Where Do We go From Here?

It is no secret that a lack of gender diversity is a long suffering issue for most industries, resulting in women facing greater risk of disenfranchisement by implicit bias within predominantly male organizations and in a lack of women in top leadership roles.

Big Law, in particular, is at a crossroads when it comes to gender diversity. In fact, the number of female lawyers in the Am Law 200 has flat-lined for the past five years at slightly over 30% of the workforce. There is no disputing that this is an embarrassing statistic. As enforcers of equal opportunity, lawyers are at the forefront of the push for equality as a legal matter. At the same time, the law is consistently ranked as one of the worst industries for hiring and retaining a diverse workforce and has failed to improve the bottom line despite efforts to change.

ALM Intelligence analysis provides a new understanding for how to assist Big Law in both recruiting and retaining top female talent by focusing on market metrics to illustrate the critical role that underlying data, such as practice area and location statistics by gender, may have on Big Law diversity. Practice areas and locations with a lower female presence face more hurdles in battling implicit bias and in providing necessary training and mentorship to attract more female talent. Empowered with a new way to view the problem, Big Law can begin to improve its reputation.

Female Headcount vs Big Law Headcount


Table of Contents

  • The State of Gender Diversity in Big Law
  • Flashpoints Hindering Gender Parity
  • The Road Ahead
  • About the Author
  • Appendix