The Lantern Legal Group’s Commitment to Gender Equality

The Lantern Legal Group Pty Ltd (TLLG) has a firm commitment to gender equality. This is enshrined in the firm’s equal opportunity policy framework and in the firm’s systems and processes.

TLLG has recently employed a General Manager-People & Capability with significant expertise in engaging with the Workplace Gender Equity Agency’s Employer of Choice citation and the firm has commenced a project to understand it’s obligations should it seek to achieve this citation.

Current Approach to Gender Equity

In recent decades the firm has taken great strides toward being a leading law firm with respect to gender equality.

In 2023:

  • the firm has a 55:45 split of male:female representation in its’s equity ranks (60:40 on proportionate equity holding). Of the entrants to equity holding since 2017, seven of those nine have been females. Almost half of the equity participants have part time arrangements.

  • the firm is not asked, nor does it seek, to participate in league table type surveys with publications such as The Australian or the Australian Financial Review. If it had participated it would have ranked in the top 5 of 52 in the gender balance rankings.

  • the firm proudly has five of its equity holders (25%) engaged on part time commitments, with meeting cycles accommodating a different lifestyle and availability.

  • at the lawyer (non-equity) level the firm is represented by 56% females. The gender balance by title shows the ratio of Male v Female salaries (on a FTE basis) to be +3%.

  • the firm has 13 (22%) of its’ employee solicitors in part time roles.

  • the administration and support functions are in two parts - legal assistants and practice support. There is a group of four general managers, three of whom are female and where the average FTE salary comparative is +10%.

    • the firm has 100% female representation amongst its’ 24 assistants, of which half work on a part time basis.

    • the gender split for practice support is 7:19 and the salary comparative is +12%.

  • the firm has flexible WFH policies for all equity holders and staff to accommodate the post-COVID balance sought and the family and social commitments for our people. Part time employees have a documented right to flexibility in their office attendance cycle.

At each component level within the firm the gender balance is, we believe, profession leading. It is a naturally occurring outcome, on merit, without fabrication nor without policies to drive such outcomes.

Drivers of the Pay Gap

TLLG represents two legal practices, one regional and one metropolitan. The firm’s history links back to the gold rush in Geelong and the inaugural firm can be traced back 180 years ago. The firm for most of its’ history was like most other firms of its’ type, predominantly comprised of male lawyers and female support staff.

At the lawyer (non-equity) level the firm is represented by 56% females. The gender balance by title shows the ratio of Male v Female salaries (on a FTE basis) to be +3%.

Within the WGEA survey the firm’s gender pay gap is currently 25%. The main driver of this gap is that the Legal Assistant recruitment pool is 100% female (and 50% part time). Additionally, the paralegal cohort is exclusively female (and one-third part time). This has translated to a substantial all female direct legal support pool at lower paid, but industry aligned, salary levels which have contributed to the reported gender pay gap ‘score’.

Action Plan

TLLG is in the process of understanding the implications of the gender pay gap as reported within the WGEA framework. The legal profession is structured almost universally similarly across firms from small to top tier. It will not be tipped on its’ head with quick fixes, but opportunities to enhance equity and fairness will be explored.

TLLG’s new GM – People & Capability has commenced internal reviews with respect to:

  • the firm’s recruitment processes.

  • the firm’s policy framework including the Parental Leave Policy.

  • a focus on firm and leader capability development through a comprehensive Learning and Development Framework.

  • continuing the gender-based remuneration audit at the completion of the annual salary review cycle.

  • explaining to firm leadership the expectations attached to the Employer of Choice for Gender Equality citation, including a roadmap to assist with understanding expectations and obligations to achieve and maintain citation.

Andrew Barnes, CEO

February 2024