Diversity at K&L Gates

Women in Practice (WIP) is a great program for women at the firm. As a junior, it is extremely helpful to talk to women who have been where you are and ask them advice and about their experiences. Retention does seem to be an issue for the firm but this is for a variety of reasons. I think a big contributor is the lack of flexibility in some teams to work from home. It would be good to see initiatives such as child care at the firm, as I think it would create a more inclusive environment, and if it was subsidised it would be an amazing benefit to the firm and also help with retention.

I think they like to say they are diverse and respectful to the varied communities (women, ethic group, LGBTIQA+) but don't actually make any flexible adjustments for mothers at my level.

Need more women Partners - without a doubt. More diversity would help, but those who are culturally diverse or diverse in any other way are accepted and embraced in the offices for who they are.

Little gender parity in the partnership - especially with regards to equity partnership.

K&L offers a wide range of commitments to diversity to women, LGBTIQA+ members and ethnic minorities. By offering a wide range of commitments K&L is better able to give those who are disadvantaged or who come from minority backgrounds a better chance at having the same success as those who may be more privileged.

I haven't been here long enough to comment.

Good training programs, was part of interview process

Perhaps could do better

Diversity and inclusion is very important to the firm. Colleagues bring with them a variety of lived experiences, which contribute positively to a collabertive team environment.

not many female figures and people with colour within the firm

Presence of LGBTQI+ group at firm named 'Inspire' hosting social events

It appears to be very diversity-focused (particularly with regard to LGBT). There also appear to be a lot of female senior people which is encouraging.

The firm is second-to-none in terms of its commitment to diversity.

My firm is rather diverse in its make-up. With a number of women occupying senior and junior positions in the office and a number of ethnic minorities I feel that my firm is excelling in this regard.

I noticed upon starting my graduate year that that the office was not very diverse, however, having been involved in a recruitment drive I also noted the weight that diversity was given during the process. This demonstrated the ongoing commitment the firm has to improving diversity in the office.

There is a great mentorship program for parents who take parental leave. They can pair with a member of staff in a different team who has done the same and can be guided and assisted with their transition back to work. I have observed people being promoted right after returning from parental leave. I think we could be more ethnically diverse.

The firm has been making great steps forward in supporting the LGBQTI community with increased activity from our firm group INSPIRE.

Although these issues do not directly affect me, it appears the firm has a positive approach to each of these issues and is taking active steps to ensure it has best practices in place. I work with people of diverse backgrounds each day.

Initiatives have been launched by the firm in relation to women empowerment and the LGBT community

We have educational sessions and client events focused on various diversity issues. There are many working parents and some child friendly firm events.

The firm will hire candidates from all backgrounds. They do not discriminate based on sex, race, class, gender et al.

I am unaware of any programs the firm has introduced to recruitment regarding attracting applicants from less privileged backgrounds.

Nothing that I am aware of.

Our recruitment process certainly does not eliminate or even give preference to candidates based on the university they attended.

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The recruitment process considers a wide range of applications from diverse backgrounds.

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