Post on 05-Apr-2018
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Workplace Diversity in AustraliaMaking the business case for diversity
Naomi Kelly, Partner
24 May 2012
Clayton Utz
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Overview
Getting workplace diversity onto our agenda
Developing a workforce that reflects our diverse client
base
Valuing diversity of gender, management and
learning styles
Demonstrating the organisational benefits of greater
innovation and better morale in a diverse workforce
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About Clayton Utz
Large commercial law firm with offices around
Australia and Hong Kong
200 partners
1500 staff
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Getting workplace diversity onto our
agenda
Why is this important to Clayton Utz?
moral and commercial imperative
retention of staff and clients
diverse workforces deliver better outcomes
it will further establish Clayton Utz as a firm of choice
diverse people better serve diverse clients
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"When two men in business always agree, one of them
is unnecessary."
William Wrigley Jr. (1861 - 1932)
In order to innovate and improve, we need different
perspectives.
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Getting workplace diversity onto our
agenda
How did Clayton Utz do it?
Passionate leadership
Establishment of a Diversity Council
Partner excellence program
Values project
Education and training
Conversational approach
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Clayton Utz Strategic Plan
Market leading career paths for women
Setting targets for women in senior leadership roles
Consistency in the way all people are treated
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Progress - Clayton Utz Diversity Council
Established in 2009 to drive diversity initiatives and
programs
Aims to actively engage partners and staff to value
individual differences and enhance the way diversityand inclusiveness are managed in the firm
Developed and implemented a Reconciliation Action
Plan
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Progress - Paid Parental Leave
Enhancement to our paid parental leave scheme
36 weeks partial pay or 18 weeks normal pay for primary
caregiver (after 5 years of service)
28 weeks partial pay or 14 weeks normal pay for primary
caregiver (after 1 years service)
parent who is not the primary caregiver receives 2 weeks
paid parental leave (after 1 year of service) and 3 weeks
paid parental leave (after 3 years of service)
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Momentum
Clayton Utz' national women lawyers' network
Monthly committee meetings
Supports women by promoting their professional and
personal development and providing client
networking and relationship development
opportunities
Includes women from across the firm (graduates,lawyers, senior associates, partners, shared services
etc)
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Developing a workforce that reflects our
diverse client base
We have a diverse client base (government, private
sector, small, large, global, pro bono)
A workforce of "cookie cutter" lawyers will not meet
our diverse clients' needs or deliver the best service.
Our clients are also addressing diversity (e.g. ASX
Corporate Governance requirements and other
commercial imperatives)
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Developing a workforce that reflects our
diverse client base
Recruitment and retention strategies
Secondments
Learning and development programs includingdiversity awareness training and mentoring programs,
gender difference in negotiation, EEO and anti-
harassment training on induction.
Whole of system approach. Looking at everythingthrough a "diversity" lens.
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Developing a workforce that reflects our
diverse client base
Flexible work practices (part time; job-share; early start / finish
times; formal and informal working from home arrangements;
access to remote working technologies)
Lunch time sessions / briefings
Breastfeeding friendly workplace accreditation
Access to emergency childcare agency
Ergonomic assessment for pregnant women
Parental leave morning teas
Mentor and buddy system
Options to purchase additional leave
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Valuing diversity of gender and
management & learning styles
Clayton Utz Strategic Plan
Partner Excellence Program
Personality profiles
Momentum (Clayton Utz women's network) - subset of Diversity Council
Learning @ CU
Values Project
EoCFW citation
Lawyer capability framework - improving link between pay and performance
Recruitment of professionals from other industries
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Demonstrating the organisational benefits
of greater innovation and better morale in a
diverse workforce A place where people want to come to work and can succeed
Case studies and conversations
Measurement of employee indicators - eg retention, return towork and engagement
Commercial measures
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Joined Partnership 20+
years ago
Joined partnership < 1
year ago
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Questions
Naomi Kelly, Partner
Tel: 03 9286 6923
nkelly@claytonutz.com
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www.claytonutz.com