Inclusion and diversity

There is enormous strength in the unique backgrounds and life experiences our people bring to the firm. They help us expand our thinking. They help us grow.

As a team, we have many different stories, and we stand side-by-side in delivering exceptional outcomes for our clients and communities. Harnessing the many talents and experiences of our people helps us connect with our clients, solve complex problems, innovate and attract even more great people. We welcome and celebrate LGBTQ+ diversity and are proud to be a member of Welcome Here.  

Our inclusive and diverse culture is one that:

  • Invites and values diverse people, thinking, approaches and experiences
  • Provides equitable access to resources and opportunities
  • Empowers people to actively engage and contribute
  • Seeks collective input and ownership
  • Purposely fosters safety and belonging
  • Supports people to do their best work

Our inclusion and diversity strategy focuses on driving inclusive behaviours, building commitment and implementing the right structures across a range of domains to ensure all our people are able to be their best selves and do their best work. Here are some of the ways we're fostering inclusion and diversity at Allens.


We are building a culture of genuine inclusion to support the success of women in the firm. We have exceeded our target of 35% female partners by 2022, reaching 37% and have set a new target of at least 40% female partner representation in 2025, under our 40:40:20 aim: 40 per cent women, 40 per cent men and 20 per cent any gender (women, men or non-binary persons). We've been recognised by the Workplace Gender Equality Agency (WGEA) as an Employer of Choice for Gender Equality for the past 18 years, reflecting our commitment and action in building a culture where all our people can thrive and reach their full potential.

Our 40:40:20 aim for gender equality

We exceeded our target of 35% female partners by 2022, reaching 37% and have set a new target of at least 40% female partner representation in 2025.

Our approach to flexible work

Flexible work is for everyone: We recognise the important role that normalising flexible work plays in supporting gender equity and empower all our people to work in a way that honours their current settings, balancing their own needs with those of clients and colleagues.

Stories from our people: Felicity Rourke

'Opportunity – for women and men – comes from being comfortable in your own skin. For me, that means being open about all the things in my life that make me who I am and seeing them not as a vulnerability but as an opportunity to connect with people on a deeper, more human level.'


We want our people to feel good about bringing their real selves to work, and we have a range of specific initiatives to support and celebrate our LGBTQ+ colleagues. From market leading policies and visible LGBTQ+ leaders, through to our ALLin network for LGBTQ+ identifying partners, employees and their allies, we are proud of the many ways we foster a culture that's safe, supportive and inclusive for all.

We welcome and celebrate LGBTQ+ diversity and are proud to be a member of Welcome Here.

Our LGBTQ+ inclusive policies

Our policies apply to all of our people regardless of gender, gender identity, sexual orientation or relationship status.

Changing the lives of LGBTQ+ law students

Law student Curtis Haas has been named the first recipient of the Allens Pinnacle Scholarship, which provides educational and mentoring support to young people who identify as LGBTQ+ and are interested in a career in law.

Stories from our people: Kate, Igor, Alex, Andrew and Anna

From being out at work or a supportive ally and friend through to contributing to LGBTQ+ equality and inclusion through pro bono work, our people share their experiences of Allens' culture of inclusion and support.

First Nations peoples

We have a long and proud heritage of supporting First Nations peoples' inclusion and using our influence as a leader in the legal profession to make a meaningful contribution towards reconciliation within our communities and our country. You can learn more about the breadth of our commitments on our community page.

We work with our people to create a culture of respect and understanding of First Nations people by fostering engagement in reconciliation issues and creating opportunities for collaboration and dialogue.

Our Reconciliation Action Plan (RAP)

Our RAP outlines the firm's continued commitment to advocacy for reconciliation, pro bono legal support, creation of employment opportunities, investment in commercial relationships, and improved cultural capacity. Pictured above is Allens First Nations design by Bundjalung artist Amelia Rose.

First Nations Internship Program

Our First Nations Internship program is designed to give Aboriginal and Torres Strait Islander law students exposure to a commercial legal environment and the opportunity to explore the practice areas we specialise in.

Reconciliation Action Mentoring Program (Brisbane)

Our Reconciliation Action Mentoring Program (RAMP) provides an opportunity for First Nations law students to be put in touch with a mentor who will be an Allens solicitor or law graduate. RAMP is open to Brisbane based First Nations law students at any stage of their degree.


We promote cultural diversity and inclusion that is representative and reflective of our people and clients and Australia's diverse society. Our Cultural Awareness Network aims to connect culturally and linguistically diverse colleagues at Allens and equip everyone with the tools, awareness and information on how to meaningfully engage and connect with culturally diverse people, including clients and the wider community.

Stories from our people: Keerthi Ravi

'It's my hope that, in building the networks and confidence of more diverse women, our profession will reap the rewards of the incredible contribution they can make.'

Stories from our people: Anne Nguyen

'I remember feeling so embarrassed when I graduated. Mum was telling the entire Perth Vietnamese community about 'her daughter the lawyer'. Her pride in my achievements reminded me how much she missed out on – it motivated me to keep working hard and never take anything for granted.'

Stories from our people: Kounny Rattley

'When I was younger, I just wanted to fit in. Now I wear my difference with pride, and am drawn to the differences I see in others.'

Parents and carers

We all have lives and roles we play outside of work. And one of the biggest roles our people play outside of work is caring for others. Parents and carers make a rich contribution to our firm, and we offer a range of support measures including leave, flexible work arrangements and coaching to help them balance their work and caring roles.

Allens is proud to offer a best practice parents package that removes the distinction between primary and non-primary (secondary) carers and gives all employees the time and flexibility they need to create strong family connections. We aim to have more men taking part in longer-term parental leave with the view of normalising caring behaviour and responsibilities, creating clear role models and breaking down stigma.

Our parental leave package

We help our people share the joy of work and caring through our leading package combining paid leave, transition coaching, superannuation benefits and relief from billable expectations.

Stories from our people: Patrick Boyle

'Nothing anyone can say will prepare you for parenthood. I have never felt so keenly the need for flexibility in the workplace.'

Stories from our people: Nikki O'Leary

'For primary carers - who are often women - to have the support and opportunities they deserve in their careers, we need to have equality, and that means ensuring men have the same equality in relation to parental leave rights.'