Diversity at Allens

Allens still has a way to go but being involved in some of the D&I committees at the first I can attest that there is a genuine commitment to improving and listening to diverse members of the firm and more and more attention given by partners, P&D and the board to ensuring Allens is a great place to work for everyone.

I feel like there is a very high emphasis on diversity. I am part of the reconciliation committee, but there are also other committees for different diverse backgrounds. I think that Allens does a really good job with promoting the careers of women.

Huge focus on this.

I think Allens champions diversity.

I think it's something that is driven by individuals in the firm but strongly supported by the partners. This year in particular, there seems to be a focus on building understanding of the nature of diversity and the benefits of diversity.

There are generous leave entitlements for male and female parents and a general commitment to diversity. The firm committees also promote inclusion and diversity.

Allens definitely has strong commitments to diversity. There are a lot of measures at the clerkship stage (eg, RARE recruitment tools), and a flexible parental leave policy that includes fathers / parents who didn't give birth. I'm gay, and there's a strong LGBTQIA+ community at the firm, but there's not as much racial / ethnic diversity as at some other firms. I've also noticed that while there is a very strong contingent (probably a majority) of managing associates and below that are women, that hasn't yet translated to the partner level.

Great committees re women and LGBTIQA+ community. Good maternity leave - 26 weeks. Child care could be improved. Recruitment - efforts are being made but still not enough.

I think the firm is very committed to promoting diversity, but that is not always reflected in the diversity of the employees. We have very active committees championing causes including: LGBTIQ+, women, cultural diversity and reconciliation. We also have a good recruitment survey that considers whether candidates have suffered from social or economic disadvantage. The firm is also actively engaged in educating its employees and clients about matters such as the Indigenous Voice to Parliament, and I would say it genuinely 'puts its money where its mouth is' rather than virtue signalling about certain causes. The only area of improvement would be more diversity in the actual cohort of the office.

Community groups aimed at addressing and supporting these issues / causes. Very important and recognized as such in firm culture.

Parental leave is generous. There are many senior female partners. I think our LGBITQ team does a great job of raising awareness around the firm. Overall, most people who work here are Asian or Caucasian, but I don't think this is due to 'exclusion'.

Women@Allens and All In (the LBGTQI committee) are very active in the workplace and many internal and external events are put on by these committees, showing the firm's commitment to these causes.

Allens are all over ticking every box and its great.

Excellent diversity and turn over seems to be extremely low. Allens recognises that people want to experience new things and are very happy to organise secondments and transfers to other offices.

They have made a deliberate effort to increase diversity and support women, ethnic minorities and LGBT employees. Committees help keep the issues in focus, and flexible working really helps. I know of a woman who was promoted to partner while on maternity leave, a grad who leaves early on Fridays to observe Sabbath, an associate who was able to work part-time while pursuing a career in writing and many employees who work from home or flexibly on a routine basis to balance work and family life.

We have committees for women in law, LGBT community, refugees and Indigenous reconciliation.

The recruitment process used RARE to anonymise applications. There is great diversity at the lower levels, however the ratio of women, LGBT and ethnic minorities at the senior levels is still lacking.

I understand that there are specific firm programs directed to this.

As part of the recruitment process the firm conducts a 'RARE' assessment. It's a quiz that determines an applicant's disadvantage and diversity.

Allens has a number of indigenous and underprivileged internships and mentoring programs to attract applicants from less privileged backgrounds

Recruitment uses the RARE tool.

The RARE recruitment program

Diversity questionnaire during the application process

Indigenous internships, screening out details to avoid unconscious bias in recruitment.

The firm encourages applications from less privileged backgrounds through the RARE recruitment process, as well as other intern programs.

RARE recruitment.