Diversity at Baker McKenzie

Diversity is in Bakers DNA, being an international law firm. I see a lot of diversity in our offices and think we do really well at fostering an inclusive environment.

While we have diversity committees and initiatives, the Firm could hire / comprise of more diverse individuals (different cultural backgrounds, sexuality, etc.)

Baker Women, Baker DNA and Baker Pride are all really great initiatives.

I think that the company's commitment to diversity could be better - in particular the cultural diversity of the firm could be improved at the senior level. While the cultural diversity of the firm is strong at the junior level, there are not many partners and special counsel who are culturally diverse.

Good committees for diversity and inclusion, women and the LGBTIQA+ community, however I think industry wide it's a trend that firms still lack genuine diversity throughout the firm.

There are mentoring circles for people of diverse backgrounds which is very beneficial

We have committee for all groups. We ensure that applicants can state whether they wish to connect people from their background as well. I personally found that very helpful.

There are committees at Bakers which are focused on diversity, the LGBTIQA+ community, health and wellbeing and women. They run events, prepare panels and work on Bakers internal policies on diversity in relation to recruitment, retention, promotion and other topics.

Baker DNA and Baker Women are two committees.

There are lots of initiatives at the firm regarding diversity - we have lots of committees and programs, which run their own events that you can attend. The firm is making a big effort in this way, and I am proud to work here because of it.

It is difficult to properly comment upon the firm's diversity performance as someone who is not from a diverse background. However, the firm actively promotes various initiatives targeted at different minority groups, encouraging participation across the firm. As a particular example, I am proud that the firm has taken a strong stance in support of the indigenous Voice to Parliament. It shows that the firm is prepared to put its reputation on the line for causes which it believes are morally right.

Socially very good, low engagement of ATSI people, but working towards it.

I do not have much insight into these recruitment, retention etc. but we have quite a diverse staff and it feels like an accepting culture.

Again, it's difficult to say but the workplace wants to be known for its commitment to ensuring these things are done well. There are committees for most diverse groups.

There are several diversity committees in the firm that work to spread awareness and advocate for improvements in the diversity space. Bakers has industry-leading parental leave allowances and generally hires people from a diverse range of backgrounds.

Diversity with respect to women is great, and with respect to the LGBTQIA+ community is quite good. Re ethnic minorities - great diversity with respect to some Asian minorities, and a lot of work is done in the First Nations space, but there are very few Brown or Black people at the firm.

Committees and keen members across all areas. Particular involvement in LGBTIQ and that has shown in recruitment, retention and promotion. Can't comment on maternity etc.

My impressions are that this is good. The Firm has a genuine and visible commitment to these issues, and communicates about them regularly. There is no "stigma" about discussing or expressing interest in these areas, and events arranged around them are generally very well attended by the Firm's employees (both lawyers and non-lawyers).

Firm promotes all of these and has multiple committees to support these.

Strong presence of the Diversity and Inclusion sectors. I think we try really hard in this space, especially women in partnership and the wellbeing space. Notice a lot of women in the office, but more are needed at the partner levels. Difficult to comment on LGBTIQ+ and ethnic minorities due to the office being quieter and there being less social events.

I do not get the impression that the firm is populated exclusively by applicants from privileged backgrounds. To that end, I understand that the firm takes a broad view of the various skills and achievements that applicants bring, not limited to the prestige of the university you attended. This is reflected by the diversity across the graduate cohort, with graduates from all different backgrounds and experiences.

Career trackers internships

One of the main things it does is to the internship programs for those from indigenous and refugee backgrounds.

Not sure, but I know my clerk cohort was more diverse than other firms'.

I know that the Firm has a program to support and attract applicants from Indigenous Australian backgrounds, which goes beyond a "skin deep" commitment. At periodic intervals, we hear from these applicants, and their career progression through university and into the workforce. They are, I understand, supported but certainly not expected to join Baker McKenzie. The Firm has also promulgated a Reconciliation Action Plan in this regard, which is a terrific step forwards by Baker McKenzie.

There are numerous programs to hire outside the traditional routes. For example, the CareerTrackers and CareerSeekers programs offer internships for students from indigenous and refugee backgrounds.