Evaluating a Firm's Affinity Groups

Every major BigLaw firm has affinity groups, also called employee resource groups or ERGs. Groups for women, Black attorneys, LGBTQ+ attorneys, Asian American attorneys, Latino attorneys, and others. But the quality of these groups varies enormously from firm to firm.

What good affinity groups look like

Strong affinity groups have:

• Partner sponsors who are actually engaged. Not just a name on a page but partners who show up to events and advocate for group members.
• Budget and institutional support. Real programming costs money. If the firm funds events, speakers, and retreats, that signals commitment.
• Mentorship structures. The best groups pair junior attorneys with senior attorneys who share their background.
• Influence on firm decisions. Groups that have input on hiring, retention, and promotion policies are more than social clubs.

What to ask during recruiting

During callbacks or summer associate events, ask these questions:

• How active is the [specific] affinity group in this office?
• Do affinity groups have a budget? How much?
• Can you connect me with someone who is involved in the group?
• Has the group influenced any firm policies?

The answers will tell you whether the group is a meaningful community or a box-checking exercise.

Red flags

Watch out for firms where affinity groups exist on paper but have no visible programming, where leadership is entirely junior associates with no partner involvement, or where the firm cannot name a single concrete initiative that came from the group.

Use the firm directory to start your research, then dig deeper with real conversations during the recruiting process.