We investigate whether discrimination could account for the well-documented underrepresentation of minority groups among equity partners in large law firms. Relying on the After the JD dataset and an observational variant of the outcome test, we examine disparities in promotion rates across gender, age, parenthood, and law school rank.

Overall, our analysis shows no evidence of taste-based prejudice against any of those categories. Sex, age, and minority status are not predictors of promotion for those associates expressing moderate to strong desire for promotion.

Perception of discrimination does not affect desire for promotion, and either current or future performance.

We also document that promotion does not affect perceptions of discrimination but increases satisfaction over workplace diversity among promoted partners.