Inclusion and Belonging

Advancing equity, respect, and opportunity across our firm and community

Inclusion and Belonging at Wotton Kearney

In FY25, Wotton Kearney formally endorsed our firm-wide Inclusion and Belonging Strategy, an important milestone that reaffirms our unwavering commitment to equity, respect, and opportunity for all. In a time of increasing global and local challenges to diversity, equity, and inclusion efforts, our leadership has remained steadfast.

This strategy provides a clear, actionable roadmap for building a culture where everyone feels seen, heard, and valued, a culture that not only supports our people today but also shapes the legacy we want to leave as a firm committed to fairness, respect, and lasting impact.

Through this work, we are not only advancing inclusion at Wotton Kearney but also contributing to a more equitable legal profession and society.

“We know that building a truly inclusive workplace requires more than just policies or initiatives, it takes all of us working together, day in and day out. As we continue to work together on this important initiative, we will create an even better place to work and a workplace where we can continue to Think Big, Trail Blaze and make an impact on individuals and communities in need.”

David Kearney

Chief Executive Partner

Sydney

Gender Equality

Gender Pay Gap Transparency

Released WK’s second Gender Pay Gap Report in March 2025, aligned with the Workplace Gender Equality Agency’s (WGEA) national data release.

Positive Progress

Achieved a 3-percentage point reduction in WK’s median total remuneration gender pay gap since the previous year, demonstrating measurable progress.

Pay Equity for Lawyers

Maintained a 0% gender pay gap within the lawyer cohort, reinforcing WK’s strong commitment to equitable remuneration.

View our Gender Pay Gap Statement here.

Employee Networks Highlights

GEN – Gender Equality Network

Celebrated International Women’s Day 2025 under the UN theme “For all women and girls: Rights. Equality. Empowerment.”
Hosted an APAC-wide “empowerment quest” quiz, connecting across regions through learning and shared celebration.
Hosted a Pink Ribbon Breakfast in support of the Breast Cancer Foundation NZ that was dedicated to raising donations, awareness for breast cancer research, education and support services.

“At WK, addressing the gender pay gap is a key part of our broader commitment to achieving true gender equality. Employee networks like the Gender Equality Network (GEN) play a vital role in driving this progress by creating a platform for advocacy, collaboration, and action. They provide employees with opportunities to share experiences, challenge biases, and influence the policies and practices that shape our workplace. Having a dedicated network focused on gender equality ensures that issues like the GPG are kept at the forefront of our priorities, fostering a culture of accountability and transparency. While there is more work to do, we remain steadfast in our mission to create an environment where everyone is valued, rewarded equitably, and empowered to reach their full potential.”

Rebecca Wilson

Chair of GEN (FY25) and prior WK Employee

Brisbane

REACH – Racial, Ethnic and Cultural Heritage Network

Released an Anti-Racism Toolkit on the International Day for the Elimination of Racial Discrimination, supporting learning and action on workplace racism.
Commenced planning for cultural and religious observance celebrations.
Secured prayer rooms and spaces in all offices promoting inclusivity for religious observance.
Celebrated events of cultural significant for the NZ team, including Matariki, Te Wiki o te Reo Māori, Diwali and Lunar New Year.
Delivered Te Ao Māori and Tikanga Māori workshops.

Pride Network

Formed a Pride working group to support pursuit of bronze accreditation in the Australian Workplace Equality Index (AWEI).
Hosted a vibrant Drag Bingo event with approximately 70 attendees in Sydney and Melbourne.
Coordinated local Pride Month celebrations across participating offices.
Participated in NZ’s Sweat with Pride initiative, attributing to many hours of sweat sessions and raising close to $4,000 in donations.

WKYP – Wotton Kearney Young Professionals

Delivered WK’s first formal Mentoring Program, providing development tools, logistical support, and structured guidance for mentees and mentors across the firm.

Access@WK – Disability & Accessibility Inclusion

Published an internal awareness article promoting disability inclusion and accessibility.

CommKap – Parents and Carers Network

Launched a peer-support initiative matching members with shared experiences.
Achieved Breastfeeding Friendly Workplace accreditation and promoted feeding rooms across all offices.
Enhanced our Parental Leave Policy in NZ, with key initiatives being increased paid leave provisions, as well as and the implementation of a financial baby prep programme

“As the Executive Sponsor of the Parents and Carers Employee Network, CommKap, I am happy to see that WK is continuing to enhance our parental leave policy. The recent changes made will allow individuals of all genders to take meaningful time with their families during such a special and emotionally significant period. Having taken parental leave myself, I understand the importance of balancing work and family life. The recent policy uplift will help ensure that all employees, regardless of gender, are given equal opportunities to advance in their careers without any disproportionate impact of caregiving responsibilities. It’s vital that our policies and firm culture empower our people to thrive both at work and at home.”

Scott Macoun

Partner

Brisbane

WKARE – Wellbeing and Resilience

Organised firm-wide activities for World Mental Health Month, including office-based morning teas promoting rest, connection, and mental wellbeing.
Introduced “Walk n’ Talks” with Partners to encourage open mental health conversations and connection at all levels.
Participated in the New Zealand Pink Shirt Day event, raising awareness of workplace bullying and facilitating diversi-TEA discussions with the team.
Undertook Wellbeing and Resilience training focussed on Mental Wellbeing in the legal profession.

FY25 Reconciliation Reflections: Progressing Together

In FY25, Wotton Kearney took meaningful strides on our reconciliation journey. We began the transition from a Reflect Reconciliation Action Plan (RAP) to an Innovate RAP, a significant step forward that reflects our growing commitment to reconciliation as a core part of who we are and how we work.

This next phase challenges us to move beyond reflection into sustained action: building long-term, respectful partnerships with Aboriginal and Torres Strait Islander communities; embedding reconciliation into our procurement practices, pro bono initiatives and client work; and identifying practical ways to create more inclusive pathways and reduce structural barriers. Our Innovate RAP is being developed in consultation with internal and external stakeholders, plus Reconciliation Australia and will launch later in 2025.

A standout moment in our FY25 calendar was our National Reconciliation Week (NRW) event, delivered in partnership with the Justice and Equity Centre (JEC). Held across all WK offices, the event brought our people together to reflect, listen and learn in the spirit of this year’s NRW theme: Now More Than Ever.

At the centre of the event was a powerful truth: reconciliation begins with truth-telling.

We were privileged to welcome Elizabeth Clark, a leading voice from the Towards Truth project at JEC. Elizabeth shared the complex and often painful legal and policy history that continues to shape the experiences of First Nations peoples. Her presentation offered a deeply moving and educational exploration of how laws and institutions have created intergenerational disadvantage and how understanding this history is essential for those seeking to be allies and changemakers today.

Launching the Vision Enabler Scholarship

In 2025, WK proudly launched the Hamid Senni ‘Vision Enabler’ Scholarship, created in memory of our inaugural Head of Diversity & Inclusion. This annual award of up to $15,000 supports one WK staff member to pursue further study or professional development, continuing Hamid’s belief in the power of education to unlock opportunity and drive change.

The scholarship not only invests in the professional growth of our people but also honours Hamid’s enduring legacy, inspiring us all to lead with curiosity, courage and a commitment to excellence.

Sweat with Pride

Earlier this year a team of 24 WK New Zealand staff members took part in Sweat with Pride, a month-long fundraiser to support Aotearoa’s rainbow communities. The initiative wasn’t just about raising money, it was about moving our bodies, standing up for inclusivity, and having fun as a team while supporting a cause that matters. Throughout the month, team members got active for 21 minutes a day. This included walking, dancing, swimming, yoga, gardening. Every minute helped raise funds and awareness for LGBTQIA+ health and wellbeing initiatives across New Zealand.

As a team, we got sweaty for a total of 21,800 minutes and raised over $3,900 for the rainbow community. 80% of the profits from Sweat with Pride went to the Burnett Foundation, the largest community provider of sexual health support and testing services for the rainbow community. Although Pride month finished, the WK New Zealand team keep supporting each other, and moving with purpose and pride.

Pacific Island Law Students Association

In October, we sponsored the Pacific Island Law Students Association (PILSA) annual end of year dinner. Serving within the University of Auckland, PILSA aims to maintain a successful culture for Pasifika Law students. Celebrating success and supporting all aspiring lawyers is important to us and the future of Aotearoa.

New Zealand statistics

57% of our lawyers and 40% of our partners are female
Across our offices we speak 15+ languages and identify with 11+ ethnicities
20% of our staff work part-time
Average age of our employees is 37.5 years

Dive In Festival

The Dive In Festival is one of the world's largest diversity, equity and inclusion events. The festival has focused on topics including gender, age, culture, orientation, mobility, faith, mental health, and disabilities. WK New Zealand has been a Dive In sponsor since 2018, taking an active role in driving the advancement of diversity and inclusion in the insurance industry. Last year we proudly sponsored an event on “A pathway to equity, empowering women’s financial wellbeing for a better tomorrow” by gender equity strategist, Angela Meyer, alongside AIG and Marsh. Some of the key takeaways we learnt on how the insurance industry can support our wahine include:

Design policies for Pasifika women and single mothers to create systems beneficial for all (read the Mako Mama Mangopare report for more information)
Increase female leadership to ensure women’s voices are heard and their issues are addressed
Involve men in the conversation to raise awareness and build advocacy
Commit to long-term initiatives with lasting impacts