Our commitment to gender equality
At Hall & Wilcox, we are committed to fostering a fair, equitable and inclusive workplace. Gender equality is a core part of who we are and how we contribute to a stronger legal profession.
Our structure and gender representation
Hall & Wilcox operates under a partnership model supported by a service company that includes our corporate services teams. There is balanced gender representation across the firm, and across several teams. In some parts of the firm, gender representation varies. For example, women are strongly represented in legal and legal support roles, while men are more represented in technology‑focused roles. These differences influence overall pay averages.
We continue to review gender representation across the firm and assess how these patterns contribute to our gender pay gap.
Building an inclusive workplace
Our purpose is to enable our people to thrive. Hall & Wilcox has recently re-affirmed our commitment to diversity, equity and inclusion. Guided by our Hallmarks, we are committed to ensuring every individual feels valued, respected and supported. We strive to provide fair remuneration and equal access to growth, development and leadership opportunities – regardless of gender.
Gender Pay Gap reporting
We are committed to transparency and regularly monitor our gender pay gap. For the period 1 April 2024 to 31 March 2025, our WGEA gender pay gap findings were:
- Median Total Remuneration for our Corporate Group: 3.1%
- Average Total Remuneration for our Corporate Group: 8.6%
- Female Workforce Representation: 74%
- Female Representation in Management Roles: 76%
Our approach to closing the gap
We take a data‑driven and proactive approach to reducing the gender pay gap. This includes:
- routine monthly and annual gender pay gap analysis;
- reviews of recruitment, promotion and remuneration processes to reduce bias; and
- ongoing evaluation of decisions relating to pay and progression.
Initiatives supporting gender equality
We invest in a range of initiatives designed to advance gender equality across the firm, 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.
- Recognition as a WGEA Employer of Choice for Gender Equality.
Looking ahead
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. Our goal is to create a more inclusive and equitable future – for our people, for our firm and for the legal profession.
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