McCullough Robertson among 2015 leaders in workplace gender equality

McCullough Robertson among 2015 leaders in workplace gender equality

McCullough Robertson among 2015 leaders in workplace gender equality

6 November 2015

WGEA Employer of Choice for Gender EqualityThe Workplace Gender Equality Agency has announced the list of 2015 WGEA Employer of Choice for Gender Equality (EOCGE) citation holders.

Ninety diverse organisations nationwide have received the citation, which recognises employer commitment and best practice in promoting gender equality in Australian workplaces. National independent law firm, McCullough Robertson is among the 2015 leaders in workplace gender equality.

McCullough Robertson’s Chairman of Partners, Dominic McGann is delighted that the firm has been successful in making this exclusive list of employers. “McCullough Robertson is committed to gender equity.  It’s critical for achieving sustainable business performance in a dynamic and changing world,” Mr McGann said.

Mr McGann added that the firm has recently appointed a new partner in their Sydney office, Jennifer Turner.  “We are particularly delighted to be appointing another female Partner to the firm and increasing the gender diversity at the senior level.

“Jennifer’s addition to our firm takes the number of female Partners to 20%.  While we still have a long way to go to achieve parity, we are certainly heading in the right direction.”

When asked her views on gender equity in the workplace, Ms Turner said, “One reason I was attracted to McCullough Robertson was their commitment to gender equity and the fact that they had so many excellent initiatives already in place and are constantly working on additional ways to facilitate opportunities for women to continue their successful careers.

“Since the birth of my first child in 2011, I have worked flexibly – three days in the office and one day at home with the hours spread across the remaining days of the week.  Technology enables me to work from wherever I need to be and also to remain contactable for clients and colleagues.  The support of my family and colleagues has allowed me to continue and enjoy my legal career.  I believe that everyone should have the opportunity to reach their full potential and to be judged on merit, without bias as to their gender.”

“I have been fortunate to have had excellent role models in my life, including my maternal grandmother, my mother, male and female partners and clients, who have each in their own way successfully managed their workplace and family commitments.”

According to The Workplace Gender Equality Agency, trends among this year’s recipients include:

  • measurement and disclosure of like for like and company-wide gender pay gaps
  • enhanced caring provisions for men including paid parental leave
  • strategic focus on flexibility
  • targeted approach to succession and recruitment for critical roles
  • enhanced efforts to shift organisational culture towards outcomes-based working rather than hours spent at the desk.

WGEA Director Libby Lyons said the initiatives demonstrated by this year’s EOCGE recipients showed that more employers were taking a sophisticated and whole-of-organisation approach to supporting women and men’s equal participation at all levels of the workplace.

“Employers increasingly understand and value the benefits of having a diverse workforce for organizational culture and business performance,” said Ms Lyons.

“I congratulate all of the 2015 citation holders for their initiative and commitment. These employers are at the frontline of driving positive change as they set the gold standard for inclusive workplaces.”

Despite more rigorous criteria, there has been an increase in EOCGE recipients from 76 in 2014.

This year’s applicants were required to consult with employees to demonstrate that gender equality initiatives translated into lived experience.

2015 EOCGE citation holders range from small professional services firms to very large organisations including universities and banks.

“The spread of industries and organisational size in this year’s list of citation holders is very encouraging and highlights growing awareness of the value of taking a strategic and systematic approach to gender diversity,” said Ms Lyons.

“It’s especially encouraging that more organisations are looking for ways to actively support women and men to balance their caring responsibilities while also pursuing their careers.”


ENDS

For more information contact: Kate Bartlett Communications Consultant Ph: +61 7 3233 8632 or kbartlett@mccullough.com.au.

About McCullough Robertson
McCullough Robertson is a leading Australian independent law firm with industry experts combining legal expertise with deep industry knowledge and foresight.  The firm provides innovative, relevant and commercial legal solutions to major corporate, government and high net worth individuals across Australia and internationally.  Established in 1926, the firm’s major focus areas are the resources (mining and energy), food and agribusiness, technology, telecommunications, health, life sciences, real estate and financial services sectors.

About the citation
The WGEA Employer of Choice for Gender Equality (EOCGE) citation is designed to encourage, recognise and promote active commitment to achieving gender equality in Australian workplaces.

The EOCGE citation commenced in 2014, replacing the predecessor citation, the EOWA Employer of Choice for Women. The citation is strategically aligned with the Workplace Gender Equality Act 2012 (Act), reflecting the change in focus of the legislation to promote and improve gender equality for both women and men,
while recognising the historically disadvantaged position of women in the workplace.

The EOCGE citation is a voluntary leading practice recognition program that is separate to compliance with the Act.

Criteria for the citation cover leadership, learning and development, gender remuneration gaps, flexible working and other initiatives to support family responsibilities, employee consultation, preventing sex-based harassment and discrimination and targets for improving gender equality outcomes. Criteria are strengthened each year to reflect best practice.

Additions for 2015 include:

  • a formal strategy or strategies to support gender equality overall (that covers recruitment, retention, performance management, promotions, succession planning, training and resignations)
  • evaluating progress against the gender equality strategy
  • remuneration gap analysis including base salary by gender and total remuneration, with actions taken
  • tracking the number of women and men returning from parental leave
  • tracking progress towards achieving targets to improve the representation of women
  • gender representation targets for internal and external recruitment shortlists, and
  • consultation with employees to capture their views about gender equality in the workplace.

About the Workplace Gender Equality Agency
The Workplace Gender Equality Agency is an Australian Government statutory agency charged with promoting and improving gender equality in Australian workplaces. The Agency is responsible for administering the Workplace Gender Equality Act 2012. The Agency’s vision is for women and men to be equally represented, valued and rewarded in the workplace. The Agency was formerly known as the Equal Opportunity for Women in the Workplace Agency. More information is available at www.wgea.gov.au.

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