight series, Weil’s Technology & IP Transactions practice Co-Head Charan Sandhu and Complex Commercial Litigation partner Luna Barrington co-moderated an insightful conversation with Arlene Hong, Executive Vice President, Chief Legal Officer & Corporate Secretary at Bed Bath & Beyond Inc., and Don Liu, Executive Vice President, Chief Legal and Risk Officer at Target. Co-Chair of Weil’s Restructuring Department and Management Committee sponsor for our AsianAttorneys@Weil affinity group Gary Holtzer provided opening remarks. AAPI Youth Rising Taking Small Actions to Make a Difference Technology & IP Transactions partner Karen Ballack and Corporate counsel Mei Dan led a conversation with Mina Fedor, a Nickelodeon Kid of the Year 2021 Nominee, and other members of AAPI Youth Rising, about how everyone can make a difference at any age. AAPI Youth Rising is a youth organization that was created in response to the rise in xenophobia against the Asian community due to COVID-19. Their mission is to take small actions to make positive changes in their communities. Admiral Michelle Howard Kelly DiBlasi

19 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 20 | RACIAL JUSTICE AND EQUITY In this video for Weil’s social media, partner and AsianAttorneys@Weil leader Susan Shin shares a message of hope for AAPI month and implores everyone to be part of the push to end the hate and violence directed at Asian American communities. AAPI Leaders for Change Technology & IP Transactions practice Co-Head Charan Sandhu and Complex Commercial Litigation partner Susan Shin are among the AsianAttorneys@Weil leaders who have been active internally to foster a community among AAPI attorneys and externally to combat anti-Asian hate.

RACIAL JUSTICE AND EQUITY | 22 FOR OUR TALENT To recruit, retain, and advance BIPOC talent, several programs were launched in 2020 and 2021 in response to the racial justice reckoning and the realities of virtual work due to the pandemic. BLAST (Black Lawyers Achieving Success Together) is a portfolio of bespoke programs tailored by level to invest in Black attorneys at the Firm. BLAST leadership and business development initiative: Black partners, counsel and senior associates participate in an 18-month program featuring Management Committee sponsors, individualized business plans, executive coaching and group leadership sessions. BLAST Group Coaching for Black Mid-Level and Junior Associates: Two cohorts of Black associates participated in externally facilitated group coaching sessions by level. The sessions developed a peer mentoring community and addressed career development topics. BLAST Group Coaching for Partner Mentors: Partner mentors of Black associates participated in a pilot program to cultivate more effective skills for mentoring across difference with external facilitators. U.S. BLACK ATTORNEYS 24 41 2015 2022 1.5X U.S. BLACK ASSOCIATES 19 32 2015 2022 1.5X U.S. BLACK PARTNERS 4 8 2015 2022 2X

23 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 24 STAFF MENTORING CIRCLE PILOT PROGRAM Launched in 2021 to increase the retention and advancement of Black staff into Firm Leadership roles, the pilot circle featured 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. The Black Associate/Counsel Advisory Board developed Jumpstart, a new mentoring effort for Black associates joining the Firm. U.S. Black associates who joined either as first-year or lateral associates since Summer 2021 have been matched with Black partner and associate mentors to help navigate the transition to the Firm. The mentors received a “check-in checklist” for guidance. Prior to New Associate Orientation 2021, the incoming Black associates were convened for a virtual Jumpstart Pre-Orientation, which included mini-panels and breakout discussions on how to make a positive first impression and how to select practice groups. My Jumpstart mentors helped me to feel part of the community at Weil despite starting remotely. I appreciate the ability to ask my Jumpstart mentors for advice on things big and small. 54% of managers/supervisors identify as BIPOC 57% of U.S. staff identify as BIPOC 61% of 2021 staff promotions identify as BIPOC of senior managers identify as BIPOC 30% BLACK STAFF SUPERVISORS/MANAGERS 9.4% 12.2% 2020 2022

CHARTING YOUR OWN COURSE (CYOC) CONFERENCE Weil regularly sends a group of Black attorneys to the Charting Your Own Course Conference in Orlando, Florida. Two Black Associate/Counsel Advisory Board members led a group of 20 Black associates attending the CYOC conference in December. The group welcomed the opportunity to connect with other Weil Black attorneys in person, as well as to make connections within the broader legal profession. ATTORNEY OF COLOR MENTORING GROUPS The AsianAttorneys@Weil, Black Attorney Affinity Group, WeilLatinx, and WeilPride started small virtual mentoring groups in 2020, and they have continued to meet through 2022 to provide a sense of community across offices. U.S. AAPI PARTNERS 5.7% 6.2% 2015 2022 U.S. BLACK PARTNERS 2.0% 3.8% 2015 2022 U.S. LATINX PARTNERS 3.9% 5.3% 2015 2022 The AsianAttorneys@Weil affinity group started small groups to help Asian attorneys stay connected during the pandemic. It was a great way to keep in touch to hear what other attorneys were doing at home and in their professional lives. When the increase in violence against Asians started happening, it was a great way to support each other and to talk about any fears we might have. Justina Chen Corporate associate Silicon Valley

27 | RACIAL JUSTICE AND EQUITY Women of color: Partnerships between Weil’s affinity groups address the intersectionality of race, sexual orientation and other diversity demographics. In October 2021, biennial women of color breakfasts restarted in person in New York. In January 2022, new women of color associates heard from more senior associates on “hot topics” with panels and breakout groups. Weil alum Damali Peterman, CEO and founder of global conflict resolution firm Breakthrough ADR, led a workshop on conflict resolution for women of color attorneys. In April 2022, three partners hosted an AAPI woman roundtable to discuss heightened safety concerns. I am grateful and proud of the Firm’s continued investment and support of its Asian American Attorneys, especially amid this painful time for many Asian Americans who have been gripped with fear in the wake of the rise in anti-Asian attacks in New York City and across the country. I am also proud that Weil consistently reaffirms its commitment to fund nonprofit organizations that have been at the forefront of the efforts to dismantle anti-Asian racism and that it was among the first law firms to join the Alliance for Asian American Justice and to take on anti-Asian hate pro bono cases. Susan L. Shin Litigation partner New York SINCE 2019 85% increase in U.S. women of color partners 20% increase in U.S. women of color attorneys

29 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 30 MENTAL HEALTH SUPPORTS FOR BIPOC COMMUNITIES Weil’s partnership continued with Jacquesline Walker of the Well Firm, a licensed Independent Clinical Social Worker, Certified Clinical Trauma Professional, and Certified Clinical Stress Management Consultant. Walker provided one-on-one and group sessions for Black attorneys and staff to discuss mental wellness with a focus on racial equity. Weil has also partnered with BHAVA group on group sessions for the AAPI community. REVERSE MENTORING The London office has successfully completed its pilot Reverse Mentoring Scheme with three BIPOC mentor associates paired with three mentee partners. The feedback received so far has been very positive, and the Diversity Committee is looking to expand this year’s scheme to other groups. Such pairings between associates and partners aim to foster a culture of inclusion and acceptance by building meaningful relationships based on learning, understanding and respect for difference. LEGAL RECRUITING BAAG Summer Pods: All 12 U.S. Black summer associates were assigned to one of 4 BAAG mentoring “pods,” which included 3 summers, 4-5 associates, and 2 partners. Diversity Recruiting Video was created and shared with outstanding diverse 2L and 1L offers about the Firm culture and how we invest in diverse talent. BLSA 1L Mentoring Program: 38 1L law students from four law school BLSAs are being mentored by Weil BAAG members (LALSA students at two schools are now participating in a similar effort with WeilLatinx attorneys.) Summer Affinity Group Reception: In July 2021, summer associates attended an Affinity Group Reception, where they connected with Firm leaders as well as attorneys of color in addition to other diverse groups. BLACK SUMMER ASSOCIATES 3.6% 9.9% 2019 2022 2.6X 52% BIPOC summer associates in 2021

RACIAL JUSTICE AND EQUITY | 32 LONDON RECRUITING To further the London office’s commitment to recruiting diverse talent, the office HR team has been working with the Diversity Committee to establish a Diversity and Inclusion Recruitment Charter that sets out certain key goals and principles to which the London office’s external recruitment agencies should adhere. These principles include maintaining a diversity and inclusion policy, providing diverse shortlists of candidates, and ensuring that job advertisements are accessible across a wide range of platforms, among other initiatives. More than 10 recruitment agencies have already signed the charter. STAFF RECRUITING In 2021, Weil joined the Professional Diversity Network, the top diversity recruiting platform in the U.S., to identify diverse talent for open staff roles. In the last year, we have continued to see devastating acts of racial hatred, including the massacre in Buffalo, New York and the ongoing hate crimes against Asian Americans and others throughout the United States. As attorneys, we have an obligation to do all we can to help others secure the promise of living in peace and safety in their homes, neighborhoods, and schools. And I am proud of the resources we as a law firm have dedicated to our pro bono clients, particularly on issues of racial justice. Chantale Fiebig Litigation partner Washington, D.C.

RACIAL JUSTICE AND EQUITY | 34 As a Firm, Weil is known for the value it places on diversity, equity and inclusion. On an individual level, the partners and administrative leaders of the Firm foster an environment where individuals of all backgrounds feel seen and heard. For me, Weil has allowed me to bring my authentic self to work and fostered my professional growth and development. This type of commitment to diverse talent is valued and is what makes the Firm a truly unique and dynamic place to work. Barbara Smith Director, Human Resources, New York Weil recognizes that racial equity is not only critical to the business community it services, but also to the health, well-being and career goals of its staff and associates of color. Weil has shown it’s committed to fostering opportunities for employees of color to thrive and succeed in an equitable and inclusive work environment, through its actions, via various web programming, training, coaching and mentorships Jackie Gathers Associate Director, Benefits, New York

FOR OUR CLIENTS AND ALUMNI WEIL’S BLACK PARTNERS: LEADERS & CHANGEMAKERS Weil has a renowned practice made up of talented attorneys, among them nine Black partners who stand out as top industry leaders across seven practice areas and five offices. This group of Black partners is having a wide impact on Weil’s business and culture. To highlight these valued members of the partnership, Weil is leading the industry by celebrating the Black partners on a microsite devoted to their accomplishments. View Weil’s Black Partners Microsite Black Partner Business Planning: To support client and practice development, Kristen Zadourian, Director of Business Development-Corporate and Liaison to the DEI team, worked with the Black partners on their business plans. Executive Partner Barry Wolf reviewed and provided feedback on the business plans. Kristen also hosts quarterly meetings with the Black partners to promote collaboration on client development efforts. 9 BLACK PARTNERS REPRESENTING 5 OFFICES AND 7 PRACTICE AREAS

37 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 38 U.K. BLACK HISTORY MONTH CLIENT ENGAGEMENT During U.K. Black History Month in October 2021, the Weil London office team partnered up with clients at Goldman Sachs to run a virtual speed-networking event with Power2, a U.K. charity that works with young people at risk of exclusion from school along with university students from low-income backgrounds. The workshop was attended by six young Black people from London and Manchester who each participated in the informal networking sessions to learn tips and gain insights into finding employment and building a successful career. On October 28, 2021, partner Barry Fishley, who heads Weil’s Technology & IP Transactions practice in London, hosted a panel discussion and networking event with senior executives from a variety of sectors who shared their experiences on navigating their careers and their perspectives on effective diversity initiatives. I have practiced law for nearly three decades. While there is plenty of work to be done, there has been significant attention and effort invested over the past several years to enhance DEI efforts. As I look at both gender and ethnic diversity, there are authentic conversations that are occurring and these conversations give me hope for continued improvement….I do believe the best way to foster enhanced diversity is to ensure that all attorneys are offered the opportunity to thrive through fair allocation of work assignments, active mentoring and sponsorship and sharing work opportunities within the Firm as well as with clients. If we continue to build on this foundation, we will invariably see more success in the years to come. Trey Muldrow Corporate partner, New York

RACIAL JUSTICE AND EQUITY | 40 Corporate partner Jannelle Seales, spoke with Marsha Simms, now retired, who was Weil’s first Black partner, elevated in 1987. They discussed Marsha’s ability to be her “authentic self” as well as about her crucial role in building Weil’s Banking & Finance practice and in recruiting and mentoring lawyers of color. Restructuring partner Ronit Berkovich interviewed WeilLatinx alum Andrea Cristina Saavedra, Assistant Dean, Office of Judicial Clerkships at Columbia Law School, about her richly varied career in law, business and academia and the inspiration of Weil leaders such as Harvey Miller and Marcia Goldstein. WEIL ALUMNI SPOTLIGHT The Firm’s Alumni Interview Series often features BIPOC alumni and/or current attorneys and staff in conversation about their careers. Technology & IP Transactions practice Co-Head Charan Sandhu in the New York office spoke with N. Damali Peterman, a former Weil Corporate associate who is the Founder and CEO of Breakthrough ADR, a global conflict resolution firm that helps organizations resolve conflict in everyday situations. Damali explained why she is so passionate about conflict resolution, why her unusual career path makes her a “unicorn” in the industry, and how her wide international experience has enabled her to navigate the cultural differences that so often must be bridged to successfully resolve disputes. Chief Talent Office Lisa I. Cuevas talked with Virginia Johnson, a former Weil Litigation associate about her role at the time as General Counsel for North America at global energy company Schneider Electric, her advice for lawyers entering new executive leadership roles and how her strong commitment to sustainability and equity fit well with Schneider’s priorities. Linda D. Domyanic, Manager of Client and Alumni Relations in the Dallas office, spoke with Regina Merson, former Weil Dallas associate and now Founder and CEO of Latinx beauty brand Reina Rebelde, about how she built her brand, the advice she has for lawyers considering entrepreneurship, the critical value of her Weil training, and the tremendous diversity within the Latinx community. Vynessa Nemunaitis, Co-Leader of WeilLatinx and Corporate partner in the Dallas office, spoke with Liani Kotcher, an accomplished author who writes Young Adult novels, about her recently published survival thriller novel, Ski Weekend, and how her Weil experience helped her succeed in a crowded field.

I was looking for a firm that had the same ideals that I share, specifically as it relates to being on the right side of change. Historically, Weil has been on that side and has also been a firm committed to pro bono. Weil walks the walk, as it relates to encouraging associates to take on pro bono matters that ultimately make a difference in people’s lives and drive change for social justice and equity. Rasheed Stewart, Litigation associate New York FOR OUR COMMUNITY

43 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 44 RACIAL JUSTICE FELLOWSHIP Weil Racial Justice Fellows: Six Months of Pioneering Research on Police Reform In 2021, as a joint initiative of the Pro Bono and Diversity Committees, two second-year associates based in New York, Brian Morganelli in Restructuring and Rasheed Stewart in Securities Litigation, were seconded for six months to the Institute for American Police Reform as part of a Racial Justice Fellowship sponsored by Weil. A pro bono client of the Firm, the IAPR is a nonpartisan organization founded to provide guidance at a national level on policing laws, policies and accountability. Brian conducted research on the issue of qualified immunity for law enforcement officials. Rasheed worked on the legal issues involved in the use of deadly force by the police. Brian and Rasheed have demonstrated their commitment to pro bono service and racial justice, and it is evident in their work on police reform at the IAPR. We are grateful that they have both produced research that will make a difference in our ongoing efforts to bring about fairness for all in the criminal justice system, a cause that has long been central to pro bono at Weil. Miriam Buhl Pro Bono Counsel, New York Because the organization was so young when we signed up, it wasn’t just doing legal research. It was also building coalitions and figuring out how to get the Institute’s position into public discourse. In terms of working within the organization, it wasn’t just coming in with your view and implementing it. It was talking to people, explaining your research and listening to their views. Brian Morganelli

45 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 46 CHARITABLE CONTRIBUTIONS In 2020, Weil increased its commitment to legal organizations dedicated to racial justice work. We broadened and deepened our partnerships to effect change at the Firm and the community in 2021. The Asian American Legal Defense and Education Fund (AALDEF), a New York-based national organization founded in 1974, protects and promotes the civil rights of Asian Americans. AALDEF focuses on critical issues affecting Asian Americans, including immigrant rights, voting rights and democracy, economic justice for workers, educational equity, housing and environmental justice, and the elimination of anti-Asian violence, police misconduct, and human trafficking. The ACLU’s Racial Justice Program (RJP) is dedicated to upholding racial equality and combating racism in all forms through litigation, community organizing and training, legislative initiatives, and public education to address the broad spectrum of issues that disproportionately and negatively impact people of color. The program currently challenges discrimination in education, housing, fair lending, policing, and the criminal justice system, and combats racial profiling, abusive debt collection practices, and discrimination in emergency custody proceedings involving the Indian Child Welfare Act. Boston University Center for Antiracist Research convenes researchers and practitioners from various disciplines to figure out novel and practical ways to understand, explain, and solve seemingly intractable problems of racial inequity and injustice. We foster exhaustive racial research, research-based policy innovation, data-driven educational and advocacy campaigns, and narrative change initiatives. We are working toward building an antiracist society that ensures equity and justice for all. The Equal Justice Initiative is committed to ending mass incarceration and excessive punishment in the United States, to challenging racial and economic injustice, and to protecting basic human rights for the most vulnerable people in American society. Lawyers’ Committee for Civil Rights Under Law works to secure equal justice for all through the rule of law, targeting in particular the inequities confronting African Americans and other racial and ethnic minorities. Asian Americans Advancing Justice | AAJC advocates for an America in which all Americans can benefit equally from, and contribute to, the American dream. Our mission is to advance civil and human rights for Asian Americans and to build and promote a fair and equitable society for all. LatinoJustice PRLDEF works to create a more just society by using and challenging the rule of law to secure transformative, equitable and accessible justice, by empowering our community and by fostering leadership through advocacy and education. In 2021 we joined National Asian Pacific American Bar Association (NAPABA) and other members of the legal community to Stand Against Hate and denounce the rising tide of anti-Asian hate, violence and racism.

47 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 48 PRO BONO Weil’s award-winning pro bono program embodies the Firm’s culture of embracing and promoting diversity. Our pro bono work supports voting, reproductive, civil and human rights, both for individuals and the nonprofit organizations that support them, and Weil attorneys play an important part in many pro bono matters protecting the environment and encouraging economic development and sustainability. Weil attorneys represent individuals and organizations fighting overt or systemic discrimination and are engaged in work to combat racism both on individual and systemic levels on issues from housing, the criminal justice system, environmental and medical resources, educational options, and refuge from persecution. Opening robust routes to equity means having the acuity to appreciate and eliminate obstacles wherever they arise, whether in monumental offenses or in rote application of mundane, but destructive practices in our midst. Weil stands ready to support racial justice organizations in times of extreme stress as well as to develop new routes to economic equity: ƒ Weil worked with the Sikh Coalition in connection with the April 2021 attack on the Indianapolis FedEx warehouse in which four of the eight murder victims were Sikh. Weil assisted with client intakes and obtaining referrals to other legal providers and provided general counseling to the organization in order that it, in turn, could meet the needs of the Sikh community. ƒ Weil is representing a coalition of BIPOC and immigrant advocacy groups, including Asian American Legal Defense and Education Fund (AALDEF), Black Alliance for Just Immigration (BAJI), Council on American-Islamic Relations, New York (CAIR-NY), and LatinoJustice PRLDEF, to intervene in a suit brought by Republican voters and elected officials asking the New York Supreme Court to prohibit non-citizens from registering to vote in municipal elections per a new law allowing legal permanent residents to vote in municipal elections. Indeed, most of the Firm’s pro bono work is connected in some way to the promotion of equity. Some examples of exceptional recent matters involving racial justice include: Challenging Draconian Voting Restrictions in Texas Weil and co-counsel the Brennan Center for Justice, an independent, nonpartisan law and policy organization that works to reform, revitalize, and when necessary, defend systems of democracy and justice in the United States, brought two suits in the U.S. District Court for the Western District of Texas, San Antonio Division, against the State of Texas and certain Texas state and local officials, including Texas Governor Greg Abbott and Attorney General Ken Paxton, challenging Texas Senate Bill 1 (S.B. 1), a sweeping reform of Texas’ voting laws that purportedly addresses voter fraud, with a disproportionate effect on persons of color. Weil’s pro bono work on these cases seeks to challenge restrictive voting rights and protect free and fair elections. The first action, brought on behalf of Weil clients Friendship-West Baptist Church; the Anti-Defamation League Austin, Southwest, and Texoma Regions; Texas Impact; and James Lewin, challenges various draconian voting requirements and restrictions in S.B.1 (including bans on 24-hour and drive-through voting, restrictions on voter assistance and use of mail-in ballots, imposition of criminal liability for communitybased voter engagement activities, and encouragement of voter intimidation through over-empowered “poll watchers”) under the First, Fourteenth and Fifteenth Amendments to the U.S. Constitution, Section 2 and Section 208 of the Voting Rights Act, and the Americans with Disabilities Act. The second action, brought on behalf of Weil clients Isabel Longoria (Harris County Elections Administrator) and Cathy Morgan (a volunteer deputy registrar), together with the Brennan Center and Harris County Attorney’s Office, challenges under the First and Fourteenth Amendments to the U.S. Constitution and certain provisions of S.B.1 that impose both criminal and civil liability on election officials who encourage eligible voters to legally request mail-in ballots. The Weil team secured a key, early victory in the Longoria case when Judge Xavier Rodriguez granted a preliminary injunction request, prohibiting district attorneys in three Texas counties from enforcing the part of S.B. 1 that makes it a crime for an election official to encourage eligible Texans to vote by mail. Protecting Detainees from the Ravages of COVID-19 Since April 2020, a Dallas-led team, working in close coordination with the ACLU of Texas, prosecuted major federal court litigation in the Southern District of Texas aimed at freeing hundreds of medically vulnerable immigrant detainees from an ICE civil detention facility in Conroe, Texas. This facility has been rendered unconstitutionally hazardous because of the COVID-19 pandemic. (Vasquez Barrera, et al. v. Wolf, et al.). Shortly after the commencement of these proceedings, Weil and the ACLU successfully argued for a temporary injunction in favor of the plaintiffs, and the court released one detainee from detention on account of being highly vulnerable to COVID-19 infection. To date, the Weil-ACLU team has obtained release of 15 medically vulnerable detainees through varying forms of individualized relief and prevailed on numerous critical motions. The team has moved to certify a class of all medically vulnerable detainees within the facility to obtain release on a class-wide scale. To that end, days after the team gained access to critical class discovery information revealing a troubling number of medically vulnerable detainees, the ICE facility began voluntarily releasing all detainees that fit the putative class definition. Therefore, although Weil can identify only 15 releases resulting directly from judicial orders (to date), countless other detainees have benefited and continue to benefit from the ongoing litigation. In fact, the facility’s population is now 30% of what it was at the outset of the litigation.

49 | RACIAL JUSTICE AND EQUITY RACIAL JUSTICE AND EQUITY | 50 The Government appealed the district court’s granting of the temporary injunction. However, in October 2021, the government initiated mediation with the ACLU to resolve the pending appeal, and in April 2022, the government moved to withdraw its appeal of the preliminary injunction. The case now awaits class certification, which, if successful on the merits, will obligate the facility to release medically vulnerable detainees and to avoid detaining such immigrants in the first place. Winning the Release of a Wrongly Convicted Death Row Inmate Weil, in collaboration with Fish & Richardson and the Innocence Project, helped Mr. Sherwood Brown, a man who was convicted and sentenced to death for a terrible crime that he did not commit, walk free after 28 years in prison. Mr. Brown was the 100th African American in the U.S. since 1973 to be exonerated from a wrongful capital conviction and death sentence. In 1993, at the age of 25, Mr. Brown was arrested for the murder of three women who lived near his home in Eudora, Miss. He remained in custody until his release last year. Mr. Brown was convicted of all three murders in 1995 and sentenced to death, confined on death row in Mississippi’s Parchman Prison; Weil took his case in 2006. In 2017, when the Mississippi Supreme Court vacated his conviction in response to a motion filed by Weil, Fish and the Innocence Project, which showed that contrary to the State’s theory at his trial, DNA testing proved that blood on Mr. Brown’s shoes did not match the victim’s blood and that none of Mr. Brown’s DNA was found in samples taken from the victims. Rather than dismiss the charges, the District Attorney’s office announced it intended to retry Mr. Brown for the murders. Bail is not available for capital murder suspects in Mississippi, and Mr. Brown was transferred to the DeSoto County jail to await trial. After three and a half more years in jail, the District Attorney agreed to drop the charges, and Mr. Brown walked free for the first time on August 24, 2021. Furthering the Reform of Police Laws and Policies Following the completion of an extensive and multi-jurisdictional 250+ page report into police accountability, equality and equity for serving officers and staff, our global team of attorneys from Frankfurt, London, New York, Paris and Washington D.C. have continued to provide support to the National Black Police Association. The findings from our research have proved fruitful for the U.K. charity and the team is working with the organization on next steps. In addition, the findings from the report will feed into the NBPA’s submission to the UN Convention of Elimination of Racial Discrimination (UNCERD) in the summer as part of UNCERD’s five-year cycle of reviewing individual states/governments on the effectiveness of implementation since it was ratified (1969 in the U.K.). Weil represented The Institute for American Police Reform (IAPR) in its formation, including its structuring for future growth and application for tax-exempt nonprofit status. IAPR believes that policing is essential, and so is policing reform. IAPR is a non-partisan organization providing guidance on policing laws and policies, police accountability and partnerships in community, leadership development, and police standards and training development. IAPR’s CEO, Nicholas Sensley, and a number of its board members are current or former police chiefs of color. As such, they are uniquely qualified to understand and heal the divide between police officers and communities of color. SOCIAL RESPONSIBILITY 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. This commitment comes with an annual investment of more than $1 million from the Firm and stands as one of the most significant social impact initiatives in the legal sector. Nonprofit organizations that are tackling racial inequities have been a partner to Weil Legal Innovators since the program’s inaugural year, but after the murders of George Floyd, Breonna Taylor, and too many others in the summer of 2020, Weil’s commitment to racial justice became even more imperative. As such, for the 2021-2022 Weil Legal Innovators program cycle, Weil put even more emphasis on partnering with nonprofit organizations whose mission either directly or tangentially improves the lives of the BIPOC community, and collaborated with those nonprofit partners to craft Innovator roles in which that work would be at the forefront. Subsequently, Weil welcomed the 2021-2022 class of Innovators. Some Innovators are placed at nonprofits that are directly providing economic and educational tools for empowerment to communities of color – such as the National Urban League, the Tahirih Justice Center, and the United Way of New York City – while other Innovators are working at nonprofits that tangentially improve the livelihood of diverse populations through research, such as Earthwatch. Collectively, the Innovators are providing critical support and capacity to the nonprofit sector, helping move the needle on issues of systemic racism, environmental justice, and myriad other intersecting issues.