Diversity at DLA Piper Australia

Glad to see a number of female colleagues recently promoted, but there are not many colleagues from diverse backgrounds.

Speaking as someone who is not indigenous, is not a member of the LGBTIQA+ community and does not have carer commitments, the firm seems quite dedicated to these areas, at least when it has the funds to do so. From what others have described to me, the firm's maternity/paternity leave policy is quite generous and parents are encouraged to maximise those entitlements. The partnership in my office is over 50% female which I also find incredibly positive. I don't think there is generally a culture of taking men more seriously than women or minimising women's contributions, ideas and struggles. Speaking as an ethnic minority, the firm could do A LOT better in this area. At my level, in the years I've been at the firm, I have never had to complete (or even had the option of completing) any kind of cultural sensitivity training. That kind of training is very-much needed.

I think our firm has been quite diverse in terms of hiring. I think if we could land more indigenous legal talent that would be great as I think Indigenous lawyers are underrepresented in the firm.

DLA Piper has a number of initiatives and focus groups regarding minority groups in Australian and around the world.

Within each office for DLA Piper, there are dedicated committees involved with the promotion of matters concerning women, LGBT minorities and indigenous Australians.

The firm has a big focus on inclusion and creating a culture of belonging. We have a number of active networks including gender balance which is the Leadership Alliance for Woman and Iris which is our international network for LGBT+ individuals and allies. Our new WorkSmart policy provides increased flexibility and allows anyone in the firm to work from home which can assist with child care and part time arrangements.

The firm actively promotes diversity within its ranks. There are committees at the firm that promote the inclusion of LGBTQIA persons, women, and ethnic minorities. These committees are sponsored by partners who sit on the international board. As such, the focus on diversity and inclusion is present in recruiting and in how the firm interacts with its employees.

I see many groups being represented at lower levels but not so much in positions of higher management

I have not had a lot of personal experience with these aspects of the firm, but from what I have observed and heard about I think the firm does well in these respects.

At the junior level there is a lot of diversity, the more senior you go the less diversity there is. The firm seems to be making more commitments to reducing the gender disparity at the top. The firm needs to do more to increase the cultural diversity amongst partners.

DLA Piper teams up with not for profits and educations institutions to offer internships and clerkships to those from less privileged backgrounds.

We have partnered with a number of organisations that assist our recruitment process with attracting applicants from less privileged backgrounds. Specifically we have partnered with My Plus Consulting that provides career supports for disabled students.

The firm advertises itself to people from many different backgrounds. This is done by promoting the firm to students from many different universities and encouraging the lateral recruitment of persons from varying backgrounds and experiences.

CareerTrackers programme commitment