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Innovative Models for Workplace
Diversity: Gaining Gender
Equality in the Organisation
Liz Ryan | Director, People & Culture
Maddocks

24 May 2011
Who are we?
 Law firm
 420 people across Sydney and
  Melbourne
 55 Partners
 EOWA – Employer of Choice for Women
  for past 7 years
 Won Fair & Flexible Award from Victorian
  Government for 2 years
Our Strategy

 To be the best law firm to work
 To be the law firm of choice for clients
  in our chosen sectors
Challenges for us
 Experience significant change and
  growth
 Increase in the complexity of issues
  due to changing demographics of the
  workforce and the demands of clients
 Managing flexibility
Challenges for us Contd.
 Responding to client requirements
 Living our values
  – Integrity
  – Stewardship
  – Collaboration
  – Innovation
  – Diversity
Our approach to achieving gender
equality at Maddocks
 New CEO forms an Equal Opportunity
  and Diversity Committee as a Sub
  Committee of the Board
 Our workforce data is analysed
 A paper prepared by EEO & Diversity
  Committee for the Board
 Female Partners are invited to address
  the Board
Issues addressed in paper to the
Board
 Why an increased gender balance at Partnership
  level is important
 What government and private corporations are
  doing
 An overview and analysis of our Policies
 An overview of Learning and Development
  framework
 An overview of our Performance Management
  system
 An analysis of work allocation
Paper to the Board addressed Contd.
 Career progression
 Issues specific to Women
 Barriers to progression
   – systems, structures and the billable hour
   – how partner contribution is valued
   – the biological clock
   – Issues around practice building
 Summary
The most significant action to
achieve gender equality
 Lead from the top
 Outstanding leadership from our
  Chairman and CEO
Commenced with a pilot group
 The engagement of a Diversity
  Consultant
 Interviews conducted with the senior
  team and senior females
 Report prepared and communicated
 Focus group and one on one coaching
Unconscious Bias

 What assumptions do we make about
  others?
 What we found?
 What can we do to avoid it?
Flexibility

 Who wants it?
 What prevents it being successful?
 How to manage it?
Retaining Talented Women in the
Workplace
 Remove systemic obstacles
 Barriers will be different for each
  organisation
 Encourage a culture of inclusiveness
  – Important for women, the firm and
    generational diversity
Retaining Talented Women in the
Workforce
 Have gender neutral policies in place to
  support the workforce
 Understand and promote the value that a
  diverse workforce adds to the business
  and the bottom line
Strategically supporting a Work /
Life balance for successful careers
 Understand the individual and what they
  need
 Have transparency around careers and
  what needs to be achieved
 Educate managers and staff
 Promote the value of Team
 Have meaningful conversations
Innovative Models for
Workplace Diversity: Gaining
Gender Equality in the
Organisation

Liz Ryan | Director, People & culture
Direct 61 3 9288 0516
liz.ryan@maddocks.com.au

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Liz Ryan

  • 1. Innovative Models for Workplace Diversity: Gaining Gender Equality in the Organisation Liz Ryan | Director, People & Culture Maddocks 24 May 2011
  • 2. Who are we?  Law firm  420 people across Sydney and Melbourne  55 Partners  EOWA – Employer of Choice for Women for past 7 years  Won Fair & Flexible Award from Victorian Government for 2 years
  • 3. Our Strategy  To be the best law firm to work  To be the law firm of choice for clients in our chosen sectors
  • 4. Challenges for us  Experience significant change and growth  Increase in the complexity of issues due to changing demographics of the workforce and the demands of clients  Managing flexibility
  • 5. Challenges for us Contd.  Responding to client requirements  Living our values – Integrity – Stewardship – Collaboration – Innovation – Diversity
  • 6. Our approach to achieving gender equality at Maddocks  New CEO forms an Equal Opportunity and Diversity Committee as a Sub Committee of the Board  Our workforce data is analysed  A paper prepared by EEO & Diversity Committee for the Board  Female Partners are invited to address the Board
  • 7. Issues addressed in paper to the Board  Why an increased gender balance at Partnership level is important  What government and private corporations are doing  An overview and analysis of our Policies  An overview of Learning and Development framework  An overview of our Performance Management system  An analysis of work allocation
  • 8. Paper to the Board addressed Contd.  Career progression  Issues specific to Women  Barriers to progression – systems, structures and the billable hour – how partner contribution is valued – the biological clock – Issues around practice building  Summary
  • 9. The most significant action to achieve gender equality  Lead from the top  Outstanding leadership from our Chairman and CEO
  • 10. Commenced with a pilot group  The engagement of a Diversity Consultant  Interviews conducted with the senior team and senior females  Report prepared and communicated  Focus group and one on one coaching
  • 11. Unconscious Bias  What assumptions do we make about others?  What we found?  What can we do to avoid it?
  • 12. Flexibility  Who wants it?  What prevents it being successful?  How to manage it?
  • 13. Retaining Talented Women in the Workplace  Remove systemic obstacles  Barriers will be different for each organisation  Encourage a culture of inclusiveness – Important for women, the firm and generational diversity
  • 14. Retaining Talented Women in the Workforce  Have gender neutral policies in place to support the workforce  Understand and promote the value that a diverse workforce adds to the business and the bottom line
  • 15. Strategically supporting a Work / Life balance for successful careers  Understand the individual and what they need  Have transparency around careers and what needs to be achieved  Educate managers and staff  Promote the value of Team  Have meaningful conversations
  • 16. Innovative Models for Workplace Diversity: Gaining Gender Equality in the Organisation Liz Ryan | Director, People & culture Direct 61 3 9288 0516 liz.ryan@maddocks.com.au