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Since 2021, Vault Law has administered its annual Law Firm Culture & Inclusion Survey. The aim of the survey is to collect data on the actions law firms are taking to promote inclusion and foster a culture of belonging, including the establishment of internal programs, firm policies, and recruiting activities. Additionally, Vault Law collects data on the race, gender, sexual orientation, and disability status of lawyers based in the United States.
A total of 92 law firms completed the survey between May and August 2025. Summary statistics are provided for two firm size groupings: large firms (those with at least 150 lawyers based in the United States) and midsize firms (those with fewer than 150 lawyers based in the United States). Seventy-one percent of participating firms are large, and the remaining 29% are midsize firms.
Key Findings
When it comes to policies supporting inclusion, 97% of large firms have a designated individual responsible for leading the firm’s inclusion efforts, and 98% have established an inclusion committee or the equivalent. Among midsize firms, 58% have a designated individual responsible for leading the firm’s inclusion efforts, and 83% have established an inclusion committee or the equivalent. The survey shows that 93% of large firms and 50% of midsize firms have created formal internal affinity groups or networks (which are open to all employees).
A large majority (90%) of large firms attend career fairs specifically to broaden the applicant pool. Among midsize firms, 54% participate in career fairs.
When it comes to supporting caregivers and families, almost all large firms (97%) have a formal reduced-hours policy and 83% have a formal flex-time policy. For midsize firms, the percentages are 58% and 54%, respectively. Most firms (90% of large firms and 86% of midsize firms) allow attorneys to prorate billable requirements/bonus targets when they take parental leave.
It is important to note, however, that a benefit offering does not mean that employees take advantage of it or feel comfortable doing so. Write-in responses on separate annual Vault Law surveys of associates, for example, have consistently suggested that even at firms offering generous leave benefits or optional training programs, some associates feel considerable pressure to not use them.
Most firms (95% of large firms and 91% of midsize firms) offer opportunities for attorneys to share their preferred pronouns. Sixty-eight percent of large firms and 39% of midsize firms provide gender-neutral restrooms. When it comes to accessibility for individuals with disabilities, 91% of large firms have addressed accessibility in physical spaces, and 65% of midsize firms have done so.
At the average large law firm, more than one-half (51%) of associates are women. The same is true for the average midsize law firm, where 53% of associates are women. At the average large law firm, 25% of equity partners are women. At the average midsize firm, the percentage is slightly higher at 27%. Notably, the number of women of color declines steeply between the associate and partner ranks. At the average large law firm, 17% of associates are women of color, but 5% of equity partners are women of color. The corresponding percentages are 19% and 4%, respectively, at the average midsize firm.
The full report is available for download at https://offers.vault.com/employers/resource/cultureandinclusion-2025/
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