The 2024 Diversity Survey by Leopard Solutions, in collaboration with Above the Law, revealed how diversity initiatives are progressing within law firms directly from the mouths of the underrepresented attorneys. The responses indicated that despite some practices in place, there may be a lack of follow-through on initiatives aimed at improving the quality of life for underrepresented lawyers. Despite these challenges, the survey highlighted the resilience and determination of lawyers from diverse backgrounds in their pursuit of partnership.

A significant 64% of survey respondents indicated that their primary career goal upon joining an Am Law 200 firm was to make partner, far surpassing the 22% who aimed to gain experience and then move in-house. This strong preference underscores the need for better support and systemic change to assist these lawyers on their partnership journey.

Even with 86% of participants not yet partners, 70% believed there was a viable path to partnership at their current firm. This optimism is noteworthy, despite some concerns about cultural acceptance within firms. Additionally, 65% of respondents maintained their career aspirations from law school into the workforce.

Commitment to their career trajectory was further evidenced by 79% of respondents expressing a desire to stay at an Am Law 200 firm for an extended period, with 38% aiming to remain until retirement. This contrasts sharply with the more transient behavior of Gen Z lawyers, of whom one-third anticipated staying at their current firm for only up to two years.

Generational differences were also apparent, as only 43% of junior associates (1-2 years practicing) aimed for partnership, compared to 76% of current partners who had initially pursued this goal. This suggests a shift in career paths influenced by the rise of the gig economy and entrepreneurial opportunities, rather than complacency based on ethnic lines.

When it came to exploring new opportunities, nearly half (47%) of the respondents were not interested, despite only 51% being satisfied with their current roles. Interestingly, over a quarter preferred to remain in BigLaw if they were to leave their current firm, indicating a strong attachment to the traditional law firm environment.

Looking ahead, 63% of minority lawyers envisioned themselves on the partner track or having already attained partnership within five years. This enduring commitment to the traditional career path suggests that law firms are instilling a level of confidence in their structure and potential for growth.

The recent Leopard Solutions webinar with a panel of industry leaders discusses what the data is really telling the law firms. The panel shared practical insights on how law firms can move beyond rhetoric to implement meaningful operational policies that promote genuine diversity and inclusion. The panel included:

Laura Leopard, Founder and General Manager of Leopard Solutions
Caren Ulrich Stacy, CEO of Diversity Lab
Rosa Nunez, Chief Diversity, Equity & Inclusion of Foley Hoag
Reggie McGahee, Global Head of Diversity Recruiting of Reed Smith

To view the replay, go here: https://www.leopardsolutions.com/events/leopard-solutions-diversity-associates-impact-webinar/