At Corrs, we embrace and celebrate diversity in all its forms because of the benefits it delivers our clients, our firm, our people and the industry at large.
We’re committed to fostering a generous, supportive and inclusive culture which sustains a diverse, engaged and high performing workforce, and we regularly consult with our partners and employees to identify further areas of interest and need.
In a departure from traditional approaches, we have defined our vision for diversity and inclusion as a feeling. We want everyone who works at Corrs to feel like this:
“I belong. I bring my whole self to work. I feel connected, valued and empowered to succeed”.
Individuals don’t fit into neat categories, and no one group within our community is more or less important than another. As a result, our work in the diversity and inclusion space covers aspects of gender equality and diversity, indigenous inclusion, cultural diversity, LGBTIQ+ inclusion, flexible working and accessibility.
Gender equality in our workplace drives more diverse ideas and thinking, higher productivity and enhanced outcomes for our clients, and we are committed to it through our publicly acknowledged targets, tools and training. More information on our targets and progress is available here.
Our gender equality strategy features executive coaching for senior female lawyers, mentoring and networking opportunities and analysis and actions to address pay equity.
We have market-leading parental leave entitlements for all carers regardless of gender, including payment of superannuation contributions during all paid and unpaid parental leave. We provide support during the transition to parental leave and when returning to work, and offer opportunities to stay in touch and continue professional development during parental leave. We actively encourage our male partners and employees to access parental leave entitlements.
Corrs continues to be recognised as an Employer of Choice for Gender Equality by the Workplace Gender Equality Agency (WGEA).
Our CEO Gavin MacLaren has also committed to the Panel Pledge – pledging to increase the visibility and contribution of women leaders in public and professional forums.
We have a strong and ongoing commitment to LGBTIQ+ inclusion amongst our people, our clients and the broader community.
Our national Pride@Corrs network aims to support the inclusion of our LGBTIQ+ people and enhance our engagement with the broader LGBTIQ+ community. Through our Pro Bono and Community program, we sponsor and undertake pro bono work for a number of LGBTIQ+ affiliated organisations. We offer LGBTIQ+ awareness and ally training and have a Gender Transitioning Policy, reflecting our support for our transgender community.
Corrs is a member of Australia’s leading LGBTIQ+ employer organisation, Pride in Diversity, and a signatory to the Law Council of Australia’s Diversity and Equality Charter.
We are also a Gold Sponsor and the principal legal partner of Midsumma Festival, Victoria’s premier LGBTIQ+ arts and cultural festival.
We’re dedicated to creating an environment where our people feel empowered to bring their whole selves to work, and strongly believe that cultural diversity is essential for the success and competitiveness of all companies.
Our CEO Gavin MacLaren is a member of the Leadership Council for Cultural Diversity, an initiative of the Australian Human Rights Commission (AHRC), and we have signed a cultural diversity commitment with members of the Managing Partners Diversity Initiative to improve cultural diversity in leadership.
Corrs participated in the inaugural Cultural Diversity and Leadership Forum and the Cultural Diversity Fellowship pilot, a joint initiative run by the University of Sydney Business School and the AHRC. A short video on the Cultural Diversity and Leadership Forum, featuring our Partner for Diversity and Inclusion Heidi Roberts, is available here.
Corrs is also a member of the Asian Australian Lawyers Association (AALA), which promotes cultural diversity in the law, and supports the AHRC’s ‘Racism. It Stops With Me’ campaign.
Our Innovate Reconciliation Action Plan (RAP) formalises our commitment to supporting meaningful reconciliation.
It builds upon our strong history of activities and key partnerships with Aboriginal and Torres Strait Islander peoples and seeks to grow our people’s awareness and understanding of the issues affecting Indigenous communities.
Our RAP aims to increase opportunities for Aboriginal and Torres Strait Islander communities to participate in legal education and careers, while also developing our engagement with the wider Indigenous community.
To view our RAP and Progress Report 2018-2020, click here.
Each year, on Indigenous Literacy Day, we hold fundraisers in support of the Indigenous Literacy Foundation, a national charity that aims to lift literacy levels in remote indigenous communities across Australia by supplying books, providing early literacy programs, and publishing books written by the indigenous community.
We believe flexible working is a key driver of diversity, and is critical to workplace effectiveness, employee engagement and long-term business sustainability.
We also see it as a way to enable our people to be responsive to clients and maintain their energy for the demanding work we do. We’ve established it as standard business practice and as an option for all our partners and people.
It doesn’t matter what stage you’re at in your life and career―flexibility at Corrs applies regardless of age or gender and is not limited to enabling caring responsibilities. We provide an array of options, from mobile and remote working to altered hours and shared roles and responsibilities, enabling you to fulfil your work and life balance.
We design all our buildings and systems around our people, ensuring they are accessible from both a physical and technological perspective.
Our Corrs Wellbeing Service provides support, coaching and confidential counselling across a wide range of areas, including general wellbeing, holistic support, and Manager-specific.
We’ve developed a strong network of diversity and Inclusion partners with whom we regularly partner with, sponsor or support, including
We have also been recognised for our diversity and inclusion initiatives by a wide range of leading industry bodies.