The survey included responses from 546 early-career lawyers
A recent survey conducted by Major, Lindsey & Africa (MLA), in collaboration with Leopard Solutions, indicated that 45 percent of junior associates believe their law school education did not adequately prepare them for firm life.
The survey "Beyond Tradition: Gen-Z's Approach to Big Law" shed light on challenges facing young lawyers in navigating the modern legal profession. The survey included responses from 546 early-career attorneys, predominantly working at AmLaw 200 firms. It revealed that 31 percent felt their work experience did not match expectations formed during law school.
Laura Leopard, CEO and founder of Leopard Solutions, noted that the COVID-19 pandemic significantly impacted these associates' development due to remote education and lack of face-to-face training.
“We know that younger attorneys place a premium on work-life balance. At the same time, though, there’s no denying that many have missed out on vital in-person training that’s necessary for growth in their legal careers. Law firms will have to find a balance that works for everyone: giving younger attorneys the flexibility they desire, while making sure they’re still receiving the mentorship they need to be successful,” Leopard said.
The survey also highlighted disparities between male and female attorneys' career trajectories. While 67 percent of all respondents plan to remain at their current firm for over three years, male associates were 15 percent more likely to envision staying than their female counterparts. Additionally, men were 18 percent more inclined to pursue law firm partnerships, whereas women showed a greater interest in transitioning to in-house roles.
Nathan Peart, MLA's managing director of the Associate Practice Group, highlighted that gender disparities require close attention from law firms. “The differing perceptions we saw in this survey are consistent with other data that show that female attorneys note the prevalence of issues like the gender pay gap more acutely than their male colleagues. In order to support the next generation of female attorneys, firm leaders need to take proactive steps to make sure their concerns are heard and addressed appropriately.”
Despite these concerns, most respondents expressed overall satisfaction with their firms. Eighty-three percent said they would choose their current firm again, citing company culture as the leading reason, followed by compensation. Jacqueline Bokser LeFebvre, managing director at MLA, noted that younger associates prioritize a supportive, value-driven work culture over financial incentives alone.
The survey also highlighted other critical trends. Over half (52 percent) of Gen Z associates are willing to trade part of their salary for reduced billable hours, with women showing stronger preferences for this trade-off. Furthermore, 39 percent believe their firm needs to improve racial diversity, indicating room for improvement in diversity, equity, and inclusion initiatives.
