Portrait Project 2.0

A Portrait of Asian Americans in the Law 2.0

Identity and Action in Challenging Times

In 2017, “A Portrait of Asian Americans in the Law” provided a groundbreaking, systematic account of how Asian Americans are situated in the legal profession. The report showed that, within the span of a generation, Asian Americans penetrated virtually every sector of the legal profession but were significantly underrepresented in the leadership of law firms, government, and academia. This initial study provided a descriptive account of the many ways in which Asian American lawyers and law students struggle and thrive, and the unique incentives and constraints that shape their career paths.

Five years later, NAPABA, the American Bar Foundation, Northwestern Pritzker School of Law, and Yale Law School are proud to present "A Portrait of Asian Americans in the Law 2.0" which offers updated insights into the challenges, achievements, and experiences of the over 80,000 Asian American attorneys, judges, professors, and law students whose interests NAPABA proudly represents. The Portrait of Asian Americans in the Law tells their story and the release of Version 2.0 has been one of the most highly anticipated moments for our members, for the AAPI legal community, and for the legal profession. By providing troves of data that will inform efforts to promote equity and inclusion it is a crucial resource for lawyers, policymakers, researchers, and advocates seeking to advance diversity in the legal profession.

Key Findings

Asian American attorneys indicated greater engagement with social and political issues, along with a desire to change and improve society.

Among 2022 survey respondents, the second most common motivation for attending law school was the desire to change or improve society, up from the fourth most common motivation in 2017.

2022 survey respondents seeking to change practice settings ranked a desire to advance issues or values important to them among their most significant reasons for doing so. This was ranked among the least significant reasons in 2016.

Changes in activities since March 2020:

Although there has been progress in the appointment of federal judges and in the ranks of general counsel, underrepresentation of Asian Americans in the top ranks of the legal profession persists.

The number of Asian American federal judges has increased over the past five years, comprising 6.0% of active federal judges compared to 3.4% in 2016.

In 2020, there were 45 AAPI general counsel of Fortune 1000 companies, up from 19 in 2009.

Only one of 93 Senate-confirmed U.S. Attorneys is Asian American, and in 2019, there were only 8 Asian Americans among the nearly 2,400 elected prosecutors—numbers that are disturbingly small given the rise in reported incidents of anti-Asian harassment and violence.

Asian Americans continue to be the largest minority group at major law firms, but they continue to have the highest attrition and the lowest ration of partners to associates. Just 4.3% of equity partners at major firms in 2020 were Asian American; almost 90% were white.

Asian American attorneys would likely benefit from greater institutional supports that counteract stereotypes and facilitate relationship-building, development of soft skills, and leadership opportunities.

One-third of 2022 survey respondents indicated that they had no mentors in law school. Those who were the first in their family to attend law school were especially likely to report being unaware of the importance of mentorship to their careers.

The three most significant obstacles to advancement cited by 2022 survey respondents were the same as those cited by 2016 respondents: lack of formal leadership training programs, inadequate access to mentors, and lack of recognition for one’s work.

More 2022 survey respondents, compared to 2016 survey respondents, reported perceiving overt or implicit discrimination in the workplace because of their race. Survey respondents in 2022 and 2016 consistently reported being stereotyped — as hard-working, responsible, and logical but also as lacking in interpersonal skills and leadership potential.

Project Updates and Resources

A Portrait of Asian Americans in the Law 2.0: Identity and Action in Challenging Times (2022)

Who’s Going to Law School? Trends in Law School Enrollment Since the Great Recession (2020)

A Portrait of Asian Americans in the Law (2017)

Media

AAPI Heritage Month: A Portrait of Asian Americans in the Law 2.0 (May 2023)
The Asian American Bar Association of the Greater Bay Area presents: A Toolkit Examining “A Portrait of Asian Americans in the Law 2.0” (March 2023)
Five-year update to “A Portrait of Asian Americans in the Law,” explores the legal careers of Asian Americans in the U.S. amidst a rise in anti-Asian hate (December 5, 2022)
More Asian Americans on the federal bench; progress lacking at Big Law (December 5, 2022)
More Asian Americans Attorneys are Basing Career Moves on Values Assuming GC Roles (December 5, 2022)
As underrepresentation of Asian American lawyers in top jobs continues, more are speaking out, new study finds (December 5, 2022)
Despite Progress, Barriers Remain for Asian American Attorneys (December 5, 2022)
Fewer Asian Americans Going to Law School, Study Finds (May 28, 2020)
New Study Explores Decline in Asian American Law Student Enrollment Statement (May 28, 2020)
Justice Liu Condemns Increased Anti-Asian Bias, Says Current Events Should be a Call to Action (June 2, 2020)
What Underrepresented Law School Applicants Should Know (June 8, 2020)
Is Money the Reason Asian Americans Are Rejecting Legal Careers? (June 8, 2020) | Subscription required
NAPABA Webinar: Who’s Going to Law School? Trends in Law School Enrollment Since the Great Recession (July 23, 2020)

Action Items

Share prelaw program opportunities and engage with prelaw programs as mentors.
Utilize online professional platforms to connect with attorneys who are in your areas of interests and who may not be in the same location.
Develop a network of friends and colleagues who will support and encourage your efforts and goals in the profession.
Meet and develop a relationship with the career center and your advisors early. Let them know your areas of interest and seek recommendations and networking opportunities.
Participate in internships/externships to obtain practical experience, build your résumé, and expand your network.
46% of 2022 survey respondents said a key reason for attending law school was to seek to change or improve society, but relatively few said they were motivated to pursue law in government/politics or become influential, so there is a need to explore other avenues in engaging/encouraging this motivation for society improvement.

When seeking out mentorship from partners and other senior lawyers within the firm, be prepared to ask meaningful and insightful questions to maximize and gain from their experience. Be a prepared mentee.
Actively seek opportunities to work on matters with other AAPI attorneys.
Be an active and enthusiastic member of your law firm’s AAPI affinity network and seek opportunities to host networking events to reach more attorneys at the law firm. If your firm does not have one, consider request to create one.
Find external and internal public speaking opportunities (such as training sessions, speaking on panels, etc.) to grow your network and demonstrate leadership skills.
To expand your network, actively engage with AAPI attorneys and clients (including those at a similar level of seniority as you) on matters that you are working on.
Don’t hesitate to be more vocal in the workplace and find opportunities to present your work product.

Join your local bar association or affinity bar associations (like NAPABA) (https://www.napaba.org/page/Affiliates) with a focus on participation in leadership programs and mentorships.
Seek to develop affinity networks within companies, if such networks are not already established. Include AAPI attorneys in diversity programs and leadership development programs.
Create formal and informal mentorships for AAPI attorneys in the same legal department and across companies. Provide more junior in-house attorneys with tools to cultivate their own mentors outside of formal programs.
Encourage AAPI attorneys to find public speaking opportunities to build their expertise and network outside of the company.
Seek to develop connections with AAPI students in law schools and AAPI attorneys in law firms and public service to leverage your strength in private companies, build a safety network for yourself, and advocate diversity and inclusion and more opportunities for AAPI attorneys in the entire legal community.
Sponsor AAPI law students as summer interns so they are exposed to in-house careers early.

MENTORSHIP AND SPONSORSHIP

Actively seek mentorship within and outside the AAPI community.
Actively offer mentorship to AAPI lawyers and students.
Support your AAPI colleagues by recognizing their contributions.

CLERKSHIPS

Those considering clerking should speak to their law school career offices and mentors for guidance.
Law school career offices often have a list of unpublished clerkship spots, and they may provide support even if you have graduated.
Register for state or federal clerkship alerts.

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