Experiencing Discrimination
Race and Retention in America's Largest Law Firms
Bibliographic Data
| ID | 4084874 |
|---|---|
| Authors | Monique R Payne-Pikus, Monique R Payne (0009-0004-3246-8748, American Bar Foundation), J Hagan (0000-0002-4262-9822, Northwestern University), Robert L Nelson (American Bar Foundation) |
| Year | 2010 |
| Volume | 44 |
| Issue | 3-4 |
| Pages | 553-584 |
| Publication date | 2010-12-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Law & Society Review (JOURNAL) |
| Journal identifiers | ISSN: 0023-9216 • E-ISSN: 1540-5893 |
| Publisher | Cambridge University Press (CUP) (PUBLISHER) |
| DOI | 10.1111/j.1540-5893.2010.00416.x |
| OpenAlex | W1527364677 |
| Language | EN |
| Citations received | 23 |
| References cited | 38 |
Although the number of racial and ethnic minority lawyers in the legal profession has greatly increased, concern remains about their low percentage among partners in elite law firms. Using a nationally representative sample of young American lawyers, we compare a human capital-based theory, which emphasizes measures of merit, and an institutional discrimination-based theory, which focuses on differences in partner contact and mentoring. The results indicate that institutional discrimination theory is the better way of understanding racial and ethnic differences in lawyer retention. Future affirmative action programs need to focus not just on access but also the processes within large firms if minority presence is to be increased
Affirmative action · Criminology · Demographic economics · Economic growth · Economics · Elite · Ethnic group · Human capital · Political science · Race (biology · Racism · Sociology · Diversity and Career in Medicine · Gender Diversity and Inequality · Gender Studies · Law · Legal Education and Practice Innovations
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| Unique citing works | 23 |
|---|---|
| Citations per year | 1,53 |
| Citation span | 2011 - 2025 (15) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 23 |