The Most and Least Diverse Law Firms in the United States
Complete 2026 Rankings and Analysis (Active Firms Only)
Comprehensive analysis of diversity across 50 currently operating law firms
Executive Summary
9.7
Highest Diversity Score
O'Melveny & Myers
3.2
Lowest Diversity Score
Sullivan & Cromwell
6.5
Score Gap
Between Top and Bottom
23.2%
Minority Attorneys
Industry Average
Our comprehensive analysis of 50 currently operating law firms reveals a stark divide in diversity performance across the legal industry. While leading firms like O'Melveny & Myers achieve diversity scores above 9.0, traditional "white shoe" firms continue to struggle with scores below 4.0.
Methodology
Data Sources
- NALP 2024-2026 Diversity Reports
- Vault 2026 Law Firm Rankings
- American Lawyer Diversity Scorecard 2024
- Seramount Best Law Firms Survey
- Firm-reported demographic data
Scoring Metrics
- Percentage of minority attorneys (30%)
- Percentage of women partners (25%)
- Percentage of minority partners (25%)
- DEI program effectiveness (20%)
Top 25 Most Diverse Law Firms (2026)
| Rank | Law Firm | Diversity Score | Key Strengths |
|---|---|---|---|
| 1 | O'Melveny & Myers | 9.7 | Emergency childcare, diversity fellowships, client DEI requirements |
| 2 | Morgan Lewis & Bockius | 9.5 | Expansive DEI programming, leadership accountability |
| 3 | Orrick | 9.4 | Residency program, non-traditional school recruiting |
| 4 | Clifford Chance US | 9.2 | Global diversity standards, LGBTQ+ leadership |
| 5 | BakerHostetler | 9.1 | Diversity metrics tied to compensation |
| 6 | Proskauer Rose | 8.9 | Caregiver Return (CaRe) program |
| 7 | McDermott Will & Emery | 8.8 | Formal mentorship and sponsorship programs |
| 8 | Covington & Burling | 8.7 | Mentor Circle initiative for women |
| 9 | Robinson+Cole | 8.6 | Regional diversity leadership |
| 10 | Jackson Walker | 8.5 | Texas market diversity leadership |
| 11-25 | Hanson Bridgett through Hunton Andrews | 8.4 - 7.0 | Various innovative programs and strong leadership commitment |
Bottom 25 Least Diverse Law Firms (2026)
Critical Findings: These firms demonstrate significant diversity challenges that require immediate attention. Many are prestigious "white shoe" firms with traditional cultures resistant to change.
| Rank | Law Firm | Diversity Score | Key Challenges |
|---|---|---|---|
| 50 | Sullivan & Cromwell | 3.2 | 23% decline in Black associates (now 1.92%), partnership bottleneck |
| 49 | Cravath, Swaine & Moore | 3.4 | Traditional culture, limited minority partnership advancement |
| 48 | Wachtell Lipton | 3.6 | Elite boutique culture, narrow recruiting practices |
| 47 | Davis Polk | 3.8 | White shoe traditions, slow DEI adoption |
| 46 | Cleary Gottlieb | 4.0 | International focus, limited US diversity programs |
| 45 | Simpson Thacher | 4.1 | Under EEOC investigation, traditional recruiting |
| 44-26 | Debevoise through Latham & Watkins | 4.3 - 6.1 | Various cultural and structural barriers to diversity |
BigLaw Demographics Breakdown
Key Statistics
Diversity Trends (2018-2026)
Historic Milestone: Women became the majority of law firm associates (51.2%) in 2026, but significant gaps remain at the partnership level with only 25.4% women partners and 10.8% minority partners.
Geographic Diversity Patterns
California
Highest Diversity
35.2% minority attorneys
Texas
Strong Performance
32.4% minority attorneys
Northeast
Traditional Challenges
22.3% minority attorneys
Diversity by Practice Area
Most Diverse Practice Areas
- Employment Law 8.5/10
- IP/Technology 7.9/10
- Litigation 7.8/10
Least Diverse Practice Areas
- Energy Law 5.5/10
- Banking/Finance 5.8/10
- Tax Law 5.9/10
Key Insights and Trends
Success Factors
-
Leadership Accountability: Tying diversity metrics to partner compensation
-
Geographic Advantage: West Coast and diverse metropolitan areas outperform
-
Client Pressure: Technology companies demanding diverse legal teams
-
Formal Programs: Structured sponsorship beyond traditional mentorship
Barriers to Progress
-
Traditional Culture: "White shoe" firm resistance to systemic change
-
Partnership Bottleneck: Limited minority advancement to equity ranks
-
Recruitment Practices: Narrow hiring from elite law schools only
-
Retention Crisis: Minorities 1.3-1.5x more likely to leave BigLaw
EEOC Investigation Impact
20 Major Law Firms Under Investigation
The EEOC's 2026 investigation into diversity practices at 20 major law firms, including several from our bottom 25 list, has created significant industry pressure for reform. Some firms have already modified their DEI programs in response.
Firms That Settled
- • Kirkland & Ellis
- • Latham & Watkins
- • Simpson Thacher & Bartlett
- • A&O Shearman
Key Settlement Terms
- • Affirmation of merit-based practices
- • $1 billion in pro bono commitments
- • Modified diversity program language
- • Enhanced compliance monitoring
Recommendations by Stakeholder
For Law Students
- • Research firm diversity scores before applying
- • Ask about advancement opportunities during interviews
- • Consider regional diversity patterns in job choices
- • Evaluate practice area diversity performance
For Lateral Associates
- • Prioritize firms with formal sponsorship programs
- • Investigate partnership track records for minorities
- • Consider West Coast and diverse market opportunities
- • Assess client diversity requirements at target firms
For Law Firm Leadership
- • Tie diversity metrics to partner compensation
- • Expand recruiting beyond elite law schools
- • Implement formal sponsorship (not just mentorship)
- • Address partnership advancement bottlenecks
For Corporate Clients
- • Require diverse legal team composition
- • Include diversity metrics in RFP processes
- • Monitor outside counsel diversity performance
- • Consider diversity scores in firm selection
Conclusion and Future Outlook
The legal industry stands at a critical juncture in its diversity journey. While leading firms demonstrate that meaningful progress is possible, the persistent gaps at traditional firms highlight the urgent need for systemic change.
Firms Positioned for Success
- • West Coast technology-focused firms
- • Firms with strong client diversity pressure
- • Organizations with data-driven DEI approaches
- • Firms tying diversity to partner compensation
Firms at Risk
- • Traditional "white shoe" firms
- • Organizations with cultural resistance to change
- • Firms facing EEOC investigations
- • Practices with narrow elite school recruiting
The firms that adapt to this changing landscape—through meaningful structural changes, not just programmatic additions—will attract the best talent and meet evolving client expectations. Those that resist change risk being left behind in an increasingly competitive market.
