Jake Miller
The legal profession in the United States is the nation's least diverse industry. As of 2024, there were over 1.3 million lawyers in the US, with white lawyers accounting for 86% of them. Male attorneys still outnumber female attorneys, with men making up 58% of lawyers compared to 41% of women. Despite slow changes, white men continue to be overrepresented in the legal profession relative to their presence in the overall US population. A 2020 demographic study revealed that white men comprised 71% of lawyers in the top 10% of their firms by pay. This prompts the question: do white male lawyers still make bank?
| Characteristics | Values |
|---|---|
| Number of lawyers in the US | 1,322,649 as of January 1, 2024 |
| Percentage of male lawyers | 58% |
| Percentage of white lawyers | 85% (as of 2019) |
| Percentage of white male lawyers in the top 10% of their firms by pay | 71% (as of 2020) |
| Attrition rate for white male lawyers | 12% (lowest among all groups) |
| Percentage of lawyers who are people of color | 23% (as of 2024) |
| Percentage of lawyers who are women | 41% (as of 2024) |
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What You'll Learn
White male lawyers' earnings
Despite the number of lawyers of colour in the US almost doubling between 2014 and 2024, from 12% to 23%, white male lawyers remain the top earners in the legal profession. In 2020, a demographic study by the American Bar Association found that white men made up 71% of lawyers in the top 10% of earners in their firms. White women accounted for 13% of high earners, while Black attorneys made up less than 1%.
In 2022, male lawyers in the US earned a median weekly wage of $2,687, while female lawyers earned $2,169. This means that female lawyers earned 81 cents for every dollar earned by male lawyers. Women are underrepresented in the upper tiers of law firms, with women of colour making up only about 3% of equity partners in the US.
The gender pay gap is influenced by several factors, including bias and the undervaluing of women's contributions. "Tightrope" bias, for example, stems from the more widespread acceptance of ambition and authority in white men compared to other groups. Women, on the other hand, are expected to be modest and self-effacing, making it more challenging for them to advocate for themselves and their accomplishments. Additionally, women are often held to higher standards and are less likely to be rewarded for their achievements, such as raises and promotions.
The racial pay gap is also significant. In 2020, the compensation for partners who were women was 44% lower than for men, while partners of colour earned 20% less than their white counterparts. These disparities are influenced by similar biases and undervaluing of diverse attorneys' contributions, as previously mentioned for the gender pay gap.
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Lack of diversity in law firms
The legal profession has been criticised for its lack of diversity, with white male lawyers still dominating the industry and earning more than their female and minority counterparts. This is despite the fact that women have outnumbered men in law schools since 2016, and the percentage of lawyers who are women has grown from 36% in 2014 to 41% in 2024. However, men still outnumber women in leadership positions, with white women accounting for only 20-25% of leadership at most firms. Additionally, racially diverse male attorneys typically make up only 5-8% of leadership.
The lack of diversity in law firms is particularly noticeable when it comes to racial minorities. In 2014, lawyers of colour were only 12% of the profession, and while this number has increased to 23% as of 2024, it still falls short of reflecting the diversity of the US population. The biggest change has been in the number of Asian American lawyers, who have gone from 2% of all lawyers in 2014 to 7% in 2024. However, the number of Black equity partners hired by large firms decreased by more than 1% in 2020.
The lack of diversity in law firms has been attributed to a variety of factors, including implicit bias, a lack of mentorship and sponsorship opportunities for diverse attorneys, and a lack of commitment to diversity and inclusion initiatives. Additionally, minority attorneys often face challenges such as feeling like they don't fit in or struggling to be retained by their firms. This results in higher attrition rates, with Black and Asian attorneys leaving their firms at higher rates than their white counterparts.
The lack of diversity in law firms has important implications for the legal profession. Firstly, it can lead to a lack of representation and understanding of the unique needs and circumstances of diverse clients. Secondly, diverse teams have been shown to be more innovative, creative, and collaborative, leading to better outcomes for clients and the community. Finally, increasing diversity in law firms is critical to the legitimacy and credibility of the judicial system, ensuring that all citizens receive equal justice under the law.
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Women in law school vs. the profession
Women have outnumbered men in law schools since 2016, with 56% of students in ABA-accredited law schools being female in 2023. This shift in demographics is also reflected in the profession, with 41% of all lawyers being women in 2024, up from 36% in 2014. While the number of female lawyers is growing, men still dominate the upper echelons of the legal profession, with women making up only 28% of law firm partners in 2023.
The increase in the number of female lawyers is due to two main factors: more women graduating from law school with juris doctor degrees and older, predominantly male lawyers retiring. In 2019, 51.6% of all graduates awarded a JD degree from ABA-accredited law schools were female, and this number has continued to grow, with 55% of all law school graduates being women in 2023. This trend is expected to continue, and if it does, it will take about two decades before men and women are represented equally in the legal profession.
Despite the gains for women in law school and the profession, there are still concerns about the lack of diversity in law firms. While large law firms have increased their hiring of diverse associates, they struggle to retain them. Black and Asian attorneys had the highest attrition rates in 2020, with 23% and 19% respectively leaving their firms, compared to 12% for white attorneys. This may be due in part to the "feminization of the workplace," which has already occurred in areas like criminal and family law, leading to a pay cut for women. Additionally, women from underrepresented groups made up just 2% to 5% of law firm leaders on average in 2020.
While the legal profession is slowly becoming more diverse, with the percentage of lawyers of color nearly doubling in the past decade, it is still predominantly white and male. In 2019, 85% of active attorneys identified as white/Caucasian, and this number has changed very little in the past decade. White men continue to be the highest earners, comprising 71% of lawyers in the top 10% of their firms by pay in 2020.
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Retention of diverse hires
While the number of lawyers of colour in the United States has increased over the past decade, from 12% in 2014 to 23% in 2024, white lawyers are still overrepresented in the legal profession. This is especially true when it comes to leadership positions and earnings, with white men comprising 71% of lawyers in the top 10% of their firms by pay in 2020.
To retain diverse hires, law firms must do more than simply hire diverse talent; they must foster a culture of inclusivity and belonging. This can be achieved through the following strategies:
- Developing new policies and education programs that allow diverse talent to thrive, with a focus on retention, promotion, and fair compensation.
- Fostering an inclusive workplace culture where lawyers from all backgrounds feel a sense of belonging, support, and opportunity for growth.
- Providing a good work-life balance to prevent burnout and improve long-term productivity and mental health.
- Working with third parties such as bar associations, interest groups, and law departments at industry peers to stay abreast of the latest best practices and recruiting techniques for hiring a diverse legal team.
- Facilitating staff networks around diversity characteristics, with buy-in from senior leaders, to empower staff to spend time on network activities and show commitment to championing diversity and inclusion.
- Monitoring the diversity of recruitment pools and successful candidates to track the retention and progression of different groups within the firm.
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Law firm leadership
The legal profession has long been dominated by white male lawyers, and this trend persists today. According to the American Bar Association's 2020 Profile of the Legal Profession, 86% of lawyers were non-Hispanic whites, a decline from 89% a decade ago. However, white Americans make up only 60% of the US population. This overrepresentation of white men in the legal field is reflected in law firm leadership as well.
Diversity in law firm leadership is essential for several reasons. Firstly, it helps to address systemic racism and sexism in the legal profession. By increasing diversity in leadership positions, law firms can actively contribute to dismantling biases and discriminatory practices that have historically disadvantaged women and racial minorities. Additionally, diverse leadership can enhance the firm's reputation and legitimacy in a society that increasingly values inclusivity and equality.
Moreover, improving diversity in law firm leadership brings a range of benefits to the firm itself. A diverse leadership team can offer a broader range of perspectives, skills, and experiences, leading to more innovative and effective decision-making. It can also help the firm attract and retain a diverse talent pool, fostering a more inclusive and engaging work environment. Furthermore, diverse leadership can improve the firm's ability to understand and serve a diverse client base, enhancing its competitiveness and adaptability in a changing market.
To promote diversity in law firm leadership, several measures can be implemented. Mentorship and networking programs can be established to support the advancement of women and minority lawyers. Firm structures and policies can be re-evaluated to better support working parents and promote work-life balance for all employees. Bias and discrimination training can be made mandatory for all staff, and explicit performance metrics for diversity and inclusion can be set for the firm, with regular assessments and accountability measures in place.
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Frequently asked questions
Yes, according to a 2020 demographic study by the American Bar Association, 71% of lawyers in the top 10% of their firms by pay were white men.
There are several factors that contribute to this. Firstly, there is a lack of diversity in the legal profession, with white men still dominating leadership positions. Additionally, bias and discrimination within law firms can impact the career advancement of women and people of color. Mentorship and networking opportunities may also play a role, as well as the demands and expectations of motherhood.
Yes, following the deaths of George Floyd, Breonna Taylor, and Ahmaud Arbery, many law firms have publicly committed to improving racial diversity and donating to racial equality causes. The American Bar Association has also created initiatives such as the Pledge For Change to encourage law firms to increase diversity in their workplaces.
