Who we are

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.