McCullough Robertson is an equal opportunity employer.
Not because we have to be but because we want to continue to be regarded as an Employer of Choice.
Supporting our people and enabling them to have successful and sustainable careers while having the flexibility to enjoy other aspects of their lives is important to us.
Our values are reflected in our suite of flexible work policies and practices and show our commitment to being an equal opportunity employer.
In today’s environment, when we’re all juggling extra responsibilities, (work and parenting, or caring for an elderly parent), it’s important to achieve a sustainable work life balance for our employees.
Our flexible work options are entrenched in policy as well as culture:
“We’re committed to providing a rewarding workplace for all employees that enables them to balance the demands of work with other interests, obligations and activities.”
Brett Heading, Chairman
All employees are encouraged to play a part in developing and supporting a culture that accepts flexible work arrangements as a necessary part of conducting business.
Flexible work options include both formal and informal flexible work arrangements:
- part-time work
- job sharing
- working from home
- working full-time but with flexible hours
- additional leave
- leave of absence and short term leave
- loyalty leave
- parental leave.
This year is the third year running that the firm has won the prestigious citation as an Employer of Choice for Women from the Equal Opportunity for Women in the Workplace Agency. We are justifiably proud of this achievement and the work that has gone into making the firm a great place to work for women.
We have also been named Employer of Choice by the Queensland Law Society and Australian Legal Business.
Our own internal staff surveys indicate a level of engagement that is second to none:
“I have had a flexible working arrangement at McCullough Robertson since 2007 when two of my three children were in primary school. One child is now an adult and has finished school. Flexibility in working arrangements is not only a policy, but an entrenched practice. They’ve been prepared to change my arrangement as the needs of my particular family circumstances required, reflecting the ages and stages of my children and my parental responsibilities.
The result is a win-win for both the Firm and myself.”
Barbara Bogiatzis (promoted to Special Counsel in 2011)
Our Diversity Initiatives Committee and sub committees look at policy, events and other activities to seek continuous improvement in our processes, policies and culture - a culture which encourages and nurtures every individual, regardless of gender, age or background.
