Research

Uncovering the hard data, facts, and analytics behind our strategies.

We author our own research and are able to provide comprehensive advice and cutting-edge solutions based on facts, market trends, and data analytics. We know what works and what doesn’t because we’ve done the research and analyzed the results.

Law Firm Flexibility Benchmarking

A study launched by the Alliance to track the progress of workplace flexibility in U.S. law firms and to address the need for more holistic data on flexible work and parental leave usage.

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New Partner Report

A yearly compilation and examination of data from over 200 of the nation’s largest and top-grossing law firms about the gender breakdown of attorneys promoted to partnership.

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Sabbatical & Well-Being Poll

Our Sabbatical & Well-being Poll was open to members and non-members – regardless of industry.

Members and poll participants will be invited to attend a symposium to discuss best practices around sabbaticals and well-being based on our poll results, research, industry trends, and literature reviews. The poll responses will be analyzed and aggregated, and responses will be kept confidential.

Cover Page - The Path Forward Pulse Poll

Pulse Poll: The Path Forward

We have released the results of our Pulse Poll: The Path Forward, to our Member organizations as well as non-members who participated in the poll. The report examines data and trends about the approach organizations plan to take regarding the hybrid workplace. Key findings and trends include:

Hybrid work is the future! 93.5% have or will implement a hybrid or fully remote work environment.
Many organizations will provide support and resources to foster successful hybrid work. More than half will offer technology resources and provide training.

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Pulse Poll: The Future of Work

We have released the results of our Pulse Poll: The Future of Work, to our Member organizations as well as non-members who participated in the poll. The report examines data and trends about the approach organizations plan to take after the pandemic regarding workplace flexibility. Key findings and trends include:

Organizations remain committed to making remote work available to employees after the pandemic, and more are including all employees in their remote work offerings.
Organizations show greater commitment to building infrastructure to support remote work such as technology and training to enhance remote work success, manage remote teams, and address bias.
We urge more organizations to create flexible work affinity groups and ombudsperson roles, both of which will be increasingly necessary as remote work continues and expands after the pandemic.
Despite the positive commitment to remote work, many organizations are still unsure about key details in post-pandemic remote work policies.

MEMBER ACCESS TO COMPLETE POLL RESULTS

Pulse Poll: COVID-19 & Re-Entry

Our COVID-19 & Re-Entry Pulse Poll was designed to uncover important data and trends about the approach organizations are taking during the initial COVID-19 office re-opening phase during which some employees are returning to the office while others are continuing to work remotely. This poll was conducted in late May and early June 2020 and includes responses from 34 organizations. In conducting and analyzing this pulse poll we strove to help organizations utilize workplace flexibility to foster their productivity, business continuity, talent management, and diversity and inclusion goals. The complete results of the poll were released to Alliance members and poll participants on July 8, 2020.

Noteworthy highlights from the results of the Pulse Poll include:

The vast majority of participants (85.3%) have a task force focused on re-entry and nearly two-thirds of these task forces include a Diversity & Inclusion professional.
A significant share of participants will allow all of their employees to work remotely (35.3%) and will use a “reason-neutral” process to determine who can work remotely (44.1%). However, too many organizations are still limiting which employees can work remotely based upon their function and/or their risk level.
A significant share are planning on launching the following trainings: Best Practices for Working Remotely (38.2%, or 13 of 34), Best Practices for Leading Remote Teams (32.4%, or 11 of 34), and Unconscious Bias (23.5%, or 8 of 34). Only a small number (3 of 34, or 8.8%) indicated they will have no trainings to support re-entry.