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Who we are

MinterEllison is an international law firm, headquartered in Australia and regarded as one of the Asia-Pacific's premier law firms. Our teams collaborate across Australia, New Zealand, Asia and the UK to deliver exceptional outcomes.

We have a clear goal – to be our clients' best partner. We put the client at the centre of everything we do and partner with them to deliver truly innovative solutions.

We also think beyond the law, offering our clients' advisers who are multi-disciplinary and industry-facing to help them realise their strategic goals, grasp business opportunities and create value for their stakeholders.

Partnership Board


Awards

award icons

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

Australasian Law Awards 2017
Australian Deal of the Year
M&A Deal of the Year
Energy & Resources Deal of the Year
Insolvency & Restructuring Deal of the Year

Law Institute of Victoria 2017

Large Law Firm of the Year

Asia-Pacific Banking & Finance Insurance Awards 2016
Law Firm of the Year

Australasian Lawyer Awards 2016
Innovative Firm winner

Our people and culture

“Our strategy of growth and innovation permeates everything we do with our clients and with each other. ”

"We have a focus on creating an engaging environment that enables people to accelerate their careers as they work with our clients to provide incisive solutions to their business issues."

Our people said...

We asked some of our people about their highlights for FY17


Inclusion

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.

Inclusion at MinterEllison


Our results

In celebrating our story to date, we know that:

90%

of our people believe our partners and managers genuinely support equality between genders
(FY16 Empower our People Survey)

81%

of our people believe they have sufficient flexibility in their work to meet personal and family needs
(FY16 Empower our People Survey)

25%

of our people are members or allies of our internal LGBTI Network - Pride, Respect and Inclusion at MinterEllison (PRiME) - within 12 months of launch

86%

of our people believe our partners and managers support diversity in the workplace


Progressing gender equality

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.

MinterEllison partners with the Australian Red Cross and the Society of Women Leaders


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 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).

AWEI

Pride, Respect, and Inclusion at MinterEllison

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, 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:

  • Co-sponsoring the NSW Cross-Party Australian Marriage Equality fundraiser at Parliament house,
  • Sponsoring the 2017 Annual Aurora Ball (NSW) and Minus 18 Queer Formal (VIC),
  • Providing office space and video conference facilities on a monthly basis for Australians 4 Equality and Australian Marriage Equality - allowing these groups to meet for the first time on a national, regular basis over video-conference,
  • Hosting Inter-firm events with guest speakers including Brooke Horne (Director at Australians 4 Equality) and Jim Obergefell (lead plaintiff in the U.S. Supreme Court case for same-sex marriage),
  • Volunteering at the 2017 Pride Cup at Yarra Glen Recreation Reserve, and
  • Providing LGBTI awareness training for all staff across our Australian offices.

Progressing Cultural Diversity

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:

  • 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.

Embedding a safe workplace

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:

  • Developed and launched a Domestic & Family Violence Policy
  • Provided specialist training sessions for senior leaders and members of our Talent team
  • Aligned our Employee Assistance Program providers with internal policies and processes to ensure holistic support for our people
  • Hosted internal sessions raising awareness about domestic and family violence.

Building brand by leveraging diversity of thought

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.