Financial Times Asia-Pacific Innovative Lawyers 2017
Innovation in Strategy & Changing Behaviours
Innovation in Enabling Business Growth (joint-winner)
AustCham Westpac Australia-China Business Awards 2017
Business Excellence Award for Professional Services
2018 Best Lawyers
Labour & Employment Law Firm of the Year
Tax Law Firm of the Year
“Our strategy of growth and innovation permeates everything we do with our clients and with each other. ”
We asked some of our people about their highlights for FY17
At MinterEllison, we know a workplace that leverages diversity through a culture of inclusion will deliver stronger connections with colleagues and clients and have an enhanced ability to create innovative solutions.
We aspire to create an inclusive, high performance culture where our people bring their whole selves to work, are at their best, and work to their strengths to provide real value for our clients and deliver a distinctive experience.
of our people believe our partners and managers genuinely support equality between genders
(FY16 Empower our People Survey)
of our people believe they have sufficient flexibility in their
work to meet personal and family needs
(FY16 Empower our People Survey)
of our people are members or allies of our internal LGBTI Network - Pride, Respect and Inclusion at MinterEllison (PRiME) - within 12 months of launch
of our people believe our partners and managers support diversity in the workplace
MinterEllison has a longstanding commitment to progress gender equality and achieve gender parity. We are committed to the advancement of women to partnership, building the female talent pipeline and embedding a culture that leverages working flexibly.
In FY17, we partnered with the Australian Red Cross and the Society of Women Leaders in their pilot corporate program, Emerging Leaders, to provide our women with the opportunity to work on a humanitarian project to build their leadership, and affect change in the global community.
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 2017, the firm received bronze status in the Australian Workplace Equality Index (AWEI) for LGBTI Inclusion
- this was after only participating for two years (a result most organisations take many years to achieve).
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, and know, that 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.
During FY17, our PRiME network in Western Australia was heavily involved in the LGBTI+ community through the Perth Inter-firm LGBTI Committee as an original member, rolling out office-wide LGBTI awareness training, and hosting several events to raise awareness within the community as well as within the firm. Staff have also contributed their personal time by marching alongside Pride in Diversity at the Pride Parade, being on the WA Regional Committee of The Pinnacle Foundation, and attending numerous networking events to develop and strengthen the firm's relationship with other key professionals working in this space.
Our national PRIME Committee meets fortnightly to ensure a continual and consistent approach to LGBTI Inclusion across the firm and across the states, we have worked to embed LGBTI inclusion by:
In March 2017, MinterEllison signed up to a cultural diversity initiative within the legal industry. This followed from research released by the Asian Australian Lawyers Association (AALA) of statistics in relation to the level of Asian Australian participation in the senior echelons of the legal profession and the blueprint for cultural diversity produced by the Australian Human Rights Commission “Leading for Change”.
By signing this commitment, the firm has commenced a program of work to:
At MinterEllison, we see domestic and family violence as a workplace issue and aim to provide a supportive working environment where our people experiencing domestic and family violence can come forward for confidential help and support.
In FY17, to address domestic and family violence as a workplace issue, the firm has:
At MinterEllison, we know that our personal background, ethnicity, gender identity, age, faith, sexual orientation, socio-economic background, disability and family structures influence how we think.
Whilst this demographic diversity is important, we know that workplaces that leverage diversity of thought through a culture of inclusion are higher performing – they have an enhanced ability to solve problems, make robust decisions and deliver innovative solutions.