Mental health and wellbeing

Allens is making the health and energy of our people a front-of-mind, shared priority. We know wellbeing is a combination of mental, physical, emotional and social health factors, and our approach to wellbeing reflects this.

Our wellbeing framework has four key areas:

• Mind: supporting mental health through resources and helpful nudges

• Body: promoting physical health through access to education and benefits

• Environment: building a safe, supportive workplace culture and environment

• Connection: fostering belonging and community through social events, group learning and inclusive policies

We actively promote wellbeing through a range of initiatives, including hybrid and flexible working, firm-wide webinars, a focus on work allocation and capacity management, and offering access to a range of benefits such as gym memberships, flu vaccines, skin checks, healthy catering, financial and nutritional coaching, and childcare and eldercare resources. Our Sports and Wellbeing Committees run a regular program of local fitness, sporting and wellbeing events that are open to all to participate. Our external Employee Assistance Program also supports our people to maintain their wellbeing, providing access to wellbeing coaching and confidential psychologist counselling for any work or personal reason. In addition, each lawyer is assigned a Performance Coach who supports their wellbeing and assists with workload management. Employees in our corporate services teams are supported by their managers.

Respect and fairness at Allens

We want everyone who works at Allens to have a fulfilling experience, characterised by respect, fairness and equal opportunity.

Our Respect and Fairness (anti-discrimination, bullying & harassment) Policy sets out our commitments and expectations for how we work together, and with our clients and stakeholders. Providing a safe and supportive workplace is critical. We value the diversity of our workforce, respect the differences between individuals, and recognise that each person has individual talents and skills to bring to their role.

We rolled out workshops on creating and maintaining a culture of respect in 2022-24 and continue to reinforce these concepts in our learning programs. All employees must also complete online training regarding anti-discrimination, bullying and harassment when they commence and undertake refreshers during their employment.

We are a firm that listens, learns and strives to improve. When we become aware of misconduct, it is investigated swiftly and we work to ensure any action taken is appropriate and takes into account the wellbeing and wishes of everyone involved. We encourage our people to speak up if they experience or witness this behaviour. We have multiple escalation channels for anyone to raise a workplace concern, including via our externally-hosted platform ‘Elker’, which our people can use to share what’s on their mind, and get support, advice or action in a simple, confidential way. In 2025 we developed and rolled out a regular firm-wide internal survey to gather feedback on a range of topics to support the engagement, inclusion and health and wellbeing of our people. Our Employee Assistance Program can also help individuals with strategies and advice on how to raise an issue or address a concern.

Inclusion and diversity

Inclusion and diversity are important enablers of our firm strategy and our ability to deliver on key priorities.

They enhance our ability to innovate, solve complex problems, connect with clients and attract and retain top talent.

Our commitment to inclusion and diversity comes to life in two key ways:

1. Growing our diverse workforce, with the people and skills to achieve quality outcomes for our firm, people, clients and communities.

2. Building an inclusive, respectful and collaborative culture where everyone feels safe, valued and engaged, able to be their best selves and do their best work.

Our inclusion and diversity strategy is supported by the work of our employee network groups—which actively foster gender, LGBTQ+, cultural and linguistic, disability and neurodiversity, and First Nations inclusion—as well as our executive and board. We see strength in the unique backgrounds and life experiences our people bring to the firm.

We monitor progress in a number of ways, including our 40:40:20 gender representation target, ie 40% women, 40% men and 20% any gender (women, men or non-binary persons). We achieved 40% women in the partnership on 1 July 2024, a year ahead of our target and continue to maintain greater than 40% women in the partnership.

Our approach to inclusion and diversity has been recognised in a number of ways, including:

• Allens was recognised by the Workplace Gender Equality Agency (WGEA) as an Employer of Choice for Gender Equality for 21 years, participating in the citation program until 2025.

• We achieved Gold employer status for LGBTQ+ inclusion through the Australian Workplace Equality Index by Pride in Diversity in 2024 and 2025.

• We were shortlisted for the 2023 Australasian Law Awards for Diversity Initiative of the Year.

First Nations Engagement Plan

Allens has had a longstanding commitment to reconciliation and this is something we continue to build upon. Following more than 10 years as a RAP (Reconciliation Action Plan) organisation, during which time we designed and delivered five RAPs, in early 2023 we launched our Allens-specific First Nations Engagement Plan, which guides our work in reconciliation through to the end of 2026.

Our plan is based on three key ‘pathways’: justice, economic engagement and understanding. The first two pathways were designed following consultation with a range of stakeholders, where it became clear these are the key areas where we as a law firm can make the most meaningful contribution to reconciliation. In order for us to succeed in delivering our commitments under those pathways, the final pathway of understanding was included, to ensure we continue to build the cultural capacity of our people and the cultural safety of our firm.

Under each pathway we focus on a number of actions, such as:

• Justice: pro bono legal work; building legal capacity in other organisations; being a strong advocate and leader on discussions around key issues in community;

• Economic engagement: a range of programs to support career pathways, such as our First Nations Legal and Corporate Services Internship programs, which provide a three week opportunity to learn about life in commercial law; and building our supplier diversity through including First Nations-owned businesses in our procurement decisions; and

• Understanding: building the cultural awareness of our people and community, and the cultural safety of our firm. This includes the delivery of face-to-face cultural awareness training available to staff across all levels of the firm and working to embed Acknowledgement of Country practices at events and significant meetings. We have Reconciliation Committees in each office, made up of partners and staff. A key focus of the Reconciliation Committees is to engage our people in reconciliation issues and build their cultural awareness, including through organising a range of events and activities to mark National Reconciliation Week and NAIDOC week.

Other community engagement programs

Pro bono

Allens aims to have a well balanced and meaningful pro bono practice, mainly focusing on access to justice, human rights, reconciliation and protecting the natural environment. Through the practice, we have a target of at least 50 hours of pro bono work per lawyer each year, on average.

In 2025, we undertook over 50,000 hours of pro bono legal work for hundreds of individual clients and many dozens of charities. As part of our long-term commitment to asylum seeker rights, we continued our advocacy at the review and appeal stages for a number of asylum seeker clients. We also continued our First Nations justice work through collaborations with the Victorian Aboriginal Legal Service, the North Australian Aboriginal Justice Agency (NAAJA) and with the Justice and Equity Centre. Details of some key matters we have worked on in recent years can be found on the Impact page on our website.

Sustainability and responsible sourcing

Allens has a long standing commitment to environmental sustainability and we take action to reduce the material impacts of our operations and to identify opportunities to drive positive environmental change.

Our responsible sourcing program is designed to promote procurement practices that are ethical, and environmentally and socially responsible. As a purchaser of products and services, we also look for opportunities within our supply chain to support positive social and environmental outcomes through our procurement spend.

Our commitments to environment and climate action include taking action to reduce our greenhouse gas emissions in line with a science-based target, approved by the Science Based Targets initiative to reduce firm-wide greenhouse gas emissions by 50 per cent by FY2030 from a FY2019 base year.

Adherence to LIV clerkship and traineeship guidelines

In 2026, we are once again signatories to the LIV guidelines for clerkship and traineeship (graduate) roles and will strictly adhere to the guidelines. We are mindful of the candidate experience and pride ourselves on keeping our candidates informed at each step of the recruitment process, as well as providing transparency throughout the process and on offer day.

We recognise that recruitment processes can be particularly challenging for some groups including trans and gender diverse applicants, First Nations people, neurodiverse people and people living with disability. We encourage candidates to reach out to Melissa.Lim@allens.com.au if they have any questions or require adjustments during our process. Their wellbeing and experience—particularly during this process—is vital.

Arnold Bloch Leibler is committed to protecting the health and well-being of our people.

Seasonal Clerkship and Law Graduate Recruitment

We are a proud signatory to the LIV Clerkship & Traineeship guidelines and are dedicated to a fair and transparent recruitment process for our seasonal clerkship and law graduate programs. We strictly adhere to these standards to ensure an equitable process for students.

Our recruitment process is uncomplicated. We ask students to submit their CV, cover letter and their academic transcript via our careers page - with no additional questions, case studies, aptitude testing or psychometric assessments. Students participate in a single interview, which is followed by an informal coffee chat with a law graduate or junior lawyer to gain further insights into the firm.

To support students in their preparation, we provide key information and additional tips ahead of the interview.

Mental Health & Well-being

Arnold Bloch Leibler is committed to fostering a supportive and inclusive workplace that prioritises Mental Health & Well-being. Our approach includes:

• A confidential Employee Assistance Program (EAP);

• Regular health & well-being initiatives that focus on prevention and resilience;

• Mental Health First-Aid training for our trained officers;

• Mindfulness sessions;

• Mentoring Program; and

• Participation in events like the R U OK? Day.

A key component of our well-being initiatives is the open dialogue encouraged by our partners, who share their personal strategies for managing professional challenges while maintaining mental and physical well-being. Additionally, we offer leadership training that equips managers with the emotional intelligence skills necessary to foster open conversations and promote healthy work habits.

Our dedicated HR team also provides tailored support, ensuring individuals receive the guidance they need.

Preventing Sexual Harassment

Arnold Bloch Leibler is committed to maintaining an environment that is free from harassment and inappropriate conduct. The firm does not tolerate sexual harassment of any kind in the workplace and is committed to taking a victim-centric approach to complaints should they ever happen to arise.

Arnold Bloch Leibler is committed to:

• creating a working environment where all people are treated with dignity, courtesy and respect;

• ensuring people know their rights and responsibilities;

• providing an effective procedure for complaints;

• treating complaints in a sensitive, timely and confidential manner; and

• protecting against victimisation or reprisals.

Our primary focus is prevention. We conduct regular training sessions to reinforce expected standards of behaviour and the avenues of support available to staff.

Diversity and inclusion

Our approach and longstanding deep commitment to diversity & inclusion has been, and will always be, fundamental to our firm’s identity and long-term success. Diversity & Inclusion is deeply embedded in our culture and shapes how we operate.

We have identified three key priority areas for our diversity and inclusion initiatives at ABL We are in no way limited to these areas, and strive to be a workplace where individuals feel valued and included.

• Gender (initiatives include flexible work practices, a strong commitment to gender pay equality, generous parental leave, inclusive recruitment and career progression opportunities, mentoring and transition coaching for staff returning from parental leave, equitable briefing policy, public advocacy and more);

• Inclusion and unconscious bias (initiatives include policy education, cultural awareness training, ABL Pride committee (our LGBTQIA+ group), external initiatives to support test case litigation on key social issues); and

• Reconciliation and Indigenous empowerment (initiatives include being the first law firm to develop a Reconciliation Action Plan (RAP), our internal ABL Indigenous Solidarity Network, creating career opportunities for Indigenous Australians in the service professions, prominent leadership and activism led by Senior Partner Mark Leibler AC and Public Interest Law Partner Peter Seidel, regular internal events and advocacy initiatives).

At Arnold Bloch Leibler, diversity, inclusion, and respect are core to who we are and how we operate as a firm.

An important element of Aptum’s purpose is to create a meaningful place to work.  Our approach as an employer is grounded in the belief that people thrive when they are supported, empowered, and treated with dignity.

A psychologically safe work environment

At Aptum we believe in creating an environment that allows professionals to do their best work.  We work hard to implement set of practices that reduces workplace anxiety, gives everyone a voice, and fosters a community of connected people.

We want to create a professional environment that is sustainable.  We have a flat structure where everyone can connect and ask for help.  It is not uncommon to walk across the office to ask a senior partner a question.  In fact, this is encouraged.  One of Aptum’s five values is ‘We back ourselves’, which practically means that people are encouraged to step up and take risks in their work, without being paralysed by the fear of making a mistake.  We give our people the permission to be autonomous (but not at the expense of appropriate support).  We do not expect our people to be constantly available.

We recognise that these things help you be a better professional.

Wellbeing

We understand the challenges of working in the legal field – particularly in litigation.  The intellectual and emotional demands can be overwhelming, and appropriate support is essential.

Aptum takes a proactive approach to wellbeing, most notably through work practices designed to mitigate stress and prevent burnout.  Aptum’s billable hour targets are deliberately modest compared to industry standard, with the belief that this facilitates a sustainable cadence of doing excellence work whilst appropriately balancing your personal life. 

Mentorship is a crucial element of the support system for all employees at Aptum.  Each graduate is paired with a senior partner mentor to provide support throughout their first year.  Alongside regular contact, this involves a formal monthly check-in to receive feedback, discuss challenges and address concerns, and a rotating 3-week cadence of either a mentoring lunch or a skills-based workshop.

Aptum also has an Employee Assistance Program partnership with Relationship Matters.  Relationship Matters enables employees to access free and confidential counselling services to help deal with issues that are impacting on you at work – regardless of whether those issues originate at work or in your personal life.

Diversity and inclusion

Aptum holds the belief that a diverse team enriches perspectives, creativity and problem-solving abilities, and creates a more welcoming space to work.  We are continuing to pay attention to fostering inclusion as an organisation.

• Our executive team is 40% female, 60% male.

• Our broader team is 50% female, 50% male.  We continue to strive for gender diversity across our team and in positions of leadership.

• We recognise that diversity is not only reflected by gender and includes, but is not limited to, neurodiverse individuals, people with disabilities, First Nations people, LGBTQIA+ communities and those from different cultural, linguistic and socioeconomic backgrounds.

Professional development a priority, not a checkbox

Working in litigation is challenging and we acknowledge and recognise the need for ongoing learning, especially in an early-career setting.

Induction for graduates at Aptum isn’t just a day or a week.  One of Aptum’s values is ‘We continuously learn’ and we endeavour to provide ongoing learning opportunities.  One way we facilitate ongoing learning is by designing project teams for each new matter based on the professional development needs of individuals.  Our entire team participates in weekly, internal Learning & Development (L&D) sessions where we cover a breadth of topics.  Some of these sessions involve developing legal and business skills, whereas others will focus on general learning to support your overall growth as a professional.  Our graduates are asked to contribute with presenting L&D sessions.

Mentorship is another crucial part of the learning support provided in Aptum’s graduate programs, and we recognise the significant value this can have at the beginning of your career and beyond.  Alongside a formal check-in with feedback on development, a skills-based workshop is provided for graduates every six weeks with a senior partner to build the essential capabilities to be an effective litigator.

Litigation graduates will have Practical Legal Training (PLT) fully supported by Aptum.

At Ashurst, we see the health and wellbeing of our people as essential to achieving our goal of being an exceptional place to work.

Law is a people business and our aim is to foster a climate within the firm where people operate at their best. The work we do is demanding, our standards are high and there are many pressures on people’s time and energy.

Resilience is important for managing these pressures, and stress management is critical to resilience. If we learn to manage stress we can successfully keep it at levels where it energises performance rather than detracting from it.

Our wellbeing programs are directed at raising awareness and building skills in identifying, preventing and managing stress, and helping our people build confidence and resilience.

Some of the practical measures we take include:

• Access to LifeWorks the firm’s Employee Assistance Program for partners, staff and immediate family members

• Access to Wellbeing Officers across the firm

• Access to Mental Health First Aid Officer​s​

• Access to Healthy Living sessions

• Free subscription to Head Space

• Free annual flu vaccinations

• Subsidised gym membership

• Ongoing involvement in local sporting teams and sporting events

• Access to discounted nib health insurance

• Access to the Specsavers Corporate Club

• Salary continuance insurance at no cost to most partners and staff

Our partners are also invited to attend resilience and mental health training to help them better identify employees at risk.

Ashurst Australia is also taking all reasonable steps to prevent sexual harassment occurring in the firm.

The firm is ensuring that all partners and staff members clearly understand what sexual harassment is by introducing an ongoing education program.

All partners and managers must reinforce the message to their staff that sexual harassment is unlawful, not acceptable and that any victimisation of those who speak against it will not be tolerated.

Ashurst Australia has also set up procedures to ensure that sexual harassment matters are resolved.

The firm has nominated a number of Contact Officers. They assist and advise on options for resolving the situation, either informally or through more formal channels.

Ashurst is a signatory of the LIV Seasonal Clerkship and Traineeship Guidelines again in 2022. We strongly believe that the guidelines provide a fair, transparent and wellbeing focused process that benefit both the firms and candidates working within them. We strongly encourage all candidates to contact us if they have any questions or concerns regarding our recruitment process.

Diversity & Inclusion

Barry Nilsson (BN) is committed to being an inclusive law firm that employs and retains the best and most diverse talent. Proudly recognised as an ‘Employer of Choice’ by the Australasian Lawyer from 2019 to 2025, we remain dedicated to fostering an environment where each team member feels not only supported and valued, but also empowered to truly be themselves and excel.

We believe that a diverse and inclusive work environment promotes respect, collaboration, engagement and innovation. Our Diversity & Inclusion (D&I) vision is to build a diverse, inclusive and flexible workplace where our people are supported to be their authentic selves, valued for their unique contributions, rewarded fairly, connected to colleagues, and empowered to achieve their full potential. Our D&I program, BN Included, focuses on building a more diverse work environment and an inclusive culture through the implementation of our 2026 D&I strategy and three-year action plan. The strategy contains goals and action items across dix key pillars: workforce diversity, leadership, inclusive culture, clients, community and progress. 

As part of our commitment to D&I, over the past 12 months, we have:

• continued our relationship with CareerTrackers to provide internship opportunities for Aboriginal and Torres Strait Islander students

• continued to employ staff with an intellectual disability through Jobsupport

• continued to provide D&I foundation training for all new starters and also held D&I focused sessions for our leaders to ensure that our D&I efforts are led from the top

• renewed our memberships with Pride in Diversity and Diversity Council Australia

• joined the Australian Disability Network to enhance our commitment to accessibility

• become certified as a Family Friendly Workplace by Family Friendly Workplaces

• launched our internal Inclusive Language Guide for Salutations

• held a range of internal training sessions, including on disability awareness with Purple Orange, neurodiversity awareness with auticon, and cultural awareness with Div Pillay from MindTribes

• launched our new Parental Program to provide greater benefits and more flexible options, including 26 weeks of paid parental leave after just six months of continuous service, with equal access for all parents, and no distinction between primary and secondary carers

• maintained our 40:40:20 gender target at leadership level, and

• continued to recognise dates of significance throughout the year to celebrate the diversity that exists within the firm.

Mental Health and Wellbeing

We recognise that a healthy and supportive workplace helps our people to thrive both personally and professionally, and we are proud to foster an environment where wellbeing is embedded into our culture.

Our Health & Wellbeing program, BN Well, aims to provide our people with a range of initiatives and information to improve their overall mental, physical and financial wellbeing. Examples of our health and wellbeing initiatives include:

• a paid health & wellbeing leave day

• a yearly health & wellbeing monetary allowance that allows staff to be reimbursed for health and wellbeing expenses of their choice

• free subscriptions to the Calm meditation app

• a quarterly BN Well newsletter

• free flu vaccinations

• on-site and online Medibank corporate partner consultations

• yoga and meditation classes as well as fitness challenges

• heart health checks and skin cancer checks

• in-office massages

• access for both staff and their families to our Employee Assistance Program (EAP) which provides confidential counselling services, family & domestic violence support, financial coaching and nutrition assistance

• firm sporting teams and events, and

• regular workshops and seminars on a variety of topics across the physical, mental and financial wellbeing areas.

We are signatories to the Minds Count Workplace Best Practice Guidelines and continue to have accredited Mental Health First Aid Officers across all offices. We also provide training to principals and managers on effective psychosocial health and wellbeing leadership.

Work-Life Balance

At BN, we remain dedicated to fostering a supportive and flexible work environment, constantly adapting to the evolving needs and circumstances of our people to help them achieve a work-life balance.

Our Agile Working Policy provides a range of flexible working options, including part-time, job share and varied hours. Additionally, under our Agile Working Policy, staff can work remotely for up to 40% of their working hours. The primary objective of this policy is to strike a balance between the benefits of remote work and other crucial aspects of our firm, such as fostering a positive culture, maintaining strong connections, and facilitating continuous learning and development.

In addition to remote working, the flexibility to start and finish work outside of the standard office hours allows staff to better balance their personal responsibilities, such as picking up their children from school or attending exercise classes.

Since September 2007, we have offered a unique and highly valued 9.5-day fortnight policy, allowing full-time staff to finish work at lunchtime every second Friday whilst maintaining their full pay. This policy has played a significant role in attracting and retaining talented people.

Our staff also have the option to purchase up to two additional weeks of leave each year. We believe that this contributes significantly to their work-life balance, enabling them to enjoy extended breaks and spend more quality time with their friends and families, especially during school holidays. Additionally, we have granted several staff a leave of absence to pursue personal endeavours locally or abroad, with the option of returning to the firm.

Respect at BN

We want our workplace to be an enjoyable, respectful and safe place to work for all. BN is committed to building and nurturing a workplace that is free from discrimination, harassment, sexual harassment, victimisation and bullying.

To support this commitment, we have implemented a comprehensive Discrimination, Harassment, Sexual Harassment and Bullying Policy. We take a strict stance on poor workplace behaviour and encourage staff to speak up if they experience or witness this so that we can swiftly investigate and take action. Workplace behaviour training is also provided to new staff on their commencement with refresher training provided to all staff annually.

Adherence to LIV clerkship and traineeship guidelines

Barry Nilsson is a signatory to the LIV Clerkship & Graduate Program guidelines and follow the guidelines throughout the seasonal clerkship and graduate recruitment processes to ensure a fair and equitable process for students.

Diversity, dignity and inclusiveness

We have put in place a number of policies that set clear expectations of what our stakeholders can expect from us in relation to diversity, dignity and inclusion; to human rights; and, to the environment. We work carefully to ensure that the principles at the heart of these policies are integrated into all aspects of how we manage our business.

We recognise that a firm operating in many jurisdictions needs to take into account local law and standards so please read this policy in conjunction with any specific office or jurisdictional guidance available. We believe that being an equal opportunities firm means going beyond mere compliance with anti-discrimination legislation.

We believe that promoting diversity means creating an inclusive work environment where everyone has the opportunity to succeed without obstacles based on their gender, gender identity and expression, marital and civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, age or any other basis prohibited under applicable law. We recognise that people from varying backgrounds can bring a full range of worthwhile ideas and innovations to our working practices and business. Encouraging everyone at the Firm to respect the individuality of their colleagues and to feel comfortable in making their own contribution is a fundamental aspect of our values and critical to our business success. Our Equal Opportunities policy applies to recruitment and selection, terms and conditions of employment, including pay, promotion, training, transfers, and our approach to every other aspect of employment. The Firm aims to ensure that individuals are selected, promoted and treated on the basis of their individual abilities and merits and the needs of the Firm.

We support our employees and the partners with a broad range of policies, practices and procedures which aim to recognise individual contribution and performance, develop each individual’s capability and give everyone an equal opportunity to use their talent and fulfil their potential. Equality of opportunity, fairness, trust, acceptance of differences and the rights of individuals, including the right to work in an atmosphere free from discrimination and prejudice, are important principles of the Firm; our ‘Community’ value, in particular, emphasises the importance the Firm places on inclusiveness and meritocracy and aims to provide an environment where all individuals are treated with respect and dignity. We consider that everyone has a responsibility to see that our policy is applied across all levels of the Firm and in everything that we do. In line with this core value we devise and implement innovative strategies in three strands.

In our firm

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm. We recognise that a true diversity of talent and experience is an essential ingredient in our success. To be the global law firm of choice in this area we need to be the leaders in this area.

With our clients

Clifford Chance has assembled a team of international experts on employment law, campaigning and strategic planning to develop a suite of services and strategic analysis which can be targeted and tailored to help our clients realise their inclusion goals. We also work with clients on developing collaborative initiatives that raise awareness, build capacity and empower our firms and our people to become effective agents of change.

In the world

We believe that for our values and commitment to inclusion to be real we must be prepared to use our skills to champion and deliver them. Across the world, from courtrooms to classrooms to communities, we are using our expertise to campaign for change and help realise a more inclusive society for all.

Wellbeing

At Clifford Chance we believe everyone is entitled to the same equality of opportunity and experience. Each of us can face a range of personal, work and societal pressures that can impact our mental health and wellbeing. We realise that working in a law firm can be a demanding environment. Our wellbeing agenda aims to ensure our people are able to recognise and appreciate the importance of maintaining good mental health and in building their resilience and ability to operate healthily and successfully. Promoting a healthy lifestyle is another focus. We support our people in making healthier choices and encourage them to view exercise as social activity.

Corrs respects and values the diversity of our workforce. We expect all partners and employees to contribute to making our workplace supportive, safe and fair. The firm’s success relies upon the attraction, retention and development opportunities provided to talented people with diverse ideas, backgrounds and experiences. We want everyone to feel connected, valued and supported, so that every individual can succeed and can contribute to our firm and client success.

We strongly believe that diversity in all its forms should be embraced and celebrated. This benefits our people, our clients, our firm and the industry at large. Our commitment to diversity and inclusion is woven through all aspects of our firm – from our recruitment and people development strategies through to our wellbeing initiatives. Respect in our workplace is fundamental to our firm and we are committed to having a workplace which is safe, respectful and inclusive. We make clear the expected behaviour of all our people, and our policies and frameworks support the firm’s unwavering commitment to providing a healthy and safe working environment, free from discrimination. We provide regular training for all our people to ensure expectations relating to conduct at work are understood and met.

Corrs is a proud signatory to the Law Institute of Victoria’s Seasonal Clerkship Guidelines and recognises the benefits of these guidelines when recruiting our future lawyers. The wellbeing of our prospective clerks and graduates is very important and we take our obligations in that regard very seriously. By adhering to these guidelines, we aim to provide a fair and positive experience for all students involved in our recruitment process and clerkship and graduate programs.

In everything we do we live by the firm’s values: Be Supportive (we are compassionate and inclusive, valuing diversity and acting thoughtfully); Be Collaborative (we are proactive, passionate team players, investing in our relationships)); Be Bold (we are fearless and inquisitive, challenging ourselves to think big and find creative new solutions); Be Exceptional (we are strategic and driven, exceeding standards and expectations).

Inclusion & Diversity

At DLA Piper, we believe diversity and inclusion is about the collective power of bringing together many and varied voices. It’s about harnessing our differences for the better.

Our Equality and Diversity Policy begins with a simple acknowledgement that we are all different. Our approach is about ensuring that our policies and practices treat people on an equitable basis, that provides opportunities for all our people.

To help facilitate a culture of equality, diversity and inclusion into everyday work, our D&I Committee has established initiatives related to gender, ethnicity & culture, disability and LGBT+. Our people networks are what really makes our D&I strategy come to life. Based on these areas our people networks aim to raise awareness, connect, educate, and provide support.

Mental Health and Wellbeing

DLA Piper is committed to taking meaningful action to support the wellbeing of all of our people. We acknowledge that in addition to the challenges of COVID-19 and remote working, the legal industry is challenging, with long hours and significant workloads at times. We aim to provide a sustainable approach to health and wellbeing.

We aim to provide easily accessible support to our people while ensuring they have access to meaningful programs to build their personal capability to get and stay well. We provide access to services, tools, and resources to effectively support mental health and promote wellbeing.

Bullying and Harassment in the legal profession

The firm has zero tolerance for the less favourable treatment or disrespect of any member of our team.

The firm has policies and processes in place to prevent and respond to any matters relating to bullying and harassment. Upon commencement every employee, partner and contractor must complete mandatory training as part of their onboarding schedule. All employees, partners and contractors are required to complete this training every two years.

The firm takes claims of harassment and bullying very seriously. Through our policy we ensure allegations and complaints are investigated thoroughly, and due process is afforded to all of those involved. In line with the policy, any act of bullying or harassment will be subject to formal disciplinary action.

Law Institute of Victoria Clerkship & Traineeship Guidelines

DLA Piper is proud to be a signatory to the Law Institute of Victoria’s Seasonal Clerkship & Traineeship Guidelines appreciating the consistency and fairness the guidelines provide for all law students during the recruitment process.

We are committed to employing a diverse workforce to draw on a range of skills and experiences. We encourage candidates to share any accessibility adjustments with us, that will assist in their participation in our recruitment process.

We want our clerks and graduates to reach their full potential as part of a diverse, global team that thrives on collaboration, seizing opportunities and commercial edge. We pride ourselves on giving new lawyers a truly unique experience. Whether you’re a student, clerk or graduate we aim to give you the tools and experience to forge a successful career in law. That means combining learning with experience, and giving you the opportunity to take on real responsibilities, working with people at all levels and across our business.

At Gilbert + Tobin, we are dedicated to fostering a diverse and inclusive environment where everyone feels valued and empowered. Our commitment to diversity, equity, and inclusion is demonstrated through various initiatives and policies:

· Diversity Council: Led by partners and employees, addressing bias in Cultural + Social Inclusion, Disability + Accessibility, First Nations, Gender, and LGBTQ+.

· Wellbeing Strategy: Includes Mental Health First Aid training, firmwide Mental Health training, the 'Grow + Thrive' wellbeing program, national wellbeing events, and monitoring workloads to ensure rest and recharge.

· Flexible Work: Supported by best practice technology, enabling hybrid working options and flexible hours of work.

· Workplace Behaviour: Annual compulsory sessions on harassment and bullying, and policies to prevent sexual harassment.

· Reconciliation Action Plan (RAP): Increasing representation of Aboriginal and Torres Strait Islander Australians through the Indigenous Cadetship Program and cultural awareness training.

· Graduate Recruitment: Involving a broad cross-section of the firm to ensure diverse and unbiased hiring decisions.

· Disability + Accessibility: The launch of our second Disability Inclusion and Access Plan 2025-27 and our Workplace Adjustments Policy.

· Cultural + Social Inclusion: Raising awareness and celebrating significant cultural awareness dates including Lunar New Year, Eid, Rosh Hashanah and Diwali.

We are pleased of our achievements in diversity, equity and inclusion:

· Major Partner of Diversity Council Australia: Hosting two events annually to promote greater awareness.

· WGEA Employer of Choice for Gender Equality: We have been successful in achieving this citation since it began in 2014.

· Australian Disability Network: We are silver members, participating in the Stepping Into Internship and PACE Mentoring program.

· Law Council’s Gender Equitable Briefing Policy: Founding signatory.

· LGBTQ+ Support: PRIDE@G+T employee action group with firm events, training, and networking.

· Diverse Women in Law: We are silver sponsors.

· Diversity Council Australia’s RISE Project: First law firm to be involved. Breaking down barriers for culturally and racially marginalised women.

· Diversity, Equity + Inclusion and Wellbeing Calendar: Celebrating and raising awareness of diversity.

We are pleased to have one of the highest proportions of female partners among the major top-tier firms in Australia. Our goal is to achieve 45% female partner representation by 2027, aligning with our

longer-term goal of achieving gender parity. This is supported by enhanced parental leave entitlements (26 weeks of gender-neutral paid parental leave) and the 'Women’s Circle' program.

We adhere to the LIV Clerkship & Traineeship Guidelines to ensure fairness in recruitment.

We are committed to continuous improvement in this area and look forward to upholding our commitments.

At HFW, we are dedicated to fostering a harmonious and safe work environment, free from unacceptable behaviour. Our commitment extends to promoting equality of opportunity and striving for a workplace that is equal, fair and inclusive. We take pride in our supportive and positive work culture.

Diversity & Inclusion at HFW

As a global law firm our strength lies in the diverse perspectives, backgrounds and experience of our people.  We actively create an inclusive environment where everyone feels valued, respected, and empowered to reach their full potential. Our Diversity & Inclusion strategy focuses on four key aims:

1. Increasing Diversity: We aim to enhance the diversity of our workforce.

2. Promoting Inclusion: We foster an inclusive culture that embraces all employees.

3. Removing Barriers: We address barriers to inclusion throughout the firm.

4. Global D&I Networks: We ensure that our diverse employee experiences shape our D&I programs. 

In Australia, we specifically engage in the following initiatives:

• Our strong Proud Network has led HFW to become a member of Pride in Diversity, Australia's not-for-profit employer support program for LGBTQ workplace inclusion.

• We run programs to support women in leadership roles, addressing gender balance at the senior and partnership levels. Additionally, in 2020 we launched a gender equality strategy for the firm and we are working towards women accounting for at least 40% of all hires and internal promotions.

• Our people actively participate in Pro Bono work, assisting and supporting disadvantaged D&I communities.   

• We recognise and celebrate national and global events including R U OK? Day, NAIDOC Week, Pride month and more.

Additionally on a global level, our D&I networks include Race & Ethnicity, Social Mobility and Family. We encourage our people to join any networks they feel passionate about, as their contributions can make a positive impact not only within our firm but also beyond its boundaries.

Mental Health & Wellbeing at HFW

We consider our people our greatest asset, and their retention is paramount to our firm's success. We achieve this first and foremost by ensuring that the work environment is one where people look forward to coming to work. To achieve this, we prioritise mental health by: 

• Having regular employee engagement set up by set up giving colleagues a voice on all aspects of life at HFW and providing a mechanism for meaningful dialogue between employees and leaders about how to make HFW a better place to work. 

• We have made a commitment to give mental health priority by ensuring we have at least as many Mental Health First Aiders as Physical First Aiders. 

• Our people and their family household members have access to our Employee Assistance Programme, which provides a free anonymous counselling for a wide array of wellbeing topics. 

• Offering access to resources such as Headspace (a mediation and mindfulness app) and YuLife (rewards app to recognise healthy habits) to boost mental and physical wellbeing.  

• Our Resource Management team maintains regular communication with our teams on the ground, proactively helping to distribute workloads to support wellbeing and prevent burnout.

• Offer access to annual flu vaccinations, biennial health checks, and sporting events. 

• Our active employee-led Social Committees provide a thriving social aspect to life at HFW.

Respect at HFW

HFW maintains a zero-tolerance approach to unacceptable behaviour. Such behaviour not only contradicts our goal of a harmonious and safe workplace but also negatively impacts individuals, morale and our firm's culture. 

Our Acceptable Workplace Behaviour policy outlines our commitments and expectations on working together at HFW, with our clients and other stakeholders. We take grievances related to unacceptable behaviour seriously and address them promptly and supportively, free from intimidation or victimisation. Our Employee Assistance Program provides strategies and advice for those who have witnessed such behaviour.

At HFW, we believe that fostering a respectful and fair environment benefits everyone. By working together, we can continue to build a workplace where every individual thrives and contributes to our collective success.

Diversity and Inclusion 

Hive’s diversity and inclusion initiatives celebrate the fact that Hive’s strength lies in its diversity, as it leverages different perspectives to drive innovation and growth. 

Remove and Flexible Working: Hive continues to promote true flexible working, allowing staff to choose when and where they work for better work-life integration. Hive’s successful remote and flexible working practices are built on collaboration and encompass various initiatives such as: 

• Weekly firmwide staff meetings 

• Weekly team meetings 

• Hive-a-versary celebrations marking 3, 5, and 10-year anniversaries for Hivesters 

• Diversity Events Calendar 

• End-of-Financial-Year social gathering 

• End-of-year social party 

• Firmwide and Team Strategy Days 

• Monthly birthday celebrations 

• Monthly in-person and online social events 

Open Door Policy: Hive operates with a virtual ‘open door’ policy. If anybody needs assistance or has any questions, they should not hesitate to pick up the phone – Hivesters are there to support each other. 

Equitable Briefing Policy: Hive is a signatory of the Equitable Briefing Policy, which aims to drive cultural change, support the progress of women barristers, and address the pay gap and underrepresentation of women in superior courts. 

Acknowledgement of Cultural Holidays: Hive has developed a Diversity Events Calendar to acknowledge and commemorate significant occasions for all its staff members, encompassing (among others) cultural, religious, and personal landmarks such as weddings, academic achievements, and the birth of children.

Celebration of Diversity Day: Each year, Hive organises a Diversity Day for all its staff members, where Hivesters gather in the office during lunchtime to commemorate and embrace each other's diverse cultures and backgrounds. Hive was privileged to have Rana Hussain conduct bystander training in April 2024 and Sheetal Deo conduct unconscious bias training in March 2023, which was followed by two activities carefully designed to let Hivesters gain a deeper understanding of each other.

Wear it purple day: On 25 August 2023, Hivesters were encouraged to wear purple to celebrate diversity and empower and support young people from the LGBTIQA+ community.

Support of the Lawyers Weekly Women in Law Forum and Awards: On 23 November 2023, several Hivesters celebrated the remarkable women in the legal industry at the Lawyers Weekly Women in Law events. The day began with an inspiring forum and ended with the exciting Women in Law events.

Mental Health and Wellbeing 

Hive Legal’s wellbeing initiatives are vital to promoting our firmwide social, physical, and mental wellness. 

Thrive@Hive Program: 2023 saw the second instalment of the Thrive@Hive Program. The Program creates an environment which is aligned, empowering, supportive, and trusted. Enabling Hivesters to have choice in how they grow their career, encourages them to be happy, fulfilled, and the best they can be. 

Employee Assistance Program: Hivesters are regularly encouraged to use Hive’s Employee Assistance Program (EAP). The EAP provides Hivesters and their immediate families with free, confidential, and immediate counselling and coaching services whenever they need help managing personal or work-related issues. 

Lawyers Weekly Australian Law Awards 2023 - Wellness Initiative of the Year Finalist: Hive was a finalist for Wellness Initiative of the Year as part of the Lawyers Weekly Australian Law Awards 2023. This is a remarkable recognition of the Wellbeeing Committee’s and Hive’s commitment to maximising the health and wellness of Hivesters and encouraging them to build fulfilling careers. 

Wellbeing Tips: Hive offers weekly wellbeing tips as an agenda item at all of Hive’s staff meetings.

Hive Legal’s Bee There Program: This initiative was launched in November 2023. Once in action, the Program will include a range of focus groups, led by volunteer Hivesters who have their own story to share about life events or struggles. The focus groups include loss and grief, medical, and stress and burnout. The Program will work like a support line with one-on-one or group discussions as the need arises, based on Hivesters’ life experiences.

R U OK? DAY: On 14 September 2023, the Committee hosted an R U OK? Day event which sought to let Hivesters engage with R U OK? Day in a meaningful, non-tokenistic way. The theme was ‘I’m here to hear.’ Hivesters (in-person and online) shared their ‘wins’ and ‘challenges’ for the year and participated in games centred around listening and communication, while enjoying morning tea.

World Mental Health Day Morning Tea and Foodbank Raffle: In acknowledgement of World Mental Health Day, Hivesters gathered in the office on 17 October 2023 to enjoy a morning tea and participate in a raffle fundraiser. All proceeds of the raffle went to Foodbank, Australia’s largest food relief organisation.

Sexual Harassment and Bullying in the Legal Profession 

Hive strives to create an inclusive culture in which difference is recognised, valued and embraced. These differences can include gender, age, ethnicity, religious or cultural background, disability, marital or family status, sexual orientation, gender identity and other areas of potential difference. Hive has zero tolerance to any sexual harassment or bullying. By giving each person the opportunity to contribute their skills, experience, and perspectives, we believe that we can all live Hive’s values.

Training Programs: Hive is committed to the training and development of all employees and one of Hive’s initiatives is provide training to staff on topics such as Diversity and Inclusion, Preventing Sexual Harassment and Cultural Awareness. These training sessions are conducted by a third party on a yearly basis. 

VLSB+C Worklogic: Hive participated in the workplace review of the Victorian legal sector conducted by Worklogic on behalf of the Victorian Legal Services Board and Commissioner (VLSB+C). This review assisted the VLSB+C to have a better understanding of current sexual harassment policies, procedures, and practices within the legal sector. Following the review, Hive strengthened its policies and procedures around providing a safe and respectful workplace.

B-Corp Certification 

In December 2023, Hive was granted B Corp Certification! Certified B Corporations are leaders in the global movement for an inclusive, equitable, and regenerative economy. Unlike other certifications for businesses, B Lab is unique in its ability to measure a company’s entire social and environmental impact. Being B Corp Certified means that Hive doesn’t just talk the talk, but also walks the walk, and genuinely cares and has formal practices in place to ensure it is committed to delivering great services when it comes to its staff, clients, environment, community, and governance practices.

King & Wood Mallesons, as a signatory to the Law Institute of Victoria’s Seasonal Clerkship and Traineeship Guidelines, supports and adheres to the agreed framework and recognises its value in providing consistency and fairness through the legal recruitment process.

Diversity and Inclusion

KWM is proud of our significant investment and advocacy related to diversity and inclusion. As a top tier law firm, we are committed to improving legal and justice systems to build more respectful and stronger workplaces and communities, where diversity is valued and celebrated.

Highlights:

• Over 50% representation of women across all non-partner levels

• A target of 40% women in partnership by 2025 (currently at 35%)

• 24% of our graduates and solicitors who are under 2 years experience identify as LGBTIQ+

• Our people identify with over 100 different countries/ethnic groups and speak 66 different languages

• Our Inclusion and diversity policies are market leading, especially our Parental Leave, Public Holiday Swap, and Family and Domestic Violence Leave policies

• We offer programs and services for across all life stages

We understand that the success of diversity and inclusion requires active and committed leadership. As Chief Executive Partner, Renae Lattey is our custodian of KWM culture and actively drives our diversity and inclusion work, supported by leaders across all levels of the firm. This is facilitated by our governance structure with the Inclusion Council leading the way, reinforced by working groups and employee networks that cover a span of diversity areas.

Everyone is welcome to join and participate in our employee networks which directly inform our firm strategy. We also provide a range of opportunities for external networking and professional development with memberships to leading organisations including Diversity Council of Australia, Asian Leadership Project, Asian Australian Lawyers Association, Pride in Diversity, Diverse Women in Law, and Australian Disability Network.

KWM is a leading employer of diverse people who provide exceptional service at all levels as we harness the benefits that diverse thinking offers in research and evaluation, problem solving, and innovation. Our people are supported and enabled to deliver high performance through our systems and programs including our innovation hub, learning and development programs, and professional networks.

KWM’s national leadership is recognised by our inclusion as only one of 25 members of the G20 Alliance for the Empowerment and Progression of Women’s Economic Representation. The group is an action-driven alliance among businesses and governments to accelerate women’s leadership and empowerment across G20 countries.

While we appreciate that diversity and inclusion can offer a competitive advantage for employers, we are committed to sharing and working with others. Building strong client and peer relationships enables us to learn from one another and innovate for a better future. It is also at the heart of our being – providing access to justice through improving human rights.

Mental Health and Wellbeing

At KWM, we consider the mental health and wellbeing of our people, and those we work with across the legal profession, to be an issue of critical importance. Alongside our focus on diversity and inclusion, we also recognise our responsibility for providing a healthy and safe workplace for our people.

• At KWM we see wellbeing as a shared responsibility – at the individual, team, and firm level. At the individual level we ask people to know what they need to do to look after themselves and how to demonstrate and prioritise self-care and acknowledge there are times when client demands may impact these. At a team level we work hard to create a sense of belonging, connection, strong positive team cultures grounded in psychological safety. At a firm level we provide policies, processes, learning and development and some tech platforms to support wellbeing such as Sonder, Unmind and Headspace. We require all our graduates to record their hours worked to help us monitor and manage workloads and comply with our obligations under the Legal Services Award (LSA). We follow a mandatory graduate check-in process to ensure our compliance with the LSA and what is considered ordinary hours of work. We have created clear guidance in terms of role clarity called graduate expectations. This is designed to take away any unnecessary worry or anxiety about not knowing what is expected of them.

• The KWM Practical Legal Training includes an upfront intensive component. This means that our graduates complete a significant proportion of their PLT before commencing the KWM Graduate Program. This is to reduce their overall load during their first rotation. Graduates are paid during their upfront intensive PLT.

• We are a founding member of the Corporate Mental Health Alliance Australia, a business-led and expert-guided alliance which aims to create a culture of good mental health for workers, where everyone can talk about mental health without fear of stigma and share good practice. Two of our lawyers are members of the CMHAA Early in Careers Committee and Thriving from the Start network. The Thriving from the Start network is a community of support for those who are in their early career stages. With a mission to create a culture of positive mental health in businesses, the network focuses on projects that enable education and provide resources to the Early in Careers cohort.

• Our commitment to flexible and hybrid working arrangements actively supports a variety of formal and informal working options, accessible to all irrespective of personal circumstances. All of our people are expected to be in the office more than less and we believe our graduates benefit greatly from the informal on the job experience which is difficult to replicate from home.

• We’re enabling rest and recovery, including though our Time Back Policy, and continually monitoring and improving our systems to monitor workloads and wellbeing.

Positive Workplace Culture

We foster a workplace that is fair, safe, and based on respect and integrity. We are taking a very intentional approach to raise awareness around sexual harassment and inappropriate workplace behaviours. Our Respect@KWM commitment is to foster a workplace that is fair, safe, and based on respect and integrity. Any inappropriate behaviours including harassment, sexual harassment, discrimination, and bullying has no place at KWM.

• We have commenced a comprehensive Respect@KWM program of work, which focuses specifically on KWM’s response to eliminating sexual harassment and gender inequality, harassment and bullying in the workplace.

• Our mandatory Respect@KWM compliance module is delivered annually across all levels within the firm.

• Looking forward, further development opportunities will be made available to our partners, and across the whole firm to increase awareness and understanding of what a fair, safe, and respectful workplace looks like, and to support a “speak up” culture at KWM.

Since its establishment in 1972, Leo Cussen Centre for Law has been and continues to be recognised as a centre of excellence for practical legal training and continuing professional development for entry-level lawyers through to senior legal practitioners.

Leo Cussen Centre for Law is committed to acting ethically, responsibly and with integrity in all our external relationships — and to creating a workplace where our people feel safe, supported and able to thrive.

The way we engage reflects who we are, what we stand for, and the standards we expect of ourselves and others. Our approach is grounded in respect for people, a strong commitment to wellbeing, and the highest standards of professional and ethical conduct.

Our values

Our engagements are guided by our values of integrity, ethics, trust, professionalism and respect. These values inform our decisions, shape our conduct and underpin our responsibility to our staff, trainees, partners and the broader community.

We seek relationships that align with our purpose as an independent provider of professional legal education and that support a safe, inclusive and ethical environment.

Wellbeing, safety and support

The health, safety and wellbeing of our people is fundamental to how we operate and central to our employee experience.

We are committed to maintaining a workplace and learning environment that supports both physical and psychological wellbeing, recognises the diverse needs of our people, and promotes sustainable ways of working. This includes creating an environment where people feel safe to speak up, access support, and balance their professional and personal responsibilities.

Our wellbeing approach is holistic and practical, supporting our people through different stages of their careers and lives.

Respect, inclusion and dignity

Leo Cussen values diversity of thought, experience and background. We are committed to an inclusive environment where people are treated with dignity, fairness and respect.

We do not tolerate discrimination, harassment, bullying or behaviour that undermines equity or human dignity. Respectful conduct is an expectation in all interactions connected with Leo Cussen.

Ethical conduct and integrity

We act honestly, transparently and responsibly in the way we conduct our affairs.

Our engagements are approached with independence, sound judgment and accountability. We manage risk appropriately, avoid conflicts of interest and act in a manner that protects trust, reputation and public confidence.

Independence and purpose

Our independence and integrity are central to our role and reputation.

External relationships must not compromise our professional judgment, educational integrity or purpose. Decisions are made in a manner consistent with our values, governance framework and responsibility to our people and community.

Accountability and continuous improvement

Leo Cussen takes responsibility for how we engage and the impact of our decisions.

We regularly review our practices to ensure they remain aligned with our values and expectations, and we continue to invest in initiatives that strengthen wellbeing, inclusion and ethical practice across our organisation.

Further information about our wellbeing, health and safety, flexible work practices and support services is available via our People and Culture team.

Melbourne University Law Students’ Society | Ethical Sponsorship

Statement Health, Safety & Wellbeing

Our commitment to the wellbeing of our people is demonstrated through our Health, Safety and Wellbeing Management System (System) and our visible health and wellbeing program. The System provides the overarching framework and direction for maintaining a healthy and safe workplace. It also includes our Health and Wellbeing Strategy and our health and wellbeing policies. Our strategy is supported by an evidence-based framework which has three objectives:

1. Help our people to be and stay well

2. Provide an environment where our people can thrive and reach their full potential

3. Provide support and a safe environment to people experiencing illness and injury

Our ongoing programs demonstrate our commitment to promoting a culture that prioritises health and wellbeing. Highlights include:

• Wellbeing Month offers a range of sessions on mental, physical and financial health.

• Regular webinars delivered on range of wellbeing topics such as Men’s Health Week, Managing Mental Health in the Workplace and Healthy Habits.

• Access to The Resilience Box®, a digital platform providing 24/7 access to health and wellbeing content including videos, podcasts, online learning modules and fact sheets.

• Support for parents and carers including:

• Access to the Birth Beat program – an online pre-natal course

• Access to the Circle In platform to support our people starting their parenthood journey, returning from leave or with caregiving responsibilities.

• Annual flu vaccinations.

• Discounted health insurance.

• Salary continuance insurance.

We partner with the Centre for Corporate Health to deliver our Employee Assistance Program, which is designed to support our partners and staff by offering free, confidential counselling to support them and their immediate family when needed.

Inclusive and Respectful Workplace

Inclusion is fundamental to our identity as a firm. Each of us plays a vital role in cultivating a culture of inclusion, respect, and belonging. We empower every individual to be their authentic selves at work, ensuring that everyone has the opportunity to grow and succeed. Our unwavering commitment to fostering an inclusive workplace is anchored in our core values and championed by the leadership of our Board and partners.

Our inclusion networks – Gender Equality, Pride, CALD and AccessAbility – are open to all partners and staff. These groups play a pivotal role in advancing our inclusion strategy through their advocacy for meaningful change, sharing their lived experience and allyship. In 2023, we received endorsement for our first Reconciliation Action Plan (RAP) following significant work by our RAP Working Group. Since then we have held formal launches in each of our offices celebrating this important step in our reconciliation journey. We partnered with a pro bono client, The Torch, to license a piece of Aboriginal artwork for the RAP publication. Flexible working practices have long been part of our culture. We recognise that work is what people do, not a place where you go. We have a Hybrid Work Policy which supports people to work part of their work week away from the office. All partners and staff are entitled to work in a safe environment that is free from unlawful discrimination, harassment (including sexual harassment), bullying, occupational violence andvictimisation. Everyone is expected to behave in a professional manner in the workplace and treat each other with dignity and respect. We are supported in our inclusion work by partnerships with the Diversity Council of Australia, Pride in Diversity and the Australian Disability Network. We have been a WGEA Employer of Choice for Gender Equality since 2004, are a signatory to the Law Council’s Gender Equitable Briefing Policy and in 2024 achieved Silver Employer status in the Australian Workplace Equality Index for LGBTQ+ workplace inclusion.

ProBono at Maddocks

Pro Bono is an integral part of our work at Maddocks and allows us to give back to the communities in which we live and work. Central to the firm’s pro bono strategy is an energised team of lawyers spanning all practice areas to support the pro bono program and make a difference. The focus of our pro bono work includes the areas of homelessness; mental health; Aboriginal and Torres Strait Islander communities; refugees and people seeking asylum; and the not-for-profit sector generally. The pro bono community we support includes organisations working for the public good with limited resources, as well as individuals who cannot access justice without legal assistance. Our commitment to pro bono work is reflected in our signing up to the National Pro Bono Target. Maddocks budgets for every one of its lawyers to complete their pro bono hours each year. It is fundamental to our approach that our pro bono clients are serviced to the same professional and ethical standards, and levels of service and care, as paying clients. Maddocks in the Community We pride ourselves on our community relationships, built on trust, support and shared visions of giving back and creating a better future.

We do this in a number of ways:

• The Maddocks Foundation funds important work by providing significant financial grants, while our Small Grants programs provides urgent funds to community organisations of which our people have a connection.

• We are always looking for ways to reduce our impact on the environment. We do this in partnership with our people, our clients and suppliers. These initiatives range from reducing travel and a reduction in the use of paper to sourcing sustainable products from our suppliers. We are a member of the Australian Legal Sector Alliance, an industry led association working collaboratively to promote best practice sustainability commitments and performance across the legal sector.

• We are committed to working with our suppliers to promote ethical procurement and sourcing. As part of this, we report annually on the work we do to eliminate modern slavery.

Law Institute of Victoria Clerkship & Traineeship Guidelines

Maddocks is a signatory to the LIV Seasonal Clerkship and Traineeship guidelines, which ensures consistency and fairness throughout the legal recruitment process. We recognise that recruitment processes can be particularly challenging for some groups including trans and gender diverse applicants, First Nations people, neurodiverse people and people living with disability. If you identify in one or more of these groups and would like a confidential discussion on our recruitment process please don't hesitate to contact Marita Pascoe, Head, Diversity, Inclusion & Wellbeing: Marita.Pascoe@maddocks.com.au.

MolinoCahill is an equal opportunity employer.  The success of our firm relies on attracting and retaining talented people with diverse backgrounds and experiences. We believe that both our firm and our clients greatly benefit from the broad range of skills, knowledge and experience such diversity brings.  

MolinoCahill does not tolerate discrimination, bullying or sexual harassment and has numerous workplace policies in place for all staff to address and prevent any such behaviour. MolinoCahill also supports its employees through a range of programs designed to promote their wellbeing. The boutique nature of our firm allows us to get to know all staff and provide additional support as and when needed. 

We are committed to providing an inclusive culture where people feel respected, supported and are encouraged to speak up. This is embedded in all aspects of our firm, right from the initial recruitment stage through to all aspects of our day-to-day work environment.

MolinoCahill is committed to ensuring that all prospective clerks and graduates have a fair and positive experience with us, throughout the recruitment process and during our clerkship and graduate programs.  This allows students to make informed decisions about how and where they would like to begin and continue their careers.

MinterEllison's purpose is to create sustainable value with our clients, our people and our communities. Critical to this is harnessing the power of inclusion by working collaboratively with each other and our clients. When we do this, every person at MinterEllison will feel that they belong and bring their best selves – including everything that makes them unique – to work every day. Bringing diversity of thinking, skills, experience, gender, backgrounds and orientations to the table, will help our firm achieve our ambitions.  MinterEllison’s Diversity & Inclusion strategy covers the full spectrum of diversity in its broadest sense - Gender Equality, LGBTQ+ Inclusion, Disability Inclusion, Cultural Diversity and Reconciliation. We recognise the importance of intersectionality and consciously work to ensure that those of our people who identify with more than one element of the Diversity & Inclusion agenda are engaged and supported by the programs.

MinterEllison does not tolerate sexual harassment, discrimination, or bullying and has several workplace policies in place as well as mandatory training for all staff in order to address and prevent this kind of behaviour. The Firm also has policies relating to Domestic & Family Violence, Gender Affirmation in the Workplace, Parental Leave, Emergency Childcare and Agile & Alternative Work Arrangements.

MinterEllison is committed to the health and wellbeing of our people and the community, recognising that overall wellness is the cornerstone of sustained high performance. Our health and wellbeing program takes a holistic approach to wellness, by employing a wide range of initiatives designed to equip our people with health, safety and wellbeing strategies. Our people benefit from free gym membership, financial wellbeing information sessions, access to Employee Assistance Programs (also available to their families), and more.

MinterEllison has a comprehensive Learning and Development program, with Firm-wide initiatives at each career milestone designed to build the capability required to support our people to develop to their full potential within an inclusive and collaborative workplace culture. Mental health and wellbeing content included in all our career milestone programs for Vacation Clerks, Graduates, Associates, Senior Associates, new Partners and Business Operations teams. We also provide mental health management training to our Talent team annually.

We appreciate that it is a challenging time for students as they navigate the recruitment process in pursuit of graduate roles. We fully support and remain ongoing signatories to the LIV Clerkship and Traineeship Guidelines, which provide consistency and transparency in the graduate legal recruitment process and afford students the opportunity to make an informed decision when choosing between priority offers.

Russell Kennedy is committed to providing a positive and healthy working environment where our people are treated with respect and feel safe, included, and encouraged to reach their full potential. Our goal is a workplace which is free of discrimination, sexual harassment and bullying – we will not tolerate any such behaviour.

Russell Kennedy promotes a workplace culture that actively embraces and fosters diversity and inclusion. Our aim is to create an environment at Russell Kennedy that is characterised by equal access and respected participation of all groups and individuals. This is regardless of cultural, ethnic, racial, gender, age, religious differences, personal circumstances, abilities and disabilities, socioeconomics and sexual orientation.

We want our people to feel included and confident in bringing their whole selves to work, to an environment where their talents are nurtured, empowering them to contribute to the success of the firm.

Russell Kennedy is proud to be an equal opportunity employer and has initiatives to ensure that we continue to actively encourage diversity in all its forms.

Our key initiatives include:

• Diversity, Equity and Inclusion Committee

• Access and Inclusion – Access RK Seasonal Clerk Pathway

• Russell Kennedy Women’s Network

• Kaleidoscope Cultural Diversity Working Group – Refugee Background Pathway

• LGBTQIA+ – SPARKLE Network

• Reconciliation Action Plan (RAP) Committee – Indigenous Identified Pathway

At Russell Kennedy we aim to foster a culture of positive health and wellbeing across the firm through our initiatives and programs. We recognise that mental health plays a significant role in the legal industry and we are committed to supporting our people. Our wellbeing and resilience framework is built on three key pillars of preventing, educating, empowering our people to ensure their health and wellbeing is a priority.

In order to maintain a healthy and safe workplace free from discrimination, sexual harassment and bullying Russell Kennedy has policies to protect our people. Every new starter is required to undertake a comprehensive induction that clearly outlines the expected behaviours and every person is required to complete training on equal opportunity.

We recognise applying for clerkships and traineeships is a challenging process. We are a committed LIV signatory as we understand the platform provides fairness and consistency for all law students during the recruitment process.

The best stories are shared

We are in it together 

A culture of inclusion benefits everyone. For our firm, it’s about creating a work environment where everyone feels able to contribute positively, where unique abilities and ideas are received and considered, offering different perspectives and ultimately, better results for our clients and communities.

Sparke Helmore’s 2026 Diversity, Equity & Inclusion Strategy (DEI Strategy) is brought to life through the following areas of focus: Accessibility, LGBTQ+, Culture & Identity, Families, Socio-Economic, Gender Identity, and First Nations (RAP Working Group), which provide our people opportunities to share information and experiences, connect with each other on area common interest, and difference, and provide an opportunity to identify improvements to our workplace and culture.

Sparke Helmore is proud to be an equal opportunity employer. We have been recognised by:

• Insurance Business Australia as a 5-Star Excellence Award for Diversity, Equity, and Inclusion (DEI) in 2022 and 2023

• Diversity Council of Australia as an Inclusive Employer

• Workplace Gender Equality Agency (WGEA) as Employer of Choice for Gender Equality since 2018, and

•  Australasian Lawyer as an Employer of Choice in 2023. 

Through our Pro Bono practice, we focus on making an active contribution to the community by providing free legal assistance to eligible not-for-profits, charitable organisations, and social enterprises, allowing them to extend their capacity to make a difference. Nationally, we are proud to support organisations like the Westpac Rescue Helicopter Service, Ronald McDonald House Charities, Australia's National Research Organisation for Women's Safety, Batyr Australia Limited, and others.

One of the key goals of our Pro Bono practice is to partner with First Nations communities through the provision of culturally appropriate wills workshops (previously known as our ‘wills clinics’). We have been holding outreach wills workshops with First Nations people and organisations within regional and remote communities of NSW, WA, the ACT and NT since 2016. Since then, we have assisted more than 399 clients with the preparation of over 909 estate documents. 

Many of our people volunteer their time to assist or have been seconded to community legal centres and pro bono clearing houses. We also provide a range of pro bono legal services for disadvantaged individuals—through long-standing multi-jurisdictional partnerships with organisations like the Cancer Council Legal Referral Service. 

We invest and are invested in you

Our Ignite program is designed to support individuals at every stage in their career with specific development activities in place to incrementally build capabilities as experience grows.

Sparke Helmore’s Continuing Professional Development (CPD) program provides the opportunity for our lawyers to develop stronger legal knowledge and expertise through sessions on interesting legal topics, changes to legislation and case study discussions. 

Ignite Fundamentals is Sparke’s early career development program. It is focussed on building our early career practitioner’s foundational skills and knowledge to function as a lawyer. This program helps this cohort to understand their chosen practice area in more detail, build core professional skills; become skilled at core technical skills such as researching, drafting documents, and developing their commercial acumen. 

Our Graduate Development Program is designed for our graduate cohort. This program helps graduates understand the business of law, build effective relationships, develop professional resilience.

We run a best-in-class Associate Development program aimed at giving Associates the opportunity to reflect and develop skills focussing on business development and team impact to prepare for progression from Associate to Senior Associate. 

Our Senior Associate Development Program continues to explore and develop behavioural and business development skills. 

Our Manager Development Program aids the capability growth of our business services and secretarial people as they develop their people leadership skills to run effective and engaged teams.

Our National Masterclass Program is aimed at providing lawyers and support staff with ongoing support and development across core professional skills such as effective communication, time management, social and emotional intelligence and understanding style and impact.

We value your contribution 

Our Sparke Wellness program supports our people in being proactive in managing their wellbeing. Recognising that everyone’s wellbeing is unique, we focus on four pillars to help our people in different aspects of their lives, including through access to initiatives such as—workshops, self-paced education resources, and online self-assessments. Our four pillars are: 

Balance – achieving purpose through finding a balance between personal and professional aspirations

Connection – connecting meaningfully with their teams, communities, and networks to promote social engagement 

Health – taking an integrated approach to managing health and safety, including physical, emotional, and mental wellbeing

Wealth – accessing financial tools and offerings to meet individual goals and make personal wealth decisions. 

The program also includes access to TELUS Health, a holistic wellness platform and app, and Employee Assistance Program. We designed this as a digital, 24/7 solution that removes any access barriers. 

In addition, we have our:

• Vicarious Trauma and Self-Care Program—In support of legal teams, sessions provide our people with awareness and understanding of vicarious trauma including how to identify team members who may be struggling and how to support others when dealing with highly confronting, sensitive, or emotional information, and

• Respectful Workplace Behaviour program—Delivered using a blend of classroom and e-learning this program ensures our firm is a values-led, respectful, inclusive environment that brings out the best in everyone.

The firm also provides physical health and nutrition resources, including ergonomic workstation assessments, a range of exercises people can do at their desk, regular features on the firm’s intranet, remote working guides to set a home office up for success and subsidised flu vaccinations.

We look after each other

Our core values guide how we do things at Sparke Helmore. It’s what drives our business forward, building cohesive and agile teams, and strengthening relationships both inside and outside of the firm. These values are not only a reflection of our culture, but the very ingredients of our future growth and success. We’re in it together.

Client-first - putting our clients at the heart of everything we do:

Honest - always being authentic, ethical and behaving with integrity and respect:

Respect and inspire people - enabling people to be their best:

Agile - open to change, adapting to challenges and uncertainty:

One-firm - working collaboratively towards achieving our goals:

Walk the talk - leading by example and showing the way:

By behaving in these ways, staying focused, and working together as one team, we really do put our clients first and enable our people to thrive.

We have a number of initiatives to help our people balance work and life while, examples of what we offer to bring that balance include:

• Birthday leave—To help our people enjoy their special day, we provide a half day of birthday leave.

• Career break—In recognising the demands of a busy working life and balancing professional objectives against personal needs and goals, we provide the opportunity for everyone in the firm to take a career break up to 12 months as unpaid leave. 

• Community program—We focus on driving local action through our program, to create a positive impact on our local communities and build connections. 

• Emergency childcare—The firm pays the cost of emergency childcare if an individual is asked to attend work outside of their normal hours/days.

• Flexible work—This policy aims to assist in balancing work and personal obligations by enabling everyone to apply for a range of flexible work arrangements.

• Paid Parental Leave—We offer paid parental leave of up to 20 weeks entitlement, for the primary caregiver, and six weeks entitlement for the non-primary caregiver.

• Purchase Additional Leave—Each year, permanent employees may elect to purchase up to a maximum of four weeks’.

Your story is yours to define. We’d like to be part of it and for you to be part of ours. 

Read our Employee Value Proposition to get the full story.

MENTAL HEALTH & WELLBEING

At Steinepreis Paganin, we care about our people and are highly vigilant and proactive in supporting physical and mental wellbeing. Our goal is sustainable high performance in a safe and caring working environment that supports the goals of our people, both personal and professional, and makes work a great place to be.

Our Wellness Program initiatives are directed at raising awareness, building skills in identifying, preventing, and managing stress, building confidence and resilience. Some of the practical measures we take include:

• Access to Telus Health, the firm’s Employee Assistance Program

• EAP Program extends to family members

• Wellness Program & Events

• Fitness Challenges

• Free annual flu vaccinations

• Ongoing involvement in local sporting teams, sporting, and social events

• SP Charitable Foundation

The firm has a supportive and fun culture based on its one team approach which enhances collegiality and collaboration. Regular feedback, the firm’s Buddy System, and Mentor Program, all aim to provide a supportive and safe workplace, free from stress.

SEXUAL HARASSMENT & WORKPLACE BULLYING

Fundamental to our goal of attracting and retaining excellent people, is a commitment to creating an environment that is free from discrimination, sexual harassment, and bullying. Steinepreis Paganin is committed to building and maintaining a positive, safe, diverse, and inclusive culture and environment with equal opportunity for all to progress and have a meaningful career.

Comprehensive policy and training are in place to set clear behavioural expectations and drive positive and inclusive behaviours, in a culture that will not tolerate inappropriate, unacceptable, and unlawful behaviours including discrimination, harassment, sexual harassment, and bullying.

Both the firm’s culture and policy aim to create a work environment that supports mutual trust and psychological safety, ensuring that everyone can be themselves, ask questions, raise concerns, and seek guidance without fear. Clear mechanisms are in place for raising concerns, accessing support, and dealing with issues.

DIVERSITY & INCLUSION

Our culture is based on the principles of our excellence, collaboration, commitment, and respect.

Steinepreis Paganin is committed to providing a diverse and inclusive culture for all its employees, with equal opportunity to progress and have a meaningful career. We offer challenging and rewarding work in a supportive and inclusive environment, where everyone has the opportunity to achieve personal and professional growth.

LIV SEASONAL CLERKSHIP & GRADUATE PROGRAM GUIDELINES

Steinepreis Paganin is a signatory to the LIV Seasonal Clerkship and Graduate Program Guidelines 2026 and consistently adhere to these guidelines.

We appreciate that the recruitment process can be a daunting one and aim to make our process as transparent and simple as possible. Students are welcome to contact us if they have any queries in relation to our recruitment process or their application and we look forward to supporting and connecting with students during the year ahead.