Diversity & Inclusion
We aim to create an environment at Russell Kennedy that is characterised by equal access and respected participation of all groups and individuals. This is regardless of all differences, including of culture, ethnicity, race, sex, gender identity, age, religion, personal circumstances, physical features, abilities and disabilities, socioeconomics and sexual orientation.
Russell Kennedy has a culture that embraces our people’s differences and fosters diversity and inclusion. We aim to support a culture where individuals of all backgrounds feel included and confident in bringing their whole selves to work, and where their talents are fostered, empowering them to contribute to the success of the firm.
We have implemented a number of initiatives focused on accessibility for people with disabilities, LGBTIQ inclusion, and cultural diversity and inclusion. For example:
The Russell Kennedy Diversity Committee sets the firm's diversity and inclusion strategy and sponsors initiatives to promote diversity in the workplace. The D&I Committee is chaired by
Paul Gleeson, Managing Director.
The current areas of focus for the D&I Committee:
- LGBTIQ
- Cultural diversity (including a Reconciliation Action Plan)
- Accessibility for people with disability
We aim to create and inclusive experience for employees and customers/clients. We have a detailed access and inclusion strategy that encompasses our people, clients, community and organisations to address all aspects off access and inclusion.
Access RK Clerkship
We have established a program to ensure that we offer at least one seasonal clerkship position to a student with disability. The program provides the successful applicants the opportunity to showcase their skills and gain experience in a legal environment whilst enjoying all the benefits of the Seasonal Clerkship Program.
Russell Kennedy recognises the importance of having a gender diverse workforce. Our Gender Equality policy links to the Gender Equality Strategy and details our commitment to ensuring our workplace policies support and enable gender diversity throughout the career life cycle of our employees.
Managing Director, Paul Gleeson was formally appointed as a WGEA Pay Equity Ambassador in 2017 and our People and Culture team manage the annual remuneration review process with pay equity at the forefront of their minds.
Russell Kennedy Lawyers is pleased to be publically recognised as an organisation committed to gender equality by the granting of an Employer of Choice for Gender Equality (EOCGE) citation for the third straight year.
It recognises market-leading employers who have shown an active commitment in achieving gender equality in Australian workplaces.
Russell Kennedy Women's Network (RKWN)
The RKWN creates
opportunities to empower women through connection and development. We take a
proactive role in promoting the growth, advancement and retention of women
working in law and the wider business community.
Male Advocates for Gender Equality (MAGE)
The MAGE Committee works in partnership with the RKWN to support the firm’s gender equality initiatives, with a particular focus on what men in the workplace can do to promote equality and remove barriers for women.
Kaleidoscope, the Russell Kennedy Cultural Diversity Working Group, has
been established to focus on cultural diversity at RK by implementing
initiatives to improve opportunities for people of diverse cultural backgrounds
to work at Russell Kennedy and contribute to our ever growing workplace.
Russell Kennedy has committed to LGBTIQ inclusion through a number of initiatives. We have established Pride@RK, a network for LGBTIQ staff, allies and supporters, which arranges social events as well as more significant activities such as the firm’s participation in the Midsumma Pride March.
We participate in the Executive Ally Forum established by Pride in Diversity and pwc, to keep track of developments in best practice. We have also introduced a number of key polices (for example a Gender Affirmation or Transition policy) and contributed to amendments to existing policies (such as a gender neutral dress code, and parental leave policies which extend to a broader range of family structures).
