Gender Equality at Hall & Wilcox
Our purpose is simple: to empower our people to thrive. Guided by our core Hallmarks, we have built a culture where every individual is valued and respected. We are committed to ensuring that all our people, regardless of gender, are rewarded fairly for the work they do, with equal opportunities to grow, succeed, and lead.
We report to the Workplace Gender Equality Agency (WGEA), the Australian Government statutory agency charged with promoting and improving gender equality in Australian workplaces. Hall & Wilcox is also recognised as an Employer of Choice for Gender Equality (EOCGE).
Strategic actions and targets
To accelerate progress, we have set clear gender diversity targets for 2025, including:
- >40% female representation in national partnership
- >40% female representation on our Board
- >40% female representation among Corporate Services Heads
Additionally, we take the following actions to foster gender equality within our firm:
- Implementing blind recruitment processes to eliminate bias from the hiring stage
- Offering paid parental leave for up to 26 weeks, paid fertility and pregnancy loss leave, and superannuation on paid parental leave
- Promoting flexible hybrid working arrangements to allow our people to balance work and home life
- Running a highly regarded Women in Leadership program and providing mentorship opportunities firm-wide
- Supporting industry-wide initiatives such as the Law Council of Australia’s Gender Equitable Briefing Policy
- Being a signatory to the Law Society of NSW and Law Institute of Victoria’s Charter for the Advancement of Women in the Legal Profession
- Funding Women Lawyer Association memberships for women, non-binary lawyers, and men as allies
- Holding the WGEA Employer of Choice for Gender Equality citation
Our approach to closing the Gender Pay Gap
We are committed to closing the gender pay gap and have taken several steps to drive progress. We regularly analyse and track the gap, using both monthly and annual reviews to limit bias on the basis of gender in our recruitment, remuneration and promotion processes. Conducting regular gender pay gap analysis, including annual reviews of promotions and decisions on remuneration determinations.
Looking towards the future
We recognise that working towards a fully equitable workplace will require time and persistence. But we are confident that with the right strategies and commitments in place, we can create a more inclusive and gender-equal future for our people, the firm, and the broader legal profession.
We are dedicated to accelerating the pace of change and ensuring that gender equality remains central to what we do.