Building and embedding an inclusive workplace

The power of diversity at MinterEllison comes from the unique contributions of our people. We recognise that personal background, ethnicity, gender identity, age, faith, sexual orientation, socio-economic background, disability and family structures shape who we are and how we think.

Our commitment to building and embedding an inclusive workplace is about recognising the unique contributions of our people and creating an environment that enables them to thrive.

In 2018, the firm was recognised as a Silver Employer in the Australian Workplace Equality Index (AWEI) for LGBTI Inclusion. Our goal is to become a Gold Employer of Choice by 2020.

Championing LGBTI inclusion

It's important that our people come to work without feeling the need to hide their gender identity, sexual orientation or gender expression from colleagues or clients. We truly believe this enables our people to be at their best, work to their strengths and bring value to our clients.

Through our PRiME Network (Pride, Respect, and Inclusion at MinterEllison) we are able to ensure LGBTI inclusion is embedded and progressed in the way we work with our people, clients and community.

Our PRiME network:

  • conducts LGBTI forums for our people to share their experiences
  • provides mentors for our people who identify as LGBTI and offer additional support (if wanted)
  • partners with our clients' LGBTI networks so that we learn and grow together
  • sponsors and celebrates LGBTI community organisations that focus on embedding LGBTI inclusion in the broader community
  • ensures that our policies overtly support and are inclusive of LGBTI employees
  • actively recruits people who share our values and are equally committed to building our inclusive and diverse culture

 We work with a number of community organisations in the LGBTI space, including:

Progressing Cultural Diversity

MinterEllison has formalised its commitment to progress cultural diversity in the legal industry and has commenced a program of work to:

  • Undertake a survey to establish baseline data about the level of cultural diversity at different levels of the firm, on a voluntary and self-identification basis
  • Track cultural diversity data at a partnership and senior leadership level
  • Review position descriptions and key competencies for senior leadership roles to ensure they incorporate the key traits of an inclusive leader
  • Share our experience in relation to programs (e.g. unconscious bias training; leadership development programs) with others to overcome barriers encountered.