Diversity at Clayton Utz

They are trying which is obvious in the new graduate intakes but at the more senior level it is greatly lacking.

OK - as a young queer person I feel pretty accepted. Can't really speak to cultural diversity but I know there are some issues with it in particular teams.

Diversity from a gender perspective is positive, I would say there is a lack of diversity in terms of socio-economic position.

My impression is that CU is committed to diversity, and has a number of initiatives to back this up. However, I am not privy to issues such as recruitment, retention and promotion etc. so am unsure how the firm stacks up on this front.

There are a lot of initiatives to promote diversity in different areas including LGBTQIA, First Nations and other cultural diversity, gender parity, carers etc. We are consistently updated on policy changes such as 6 months parental leave for any carer (no differentiation between primary and secondary carer), there are training sessions, panel events and momentum committees to discuss issues.

I know we are actively working towards reaching our gender equality targets - need to work on cultural diversity but am starting to see this reflected slowly amongst the juniors coming to the firm, perhaps would be good to add a LGBTIQA+ charity to our community connect partners

I was hired through a diversity program.

Heading in the right direction

I would like to see more diversity in the partnership. I understand that the firm is heavily investing in parental leave, however, given the ageing population, I think carers leave (for elderly parents and relatives) will become just as important as maternity leave.

Very good, both the partnership and employees are highly represented by women, ethnic minorities and the LGBTIQA+ communities.

Diversity with respect to women is great. Ethnic minorities is not great and this is an area for improvement, namely Indigenous Australians. My understanding is that the LGBTIQA+ initiatives are good.