Inclusion and Diversity
At McCullough Robertson we create an inclusive work environment and are fiercely protective of allowing our people to bring their whole self to work.
We believe that the key to creating a collaborative and innovative experience for our people, clients and community partners centres around diversity of thought and the ability to incorporate different points of view for maximum engagement. Old ways do not open new doors,
and we feel strongly that continuously evolving and challenging ourselves will allow us to do things more inclusively.
Our work on diversity and inclusion has received external recognition, which includes winning the Queensland Law Society’s Large & Medium Legal Practice Award at their annual Equity & Diversity Awards in 2019. This prestigious award recognised our approach to gender equality; LGBTI policies; family and flexible work; and cultural diversity.
We have also been recognised as the Lawyers Weekly Diversity Law Firm of the Year 2019. This prestigious accolade recognises the commitment of the whole firm to enable our teams to bring their whole self to work every day.
We have worked hard to provide an environment that celebrates our female employees and provides access to opportunities that enable them to thrive.
To date we have introduced:
- a market-leading gender neutral commencement salary, which guarantees no unconscious gender bias when offering a salary to prospective employees, and avoids the embedding of a gender pay gap.
- an additional 12 weeks’ superannuation pay to our female employees on maternity leave as we recognise that this is an area which unfairly impacts women in the workplace.
- a succession framework that proactively supports career progression with opportunities for mentorship and sponsorship, enabling individuals to seamlessly move into leadership roles.
We are committed to creating an environment where inclusion is embraced and diversity is celebrated.
The McCullough Robertson Ally Network is a network of LGBTIQ+ and non-LGBTIQ+ staff members who support the McColour committee. Allies can call out anti-LGBTIQ+ behaviour, address negative stereotypes and take a stand against LGBTIQ+ jokes. Allies can help to normalise language and the life of LGBTIQ+ employees by using inclusive language and talking openly about events, their friends, the network and their views on current political commentary involving LGBTIQ+ people.
McColour ensures that firm activities align with its ongoing inclusion and diversity strategy, allowing our LGBTIQ+ employees to bring their whole self to work.
McCullough Robertson is also incredibly proud to have been recognised as a Gold Employer in the Australian Workplace Equality Index, managed by Pride in Diversity. This is a significant achievement for the firm, acknowledging the firm’s commitment to a diverse workforce and an inclusive work environment. To read more about this recognition, please click here.
In July 2019, we proudly introduced our Innovate Reconciliation Action Plan (RAP). Within the RAP, we have developed our unique approach to driving reconciliation through our business activities, services and programs, and to develop mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders.
The recent global pandemic has created unprecedented challenges for many organisations and it has influenced the way that RAPs are implemented. As a result, Reconciliation Australia has granted an extension to our RAP until December 2021. Our RAP is proudly supported by the McCullough Robertson Reconciliation Action Plan working group, McCullough Robertson’s executive, senior leader team and all McCullough Robertson staff, who remain steadfast in their commitment to reconciliation in this challenging environment.
Family and Flexible Work
At McCullough Robertson we are committed to providing a rewarding workplace for all employees which enables all members of the firms to balance the demands of work with other interests, obligations and activities.
We create and sustain successful flexible work arrangements to meet the needs of our business and our people, providing flexible work arrangements, job-sharing or reduced hour options should that better accommodate our employees’ needs. We recognise that all individuals – including non-parents – have preferences and outside commitments and we are happy to work with our employees to ensure that their work pattern suits them as much as possible.
In our Brisbane office, we are proud to offer a Kids’ Room and nanny support for unforeseen circumstances, which allows our employees to attend to work while knowing that their child is looked after onsite.
While not all employees may want to take advantage of flexible work options, everyone can play a part in developing and supporting a culture that accepts flexible work arrangements as a necessary part of conducting business.