Diversity, Equity and Inclusion
Our diverse teams and inclusive culture encourage innovation, celebrate difference and enable us to achieve outstanding outcomes for our people, clients and communities.
A culture of inclusion benefits everyone. For our firm, it’s about creating a work environment where everyone feels able to contribute positively, where unique abilities and ideas are received and considered, offering different perspectives and ultimately, better results.
Our Diversity and Inclusion strategy and networks
Our D&I strategic priorities underpin our commitment to action.
Our goals, targets and outcomes are closely aligned to our business strategy and commit us to “walking the talk”. It continues to guide our next steps to uncover, address and remove barriers to equality and inclusivity, and turn our ideas into actions.
Through the advocacy of the firm’s D&I Advisory Committee, six national grass roots networks are firmly established - each led by volunteer national leaders. Our Networks provide a safe forum for our people to share information and experiences, connect with colleagues with a common interest, and provide an opportunity to identify improvements to our workplace and culture - influencing the firm’s policies and procedures along the way.
Access/Ability (mental health & disability)
Considering ways to better support our people and clients with disability, including mental health.
Culture and identity
Identifying opportunities to improve our awareness of, and engagement with, cultural differences that exist within and outside of our workplace and the communities in which we operate, including Indigenous Australia.
Opening up dialogue around flexible working, providing a forum to consider the opportunities and issues that exist when we make changes to when, where and how we work.
Improving our understanding of, and awareness and engagement with, the LGBTIQ+ community and allies - considering ways we can better support lesbian, gay, bisexual, transgender, intersex and questioning (LGBTIQ+) people and allies.
Parents & Carers
Providing a community for our Parents and Carers to learn from and support each other - contributing to actions that will improve support for the many people in our workforce who have caring responsibilities.
Six Degrees (gender equality)
Supporting the inclusion of women through leadership, mentoring, education and knowledge-sharing opportunities for our people and clients.
Our commitment to diversity and inclusion starts at the top
Our D&I governance comprises an Advisory Committee that reports to the Board, ensuring that support of our activities is driven from the top.
A word from our leaders
Andrew White - National Managing Partner and D&I Advisory Committee Member
The success of Sparke Helmore’s D&I strategy is largely determined by our ability to attract and retain high-calibre people, who connect with our clients.
We have worked strategically and intentionally to embed equality and inclusion into our culture.
Each of us is responsible for ensuring we give life to that culture through our words, actions and choices on a daily basis.
At Sparke Helmore, we are building a culture that encourages our people to bring their best selves to work. Underpinning this structure is a commitment to honest conversations, an openness to change, and transparent and measurable results.
Our goal is to embed a culture of inclusivity at Sparke Helmore so that it simply becomes the way we do things.
WGEA Employer of Choice for Gender Equality
Sparke Helmore has been recognised as an Employer of Choice for Gender Equality (EOCGE) by the Workplace Gender Equality Agency (WGEA) since 2018, demonstrating that our efforts to improve outcomes for women and men at the firm are continuing to have an impact.
Find out more about the Employer of Choice for Gender Equality citation here.