The glitzy work life of a summer associate has dazzled another class of law school students.

The 2019 cohort of summer associates got a hell of a welcome: box seats at ball games, trips to far-flung offices in Hong Kong and Myanmar, and even a spin class alongside Michelle Obama.

Even so, many are wary of the mental toll that Big Law can take, a nod to the atypical work experience provided by summer programs and the struggle the legal industry has long had with the mental and physical well-being of its employees.

Summer associates reported an average satisfaction rate of 4.76 on this year's Summer Associates Survey, unchanged from 2018, and no firm had an average score below 4.19. The surveys were gathered from more than 3,600 summer associates at 82 of the world's largest firms. The survey asked respondents to rate their firms based on quality of work, partner and associate interaction and likelihood to accept an offer if extended.

Four firms received perfect 5.0 marks to share the top spot on the ranking: Clifford Chance; Duane Morris; Kramer Levin Naftalis & Frankel; and Stroock & Stroock & Lavan. (View the full list at the bottom of this page.)

"The firm is extremely collegial and takes its culture seriously," one summer associate at Clifford Chance said. "It's an amazing place to work if you're interested in international deals."

The international nature of summer associates' work is a big theme for Clifford Chance, says Sarah Posner, head of the firm's U.S. legal recruiting, which is why 2L summer associates can spend two weeks in one of the firm's international offices.

"It's an incredible benefit to come back as a first-year and to potentially have a closer relationship with one of our colleagues at a different office than the partner they're working under," Posner says.

Overall, firms scored the highest ratings for their interactions between associates and summer associates, garnering an average score of 4.89 among all firms. Most firms took knocks in the training and guidance offered, scoring an average of 4.64, the lowest composite score across the board.

Drinker Biddle & Reath saw the greatest improvement on this year's survey, from dead last in 2018 to fifth place. Elsewhere, Bracewell jumped from No. 59 to No. 9, and Fox Rothschild climbed from No. 53 to No. 15.

Last year, Drinker Biddle took the biggest knocks in the "real work" and "­interesting work" categories, ­scoring an average of 3.9 out of 5 for both. Justin Kay, Drinker Biddle's hiring committee chairman, says the firm took last year's feedback ­seriously and tweaked its program, modifying the assignment process and bringing in a consultant to analyze its communication strategy.

"If you take the time to ­explain the rationale or benefit of doing certain things, especially when they are new and different, you get more buy-in," Kay says.

The plan worked, and Drinker Biddle received an average score of 4.9 in the two categories this year.

Not every firm saw such improvement. Cahill Gordon & Reindel dropped 60 places from No. 19 to No. 79, and Crowell & Moring fell from No. 25 to No. 65. The firms received average satisfaction ratings of 4.4 and 4.6, respectively.

Thompson Hine was at the bottom of the list with an average score of 4.19. The firm had average scores below 4 in training, partner interaction and communication of goals. The latter was covered by a summer associate when asked by the survey what should change about the firm: "To make expectations clearer, especially regarding non-work events like happy hours and other social policies that are not obvious until you do something wrong," they said.

A firm spokeswoman said its program offers "a ­valuable career development ­experience" and that, "as a firm focused on innovation, we are ­always seeking ways to ­enhance our services, which includes our summer associate program and other pipeline ­efforts."

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Mental Health and Diversity

For the first time, The American Lawyer included a question asking summer associates whether they are concerned with their mental health or well-being as an attorney.

Several high-profile attorneys have died by suicide in the past few years, raising the alarm on the state of mental health within the legal industry. A 2016 study conducted by the Hazelden Betty Ford Foundation in conjunction with the American Bar Association found that 21% of licensed, employed attorneys qualify as problem drinkers, 28% struggle with some level of depression, and 19% demonstrate symptoms of anxiety.

Forty-two percent of associates said they are concerned about their mental health, giving all sorts of reasons, including the structure of the legal industry.

"It's no secret that working in Big Law is often unsustainable for a majority of the population. The hours are long and you face incredible stress," said a Houston-based summer associate. "It's undoubtedly something that I'm worried about in the future, especially if I want to have a family."

Some are worried that Big Law's atmosphere will exacerbate existing mental health issues.

"I have clinical depression and anxiety, so it's always a concern, especially in a high-stress environment," a Washington, D.C., summer associate said.

"I have a history of mental health issues in my family and want to make sure I'm taking care of myself as I embark on this new career," said a respondent in San Diego.

Others lamented the high rate of substance abuse in the legal industry, even going as far as to note the amount of drinking they saw at their summer firm.

It's no surprise, then, that when asked to list their top three factors in evaluating an offer, 46% of summer associates listed work/life balance. In fact, work/life balance was the most important factor among the respondents, followed by strength in practice area at 43% and desire to live in a particular city at 38%.

Diversity received a much more mixed response. Only 11.4% of respondents ranked diversity in the firm's partnership in their top three factors in evaluating an offer, up less than 1% from the previous year's class.

Yet diversity was the one of the most frequently mentioned criticisms when summer associates were asked for the one thing they would tell their firm to change.

"Hire more female partners," an associate in New York said bluntly.

Others saw diversity well-represented among their associate ranks, but not at the leadership level, a nod to the difficulties firms have in retaining diverse talent.

"Focus more on diversity, not only at the summer associate level, but in upper leadership as well," a summer associate in Silicon Valley, California, responded.

And one summer associate in Washington, D.C., took issue with having to pay for tampons out of dispensers in the office bathroom, a sign, she said, that the firm does not take diversity seriously.

"This is the first time I've seen that in a workplace, ever. And I've had some not-glamorous jobs," she said. "If I saw that when I was interviewing, it would have sent me a very clear message: women aren't heard at the decision-making table here. It's not about the money; it's the message."