Law Firm Flexibility Benchmarking
A study launched by DFA 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.
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.
Sabbatical Impact Report
The Sabbatical Impact Report reveals how structured time away can transform both people and performance. Sabbaticals help individuals return with renewed clarity and creativity while creating leadership opportunities for teams and strengthening retention.
Available exclusively to DFA members, this report includes original data, a proven policy framework, real-world examples, and implementation guidance, making a compelling case for sabbaticals as a strategic investment in both human potential and organizational success.
Pulse Poll: The Path Forward
DFA’s Pulse Poll: The Path Forward 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.
The report is exclusively available to DFA members and non-members who participated in the poll.
DFA’s Pulse Poll: The Future of Work 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.
The report is exclusively available to DFA members and non-members who participated in the poll.
Pulse Poll: COVID-19 & Re-Entry
DFA’s 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.
Noteworthy highlights 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.
The report is exclusively available to DFA members and non-members who participated in the poll.