ESG has become one of those terms that appears in almost every law firm’s marketing material. Commitment to sustainability. Dedication to inclusion. Strong governance frameworks. It all sounds good, but how much of it is real, and how do you find out before you’ve already accepted an offer and started?
The honest answer is that there’s a significant gap between firms that are genuinely embedding ESG into how they operate and those that are using it as a communications exercise. As a candidate, knowing what to ask, and how to read the answers, is one of the most useful things you can do before making a move.
Why it matters more than you might think
ESG isn’t just about values alignment, though that matters. It shapes the culture of a firm in practical, day-to-day ways. A firm with genuine DE&I commitments tends to have more equitable access to progression and high-quality work. A firm with real wellbeing provisions actually uses them. A firm with transparent governance is usually a more accountable and better-managed place to work.
Conversely, firms where ESG is largely performative tend to show other cultural weaknesses too. The two aren’t always connected, but more often than not, how a firm approaches ESG is a reasonable proxy for how it approaches its people more broadly.
The questions worth asking
Go beyond the website and the brochure. In interviews or conversations with partners and HR, ask specifically:
Can you give me concrete examples of ESG initiatives the firm has implemented, and what they’ve actually delivered? This separates firms that can talk about outcomes from those that can only talk about intentions.
How is DE&I embedded into career progression and promotion decisions, not just at entry level, but at senior associate and partner level? Diversity at junior level is relatively common now. Diversity at the top is where the real gap tends to be.
Does the firm report on ESG internally and externally, and where can I see that reporting? Firms serious about this publish data and are transparent about where they’re falling short, not just where they’re succeeding.
How does the firm’s ESG approach show up in the advice it gives clients? A firm that takes ESG seriously internally tends to be more sophisticated in how it advises clients on ESG-related matters too, which is increasingly where interesting work is being done.
What does flexible working actually look like in practice for this team? Not in policy terms, but day to day. This is the question that cuts through the most carefully worded flexibility commitments.
How to read the answers
Vague, general answers are a red flag. Firms genuinely committed to ESG can talk about it in specific terms: named initiatives, measurable outcomes, honest acknowledgement of where there’s still work to do. If the answer to every question sounds like it came from a marketing document, that’s useful information.
It’s also worth paying attention to who’s answering and how. Does the partner you’re meeting seem genuinely engaged with this, or does it feel like a question being fielded rather than answered? Culture is carried by people, not policies, and how people talk about these things in an interview setting tells you a lot about what the firm is actually like.
The bottom line
You’re making a significant career decision. ESG credentials: real ones: are worth investigating properly, not just taking at face value. The firms that are genuinely getting this right tend to be more transparent, more accountable, and better places to build a career. The ones that aren’t are usually easier to spot than they think.
If you’d like honest insight into how specific firms compare on ESG and culture, we’re happy to help. Get in touch for a confidential conversation.