Workplace Diversity in Australia

Naomi Kelly, Partner 24 May 2012

Making the business case for diversity

Clayton Utz

Overview
Getting workplace diversity onto our agenda Developing a workforce that reflects our diverse client base Valuing diversity of gender, management and learning styles Demonstrating the organisational benefits of greater innovation and better morale in a diverse workforce

About Clayton Utz

Large commercial law firm with offices around Australia and Hong Kong 200 partners 1500 staff

Getting workplace diversity onto our agenda

Why is this important to Clayton Utz?

moral and commercial imperative retention of staff and clients diverse workforces deliver better outcomes it will further establish Clayton Utz as a firm of choice diverse people better serve diverse clients

"When two men in business always agree, one of them is unnecessary." William Wrigley Jr. (1861 - 1932) In order to innovate and improve, we need different perspectives.

Getting workplace diversity onto our agenda

How did Clayton Utz do it?
Passionate leadership Establishment of a Diversity Council Partner excellence program Values project Education and training Conversational approach

Clayton Utz Strategic Plan

Market leading career paths for women Setting targets for women in senior leadership roles Consistency in the way all people are treated

Progress - Clayton Utz Diversity Council

Established in 2009 to drive diversity initiatives and programs Aims to actively engage partners and staff to value individual differences and enhance the way diversity and inclusiveness are managed in the firm Developed and implemented a Reconciliation Action Plan

Progress - Paid Parental Leave

Enhancement to our paid parental leave scheme

36 weeks partial pay or 18 weeks normal pay for primary caregiver (after 5 years of service) 28 weeks partial pay or 14 weeks normal pay for primary caregiver (after 1 years service) parent who is not the primary caregiver receives 2 weeks paid parental leave (after 1 year of service) and 3 weeks paid parental leave (after 3 years of service)

Momentum
Clayton Utz' national women lawyers' network Monthly committee meetings Supports women by promoting their professional and personal development and providing client networking and relationship development opportunities Includes women from across the firm (graduates, lawyers, senior associates, partners, shared services etc)

Developing a workforce that reflects our diverse client base

We have a diverse client base (government, private sector, small, large, global, pro bono) A workforce of "cookie cutter" lawyers will not meet our diverse clients' needs or deliver the best service. Our clients are also addressing diversity (e.g. ASX Corporate Governance requirements and other commercial imperatives)

Developing a workforce that reflects our diverse client base

Recruitment and retention strategies Secondments Learning and development programs including diversity awareness training and mentoring programs, gender difference in negotiation, EEO and antiharassment training on induction. Whole of system approach. Looking at everything through a "diversity" lens.

Developing a workforce that reflects our diverse client base

Flexible work practices (part time; job-share; early start / finish times; formal and informal working from home arrangements; access to remote working technologies) Lunch time sessions / briefings Breastfeeding friendly workplace accreditation Access to emergency childcare agency Ergonomic assessment for pregnant women Parental leave morning teas Mentor and buddy system Options to purchase additional leave

Valuing diversity of gender and management & learning styles

Clayton Utz Strategic Plan Partner Excellence Program

Personality profiles

Momentum (Clayton Utz women's network) - subset of Diversity Council Learning @ CU Values Project EoCFW citation Lawyer capability framework - improving link between pay and performance Recruitment of professionals from other industries

Demonstrating the organisational benefits of greater innovation and better morale in a diverse workforce
A place where people want to come to work and can succeed Case studies and conversations Measurement of employee indicators - eg retention, return to work and engagement Commercial measures

Joined Partnership 20+ years ago

Joined partnership < 1 year ago

Questions
Naomi Kelly, Partner Tel: 03 9286 6923 nkelly@claytonutz.com

www.claytonutz.com