Inclusion and diversity
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- Inclusion and diversity
There is enormous strength in the unique backgrounds and life experiences our people bring to the firm. It helps us expand our thinking. It helps us grow.
Allens has long been committed to inclusion and diversity. Harnessing the many talents of our people helps us connect with our clients, solve complex problems, innovate and attract even more great people. As a team, we have many different stories, but we stand side-by-side in delivering exceptional outcomes for our clients and communities.
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.
Gender
We are building a culture of genuine inclusion to support the success of women in the firm. We are well on our way to achieving our goal of 35% female partners by 2022. We've been recognised by the Workplace Gender Equality Agency (WGEA) as an Employer of Choice for Gender Equality for the past 17 years, reflecting our commitment and action in building a culture where all our people can thrive and reach their full potential.
On track to meet our gender goal
We're well on track to achieving our goal of 35% female partners by 2022, with 33% female partners at 1 January 2021.
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."
LGBTQ+
We want our people to feel good about bringing their real selves to work, and this is expressed through 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.
Our LGBTQ+ inclusive policies
Our policies apply to all of our people regardless of gender, gender identity, sexual preference 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. Allens acknowledges the Traditional Owners of country throughout Australia and recognises their continuing connection to lands, waters and community. We pay our respects to Aboriginal and Torres Strait Islander people and cultures and to Elders, past and present. You can learn more about the breadth of our commitments on our Community page. Through this work, we foster engagement in reconciliation issues, support the development of First Nations communities, encourage Aboriginal and Torres Strait Islander people to thrive, support First Nations-owned business and create opportunities for our people to be educated and engaged in the important of reconciliation.
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.
Indigenous Legal Internship Program
Our Indigenous Legal 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.
Tree change for a worthy cause
"My secondment with Jawun was one of the most rewarding things I've done. I was presented with the challenge of deploying my skillset, as an art curator, in a completely foreign environment to support a community of talented Indigenous artists."
Culture
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 to ensure everyone feels safe, included and supported in the workplace. It is also intended to 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: Sikeli Ratu
"Throughout my life I have encountered, and challenged, assumptions that people often make about others. For my part, I try hard to remember that we all have a backstory, that people's outlook on life is more complex than their superficial attributes might suggest and that a person's character is very seldom straightforward."
Parents and carers
We recognise our people have a range of caring obligations – from caring for children and parents to supporting family members with special needs – and that these responsibilities can change over time. We offer a range of support measures including leave, flexible work arrangements and coaching to help our people 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."