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Diversity at King & Wood Mallesons
- Average rating for Diversity, based on 85 reviews8.3 / 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 firm actively supports diversity and this is definitely noticeable.
Paid maternity leave; quite a good amount of women in senior roles including the head of the Australian firm.
We have a number of active working groups led by partners.
I like the activity around LGBTI inclusion.
Diversity and inclusion programs, a strong pro bono practice.
A lot of women, LBT and selection process takes away biases.
They have a lot of engagement / awareness around these issues. I haven't had much personal experience to say how effective it is.
We are doing very well I think. Many people work part time so that they could look after their family or pursue their dreams outside law.
In our team there are flexible working arrangements that allow senior associates with young children to work part time (2-3 days a week) and work from home for some of those days.
We are strong advocators of the LGBTI network. There are also other committees that focus on pro bono work and the firm is very receptive to feedback given to them in any respect. This is why there are flexible working arrangements in place.
Diversity is emphasised in all areas and various benefits are offered.
There are programs for women, LGBTI and a Reconciliation Action Plan. There are flexible work options.
The firm appears committed to diversity, although I have not tested this myself.
Lots of women, seem to have fair recruiting processes.
The firm have a diversity team and are constantly looking at ways to improve diversity within the firm.
Generally very good at junior stages. Time will tell if this flows through to senior stages.
Have already had 2 presentations on diversity in the first 3 weeks, as well as been invited to join the Link diversity network.
What does your company do to attract applicants from less privileged backgrounds?
The firm is generally very inclusive. Application review is done on a blind basis - so it is unclear what university people are from during the selection process. Removes unconscious bias.
Selection process boosts applicants from less privileged backgrounds.
KWM has a partnership with the Smith Family and offers scholarships to high achieving students in the Smith Family's program.
We run a program which brings students from indigenous backgrounds to the firm and lets them explore it.
Scholarships, mentoring programs and internships.
Career Trackers program. I think they also award scholarships.
It has a blind recruiting system and identifies those who have risen from less privileged backgrounds.
The firm has a screening process to remove bias in job applications around university and background.
Scholarship for aboriginal people.
The company uses a blind application system which strips applications of all features which would identify a person's backgrounds so that everyone gets an equal chance, and unconscious bias is eliminated.
Uses de-identified screening process. There were a number of others from smaller unis.