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Diversity at Allens
- Average rating for Diversity, based on 15 reviews8.7 / 10
Please provide further information on diversity with respect to women, ethnic minorities and LGBT. Please comment on issues such as recruitment, retention, promotion, child care, maternity leave, etc.
The recruitment process used RARE to anonymise applications. There is great diversity at the lower levels, however the ratio of women, LGBT and ethnic minorities at the senior levels is still lacking.
We have committees for women in law, LGBT community, refugees and Indigenous reconciliation.
They have made a deliberate effort to increase diversity and support women, ethnic minorities and LGBT employees. Committees help keep the issues in focus, and flexible working really helps. I know of a woman who was promoted to partner while on maternity leave, a grad who leaves early on Fridays to observe Sabbath, an associate who was able to work part-time while pursuing a career in writing and many employees who work from home or flexibly on a routine basis to balance work and family life.
Excellent diversity and turn over seems to be extremely low. Allens recognises that people want to experience new things and are very happy to organise secondments and transfers to other offices.
Allens are all over ticking every box and its great.
Women@Allens and All In (the LBGTQI committee) are very active in the workplace and many internal and external events are put on by these committees, showing the firm's commitment to these causes.
Parental leave is generous. There are many senior female partners. I think our LGBITQ team does a great job of raising awareness around the firm. Overall, most people who work here are Asian or Caucasian, but I don't think this is due to 'exclusion'.
Community groups aimed at addressing and supporting these issues / causes. Very important and recognized as such in firm culture.
What does your company do to attract applicants from less privileged backgrounds?
The firm encourages applications from less privileged backgrounds through the RARE recruitment process, as well as other intern programs.
Indigenous internships, screening out details to avoid unconscious bias in recruitment.
Diversity questionnaire during the application process
The RARE recruitment program
Recruitment uses the RARE tool.
Allens has a number of indigenous and underprivileged internships and mentoring programs to attract applicants from less privileged backgrounds
As part of the recruitment process the firm conducts a 'RARE' assessment. It's a quiz that determines an applicant's disadvantage and diversity.
I understand that there are specific firm programs directed to this.