Identifying Hidden Barriers Assessment

Estimated time to complete: 6 minutes

Welcome to the Hidden Barriers Assessment. It is designed to help you identify any impediments that may be contributing to higher attrition rates among attorneys in underrepresented groups in your firm.

In most law firms, traditionally underrepresented groups include female, LGBTQ, racially/ethnically diverse, and disabled lawyers. However, in Minority- and Women-Owned law firms, white men could be underrepresented. Answer the questions based on what group(s) are underrepresented in your firm.

The assessment takes about 5 minutes to complete. There are three questions for each of the 10 most common hidden barriers to success that disproportionately impact attorneys in underrepresented groups. Try to answer the questions for the firm overall. If your law firm is too large and you don’t feel you have a good sense of what is happening across the firm, then answer the questions based on your particular practice group or office.

Your answers are completely anonymous. At the end of the assessment, you will receive instant results based on your answers. None of the information is stored by the website app.

My law firm is taking specific steps to ensure that all attorneys are included in networking opportunities on an equal basis.
In my view, there is widespread transparency in my law firm so that every attorney receives the information they need to perform their work.
I think that the work assignments given to attorneys at my law firm from underrepresented groups are of equal profile/quality as those of colleagues in overrepresented groups.
In general, influential partners in my law firm tend to invest more of their discretionary time and effort in the development of junior attorneys who are more like them.
Training/development opportunities are typically given to the “usual favorites.”
Partners in my law firm regularly include a discussion about diversity and inclusion in client pitches.
In my law firm, attorneys in underrepresented groups have equal access to decision-makers compared to everyone else.
My law firm takes concrete steps to create opportunities for every attorney to develop relationships across the firm.
I believe that the evaluation system used by my law firm is too subjective.
Promotions are equal across all social identity groups.
Attorneys in my law firm from underrepresented groups are included as often in networking opportunities (informal and/or formal) as colleagues in overrepresented groups.
Within my law firm, insider information (advantageous information only held by people “in the know”) is not shared as often with attorneys from underrepresented groups compared to colleagues in overrepresented groups.
My law firm is taking concrete steps to monitor work assignments to ensure equitable distribution to all attorneys.
My law firm has a formal mentor program in which every attorney has a mentor.
My law firm has programs to ensure that training/development opportunities are shared equally with everyone.
If a client expresses discomfort with an attorney from an underrepresented group working on their case, supervisory attorneys will sometimes take them off the case.
In my law firm, influential committees usually do not include many (if any) attorneys from underrepresented groups.
At my law firm, I think every attorney feels included in the social aspects of the firm.
I believe that attorneys at my law firm in underrepresented groups receive less feedback in comparison to everyone else.
Although my law firm hires attorneys from underrepresented groups, in general, they are not being retained long enough to be promoted into higher ranks.
In general, I believe that attorneys in my law firm from underrepresented groups have disproportionately less access to networking opportunities (informal and/or formal) compared to colleagues in overrepresented groups.
My law firm is taking specific steps to ensure that important information is equally accessible to all attorneys.
I believe that attorneys at my law firm from underrepresented groups receive the same/similar amount of work compared to colleagues in overrepresented groups.
I believe that attorneys in underrepresented groups at my law firm receive the same/similar amount of mentoring (formal or informal) compared to attorneys in overrepresented groups.
I think that attorneys from underrepresented groups at my law firm receive the same training/development opportunities as attorneys in overrepresented groups.
The attorneys at my law firm from underrepresented groups receive less face-time with clients when compared to colleagues in overrepresented groups.
In my law firm, everyone’s perspectives are sought out and usually taken into account in decision making.
I think that attorneys at my law firm in underrepresented groups experience at least some social isolation.
The evaluation system used by my law firm is based on objective competencies and benchmarks (e.g., observable behaviors).
Most of the equity partners at my law firm are not from underrepresented groups.