Now, with the release of the data compiled in Perceptions of Partnershi p, much more information on why women attorneys and attorneys of color often leave is available. Perceptions of Partnership reveals that women attorneys and attorneys of color exit law firms because either they do not perceive fair and equitable opportunities for success in a firm, or they believe they are perceived to be less capable of success than their counterparts. Women attorneys and attorneys of color report that they may choose not to pursue careers in private practice when they believe that they will not be fairly considered or, if they are hired, that they will not succeed in the law firm environment. The fact that these perceptions exist is troubling. Progressive law firm managers agree that ethnic and gender diversity in law firms is the key to success in a highly competitive global marketplace.
Diversity is a business imperative.
Ultimately, diversity is a form of leverage that determines a law firm's ability to recruit and retain attorneys of all types. Individuals form perceptions about partnership and their potential to achieve partnership based on a host of variables, some of which are well beyond the control and dictates of law firm management. Nevertheless, it is an individual's composite perception of partnership that structures responses to his or her environment as a developing associate. Thus, attorney perceptions are of great importance at every stage of development. Where erroneous perceptions exist, opportunities to correct them may also be present.