Wotton + Kearney details approach to closing gender pay gap

Law firm Wotton + Kearney (W + K) has outlined its ongoing initiatives to close the gender pay gap within its Australian operations.

In its latest Gender Pay Gap Employer Statement, the law firm reported a reduction in its gender pay gap over the past year, with chief executive partner David Kearney reaffirming the firm’s commitment to addressing pay equity and career progression.

“Over the past year, we have made significant strides in reducing our gender pay gap. This reflects our dedication to fostering a culture that values diversity, champions equity, and celebrates inclusion. Transparent pay practices, targeted development opportunities, and programs to support women in leadership have been instrumental in this journey,” he said.

Key strategies to promote pay equity

W + K’s people and culture director, Odile Shepherd, said the firm uses a data-driven approach to monitor and address gender-based pay disparities.

“Through data-driven practices and ongoing reviews, we’ve made meaningful progress, though we recognise this work is continuous. Our inclusive culture empowers our team to thrive and succeed, aligned with our shared values,” she said.

The firm’s strategy includes:

• transparent hiring and promotion frameworks to mitigate biases in pay and career progression
• employee-led advocacy groups promoting workplace inclusion and gender equality
• equitable distribution of legal work to ensure fair opportunities
• public progress reporting to maintain accountability
• regular pay equity assessments during recruitment, salary reviews, and promotions
• flexible work arrangements to support employees balancing work and caregiving responsibilities
• workplace training to reinforce anti-discrimination policies and employee rights

Pay gap data

W + K’s report showed a 25% median total remuneration gender pay gap, although the firm stated that industry comparisons should consider differences in organisational structures.

W + K’s data, reported to the Workplace Gender Equality Agency (WGEA), included partners as employees. The firm noted that removing partners from its dataset would reduce its reported gender pay gap, aligning more closely with industry averages.

In the most recent reporting period, W + K’s median total remuneration GPG decreased by three percentage points. Additionally, 52% of the firm’s promotions went to women.

Broader gender diversity challenges in insurance, automotive sectors 

Meanwhile, a separate report by Solera identified significant gender diversity barriers in the insurance and automotive industries.

According to the report, 65% of surveyed organisations indicated that gender-related challenges are more pronounced in insurance and automotive compared to other industries. Common barriers include:

• limited workplace flexibility, cited by 36% of respondents as a significant issue, particularly for employees managing caregiving responsibilities
• gender pay disparities, highlighted by 34% of organisations as an ongoing challenge
• entrenched gender stereotypes, which 33% of respondents said limit women’s participation in leadership and technical roles

Industry responses

Despite these challenges, some companies have introduced programs to improve gender representation in leadership and technical roles. Solera’s study found that:

• 76% of companies have targeted recruitment strategies to attract more women to technical roles
• 73% have set leadership diversity targets to increase female representation in senior roles

However, 21% of companies still lack mentorship or career advancement programs specifically for women in technical fields.

Community-based gender equity initiatives

Beyond internal workplace policies, W + K has implemented community-focused initiatives to support gender equity.

Heidi Anderson, head of pro bono and responsible business at W + K, said the firm has taken steps to address systemic barriers to economic and workplace equality.

“Through our pro bono work, community partnerships, and responsible business practices, we strive to reduce inequalities and promote access to justice,” she said.

As part of these efforts, W + K reported an 83% increase in pro bono contributions and introduced a cadetship program for women affected by financial abuse. Other initiatives include research into the impact of artificial intelligence on women’s workforce participation and efforts to improve gender representation in STEM fields.