Gender pay gap statement

MinterEllison gender pay gap employer statement

Our commitment to gender equality

At MinterEllison, we champion and advocate for inclusion. We do this because our diversity is our greatest strength and is fundamental to our character and identity.

We know that when we bring together diversity of thinking, skills, experience, genders, backgrounds, orientations and abilities, and create inclusive ways to listen, learn and devise truly unique solutions, we thrive and we deliver excellent results for our clients, people and communities.

We're committed to the equal treatment of all our employees and to providing a safe and inclusive workplace that is free from bullying, discrimination and harassment of all types, including on the basis of gender and of a sexual nature. 

The gender pay gap

Each year the Workplace Gender Equality Agency (WGEA) publishes information regarding the organisation wide gender pay gaps for all organisations that report to WGEA. The data that WGEA publishes does not cover equal pay for like-for-like or comparable roles within organisations.

Our organisation wide gender pay gap is:

Our average organisation-wide gender pay gap has improved across the board. This trend has been consistent over the past five years, resulting in our lowest-ever average gender pay gap for both total remuneration and base salary in 2025.

We conduct a detailed analysis of our gender pay gap as part of our annual remuneration review. We remain committed to reducing the organisation-wide pay gap and will continue to take steps to improve gender equality firmwide.

Our organisation-wide gender pay gap can be explained by the make-up of our firm – specifically, by the large number of women in legal support roles. When the salaries of women performing in these roles are compared to salaries across the firm (including the salaries of all legal and consulting employees and organisational leaders), a clear gender pay gap emerges.

When we consider like-for-like roles and examine salaries by each of our legal, consulting, legal support and business operations groups, the gender pay gaps are significantly lower than the overall firm-wide gender pay gap.

Our analysis of like-for-like roles shows that we are performing well and continue to maintain a strong position in ensuring pay equity. While differences can exist across role families, our data indicates that gender pay differences within comparable roles remain low and within pay equity targets, and we remain committed to ongoing review and continuous improvement in this area. 

How we're addressing the gender pay gap

 Addressing our organisation-wide gender pay gap is a key component of our Inclusion, Diversity & Belonging Strategy. We remain committed to reducing the gender pay gap and continue to take steps to improve gender equality outcomes, including:

• Conducting detailed analysis of like-for-like role gender pay gaps as part of our annual remuneration review, ensuring remuneration outcomes are fair and equitable across locations, levels, gender and working patterns.
• Working toward our 40:40:20 gender balance targets in leadership roles. Since developing the target in 2018, we have had strong and consistent growth and currently have 36% female Partners and over 40% women on our Executive Leadership Team, Board and in Office Managing Partner and Practice Group Leader roles.
• Developing, retaining and promoting women equally across the firm, through a rigorous senior appointments process.
• Our Supporting Caregivers Program supports working parents, and our people who care for elderly relatives and/or relatives with a disability. Our aim is to provide the support, understanding and the flexibility to help navigate the challenge of achieving the right balance between work and family. 
• Supporting caregivers to balance work and family commitments, including through our 26-week paid parental leave policy, which includes paying superannuation for up to 12 months, including while on unpaid leave and parental leave coaching to equip parents to confidently navigate the working parent transition. We also see a consistently high percentage of men take parental leave.
• Supporting gender equitable briefs to female barristers, with targets of 30% of the number and value of briefs. We have seen an increase on both the rate and value of briefs since FY21.
• Focusing on inclusive AI to ensure those working part-time or on parental leave are not left behind. Our WISE ('Women, Inclusion, Support, Equality') network has been running Gender and AI roundtable sessions, to discuss and inform our people about the risks of bias in AI but also the opportunities of inclusive AI.
• As a Champions of Change Coalition member, we continue to advocate for gender equality and implement change to foster an inclusive and safe workplace here and for the legal profession.