In early 2024, prominent legal intelligence provider Leopard Solutions co-developed and fielded a groundbreaking survey focused on newly practicing Generation Z junior associates.
The survey was designed to extract insights regarding the experiences of recent law school graduates within law firm environments, their career aspirations, and the adequacy of their legal education in preparing them for the realities of law practice. This initiative provided firsthand perspectives from the emerging leaders of the legal profession, shedding light on their motivations and, significantly, their desired areas for improvement within the legal industry.
Leopard Solutions’ Gen-Z Approach to Big Law Roundup Report is now available for download. This comprehensive report will highlight the perspectives and experiences of the Gen-Z associates who responded to the survey, providing invaluable insights for law firms and hiring professionals.
What’s Inside the Report?
This roundup report includes an in-depth analysis of the recent survey, highlighting key areas such as:
- Challenges within Law Firms
A quarter of the Gen-Z respondents feel that they have a two-year expiration date at their firm. This is one of the many hurdles that law firms face in changing the work environment to better meet the needs and expectations of Gen-Z associates
- Strategies to Promote Firm Culture
75% of the Hispanic attorneys cited that they were randomly assigned a mentor, which resulted in more negative experiences. The report highlights effective strategies to foster a positive and inclusive firm culture that resonates with the next generation of legal professionals.
Based on the survey analysis, actionable ways are raised on how firms can support Gen-Z associates in their journey towards partnership, ensuring they are motivated and equipped to aspire to leadership roles.
Based on the survey responses, almost a quarter (24%) viewed their role as having a two-year expiration date. Male associates were more likely to remain at their firms for 3+ years than their female counterparts by 15 percentage points, 76.55% compared to 61.46%. However, a whopping 83% would make the same firm selection again if given a Mulligan, and 79% reported satisfaction with the work they were assigned.
The junior associates seem to be prioritizing firm culture and reputation overcompensation in their firm selection process.
Accessing this one-of-a-kind report will provide firms with the insights needed to change their approach to attracting and retaining top talent. By understanding the unique perspectives of Gen-Z associates, law firms can refine their strategies to not only meet the expectations of this new generation but also create a work environment where they can thrive and grow.
Take the Next Step
Download the Gen-Z Approach to Big Law Roundup Report today and give yourself the knowledge to improve your firm’s talent strategy.
Download the Report Now
