Naomi Kelly

7/31/2019 Naomi Kelly

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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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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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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

[email protected]


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www.claytonutz.com

Documents

Naomi Kelly