Our vision and commitment is to create a working environment where everyone can thrive.
We are proud of the work we have done to date and we also recognise that ensuring true diversity and inclusion is a long-term focus requiring ongoing commitment to create meaningful change. Part of this commitment is holding ourselves accountable to these goals, and implementing a work programme across a wide range of areas to support our goals.
Understanding cultural and systemic barriers to attracting, retaining and promoting talented people will be a core focus for our programme of work.
We've seen the power in harnessing the potential and energy of our people to build and maintain an environment where everyone can thrive, and we are committed to continuing this mahi.
We fundamentally believe that building an inclusive culture will enable us to be a firm that our people, clients and wider community are proud to be associated with. Our Diversity & Inclusion strategy was refreshed on 3 March 2022.
The Board, partnership and management believe in enabling a supportive and inclusive workplace for people of any gender, cultural identity, sexual orientation or way of working. This inclusivity means everyone can be themselves at work and empowers us to continue to build and enjoy a positive workplace together.
Some recent initiatives include:
We recognise that ensuring true diversity and inclusion is a long-term focus requiring ongoing commitment to create meaningful change. Part of this commitment is holding ourselves accountable to our three strategic goals and workplan actions including pay gap reporting.
Our firm-wide gender pay gap is 6.02%.
Our firm-wide Māori pay gap is 4.25%.
These calculations include all our employees, across all legal and business services teams.
Our gender pay equity gaps (paying people in the same roles the same pay, irrespective of their gender) across our three core legal roles are all less than 1.5%.
The workplan that sits behind our D&I strategy is key to closing the gap. By reporting our gaps, and committing to do so annually, we are taking important steps to closing these. We also need to ensure we maintain:
*Our gender pay gap is a percentage measure of the difference between the median full-time equivalent earnings of all women and the median full-time equivalent earnings of all men.
Our ethnicity pay gaps are a percentage measure of the difference between the median full-time equivalent earnings for everyone self-identifying as a specific ethnic group and the median full-time equivalent earnings of all other employees.
Our current number of employees who identify as Pacific Peoples is too low to report a meaningful gap, and to provide the information in a confidential format.
This data is employees of Russell McVeagh only and does not include partners. Values are as at March 2022.
Gender data in this report is reported using binary female and male categories.