Diversity at Hall & Wilcox

Clear goals on female and cultural representation. We have a dedicated LGBTQIA+ committee. During recruitment, we were asked to blank out our names on our CVs so that in the initial screening process there would be no chance of gender/race bias.

As noted earlier, I was impressed with the 'blind' recruitment process for clerkships.

It is clear that Hall & Wilcox H is very committed to diversity, especially with recruitment process. I have never seen a company hire so many 'older' people before (especially at graduate level) - great that people entering law later in life aren't excluded. I believe partner ratio is almost at (or is already at) 50/50 male to female - incredible effort.

very accommodating and supportive even as a junior.

I do not know about this.

DEI training is part of the formal induction program. There is a diversity committee managing events and inclusion.

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Very good.

Very diverse

The office is quite diverse with people of all ages and backgrounds.

Following the appointment of 7 female partners, there is a strong emphasis on cultural shift towards 50/50 split. Pro bono work and community engagement is strong with LGBTIQA+ community and I there are many other programs and support networks that encourage work in this space.

One thing that gravitated me towards Hall & Wilcox was the amount of women who worked here. I knew as a female myself that law previously was a male dominated industry, and have acknowledged how Hall & Wilcox are trying to close that gap between the amount of males compared to men they hire. Hall & Wilcox H also has a indigenous program where they hire people who have indigenous Australian heritage. Hall & Wilcox H is also LGBTIQA+ friendly, they also have a committee for this. I know Hall & Wilcox H also has additional paid parental leave.

We have a diversity and inclusion committee who endeavours to advocate for this and encourage education on the topic.

We are committed to diversity, and our numbers in relation to gender balance were good compared to similar firms. Obviously, there is still work to do.

During promotions this year, all 6 partners promoted were women. The firm is transparent in their goals for gender equality and the steps it feels are required to achieve it.

I think the firm does a reasonably good job at committing to diversity but could always do more.

The firm is constantly on the forefront of all diversity initiatives and actively encourages a diverse culture, while requiring inclusivity and kindness from all partners and employees.

Hall & Wilcox has many entrenched incentives with respect to equality in sex for promotion and membership of the partnership group. It is committed to achieving pay equality. Hall & Wilcox also readily supports many minority groups by celebrating their events, and promoting awareness internally and externally.

My firm is extremely inclusive and attentive to all team members' individual needs. Speaking from experience, I needed to take leave as a prospective parent. Although I felt apprehensive at first as this is my graduate year, my firm showed kind understanding and encouraged me to prioritise family first!

There is an LGBTIQA+ community within the firm. There are multiple initiatives and themed nights recognising this community. There is also a panel discussion on respect to women, with a recent discussion on the topic of equal pay and pay ceilings.

Hiring a diverse set of candidates with emphasis on their professional skills, attributes and credentials, irrespective if they have come from a less privileged background.

My company has a number of pathway programs to attract applicants from numerous backgrounds.

Through the First Nations Pathway Program.

Very inclusive of social mobility and community support initiatives.

The firm has a pathway for Indigenous candidates, which is a very positive development. The firm also engages with students from less privileged schools.

I understand there is a program for First Nations students but am unfamiliar with the particulars. The 'blind' applications are great as well.

The application process is great. The possible biases are removed from that process by stripping away certain details from the application.

Blind employment screening helps to avoid unconscious bias in recruitment

I believe they remove all info about schools, family history etc from the application process so it is just the essentials about a person to the playing field is levelled enough to give everyone a shot at an interview.

Clerkship and graduate diversity.

Blind recruitment, involvement with community organisations.

Recently our firm commences a work-placement program for First Nations law students in various offices where rotations are offered through various teams for a month.

The firm is a partner of ABCN, which supports students from less privileged backgrounds. This involves attendance upon the program by various senior and junior legal and non-legal staff from the firm, to develop relationships with students of less privileged backgrounds or beginnings.

We are heavily involved in community programs such as ABCN and we also have a large number of employees who are engaged in mentoring of high school age children.

Provide opportunities such as scholarships and internships to Indigenous students.

Run programs through disadvantaged schools and offers scholarships to study law and work for the company.