Women’s Agenda reports on the steps taken by Gadens to ensure that at least 30% of the firm’s current partners are women and that 50% of new partners are women
Here’s the report
How six months maternity leave and record female partners are giving this firm the edge
There are no quick fixes when it comes to improving gender diversity in law firms, but Gadens has a number of measures it believes can put it ahead of the rest.
With a partner ratio that’s made up of around 30% women, and 50% of new partners announced in FY2016 being female, it’s already leading its large law counterparts on gender diversity in the partnership. It’s also pushing a number of industry-leading initiatives to support women in the firm, including by offering a massive six months paid parental leave.
Last week its efforts were recognised at the Lawyers Weekly Women in Law Awards, taking out the gong for ‘Diversity Firm of the Year’.
Louise Massey, a partner with Gadens for five and a half years who also heads up the firm’s Diversity Council, says it’s essential that law firms promote diversity and an environment that ensures everyone is, “Included, respected and valued for both the tangible and non-tangible value that they contribute.”
Speaking to Women’s Agenda following her firm’s diversity win, she said the path to leadership for women can be challenging in law firms, especially when factoring in parental leave and traditional attitudes about the role of women in society. She said her goal as diversity chair is to reject the status quo and help implement the right policies and initiatives to help.
One example is Gadens’ recognition of unconscious bias and the damaging role it can play in workplace culture. It is now mandatory for all partners at the firm to participate in specific training which helps them to identify, address and reduce the incidence of bias in decision making.
Other examples include a new “transparent training program” for all senior lawyers in the firm to give them training to transition to the next level and to help convert more senior female associates to partner – a common barrier area for women.
“The lawyers are provided with the opportunity to participate in training programs and there is a lot of feedback given so that they understand how they are tracking, what they are doing well and where they can improve,” said Massey.
Earlier this year, the firm boosted its paid parental leave offering by six weeks to give primary caregivers 26 weeks paid leave. According to the AFR, it’s the highest on offer from any large law firms, with head of the Australian Human Resources Institute Peter Wilson saying at the time it would trigger other firms to follow suit. Massey said the reaction from staff has been “extremely positive” and that for the first time ever, senior men within the firm are taking paid parental leave.
Meanwhile, Gadens has offered memberships to all women in the firm to Women on Boards, and implemented a future leaders’ program.
Aiming to address the family violence epidemic in Australia, the firm has also introduced an Assistance Policy, providing staff access to additional leave provisions, flexible work arrangements, advances on pay and access to free confidential counseling.
The past year has certainly been a busy one for Gadens. Knowing there are no Band-Aid solutions to gender diversity in law, Massey said the firm is continually reviewing, monitoring and seeking feedback on its initiatives that are designed to promote gender diversity.
The firm’s improved female partner numbers, along with its 2016 award win, are reminders they’re on the right track.
