Hall & Wilcox WGEA Employer of Choice for Gender Equality in 2026

Hall & Wilcox has again been recognised as an Employer of Choice for Gender Equality (EOCGE) by the Workplace Gender Equality Agency (WGEA). The firm’s continued recognition reflects our commitment to evolving our approach, by using data, listening to our people and taking practical action to improve outcomes. 

The citation recognises organisations that take meaningful, measurable action to improve gender equality – embedding fairness, opportunity and safety into the everyday employee experience.

For Hall & Wilcox, this recognition reflects a continued focus on removing barriers to gender equality in the legal profession and ensuring our people can thrive at every stage of their careers.

WGEA is an Australian Government agency dedicated to improving gender equality in Australian workplaces. Its EOCGE citation is awarded following a rigorous application process that assesses leadership, strategy and accountability, pay equity, flexible working, support for carers and initiatives to prevent discrimination, harassment and bullying.

Chief Executive Partner Graydon Dowd said the recognition highlights both the firm’s commitment to its responsibility and its ongoing commitment to progress.  

‘As a national commercial law firm, we recognise the role we play in shaping a more equitable legal profession. Achieving true gender equality is a long-term commitment. We remain focused on driving meaningful progress and ensuring gender equality continues to guide our culture, decision-making and future growth,’ he said.

‘Our goal is to create a more inclusive and equitable future. For our people, for our firm and for the legal profession.’

‘This matters not only for our people, but for our clients. Diverse, inclusive teams bring broader perspectives, better decision-making and ultimately stronger outcomes.’

The Hall & Wilcox gender equality strategy is underpinned by strong governance, including a Diversity and Inclusion Advisory Council that oversees strategy and progress, and regular reporting to the Board and Executive Leadership team. This ensures gender considerations are embedded through structured review and accountability in the firm’s everyday business practices.

The firm continues to invest in initiatives that support gender equality, including:

• up to 26 weeks of paid parental leave, paid fertility and pregnancy loss leave, and superannuation on paid parental leave;
• flexible hybrid working options;
• supporting our Gender Equality Network, which fosters discussion and drives action on gender issues across the profession and within the firm;
• a highly regarded Women in Leadership program and firm‑wide mentorship opportunities;
• backing the Law Council of Australia’s Gender Equitable Briefing Policy and strengthening our own internal initiatives;
• signatory status to the Law Society of NSW and the Law Institute of Victoria Charters for the Advancement of Women;
• funded memberships with Women Lawyers Associations for women, non‑binary lawyers and men as allies;
• partnering with Grace Papers to provide coaching for our people, supporting inclusive, flexible workplaces and smooth parental transitions.