b"2021 AusLSA OUR PEOPLE OUR ENVIRONMENT OUR COMMUNITY OUR GOVERNANCESUSTAINABILITYSUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS:SUMMARY AND HIGHLIGHTS: PROFILE Allens has a long-held commitment to a diverse and inclusiveAllens has a longstanding commitment to sustainabilityAllens' Community Engagement Program includes our pro bonoAllens maintains the highest ethical standards and takes a workforce, where we see enormous strength in the unique backgrounds and life experiences our people bring to the \x1frm.that is inspired and driven by a network of Sustainabilitypractice, Reconciliation Action Plan, sustainability work andzero tolerance approach to discrimination, harassment Our Inclusion and Diversity Council is chaired by our ManagingCommittees, made up of partners and staff.philanthropy. Through this work, we contribute our expertise andand bullying in the workplace. Partner and oversees Allens' inclusion and diversity strategy andWe maintain carbon neutral certi\x1fcation for our Australianprofessional skills to improve access to justice, alleviateOur Equal Employment Opportunity, Bullying and progress. Our career model, policies and initiatives, including ourof\x1fces through the Australian Government's Climatedisadvantage, advance reconciliation and promote sustainability.Harassment Policy is supported by a Grievance Policy approach to \x1eexibility and parental leave transition coachingActive Carbon Neutral Program, and we also maintain anOur history of leadership in pro bono and community work hasand access to a free, independent and con\x1fdential programs, have all been developed with an emphasis on theenvironmental management system.seen us lead the way on constitutional recognition, carboncounselling service for all staff and their immediate family engagement, career and professional development andOur continued efforts to reduce our energy use,neutrality and refugee rights. We are lucky to work with manymembers. The \x1frm has an Anti-Corruption Policy and a promotion of all our employees. Allens has four employeegreenhouse gas emissions and paper use have includedinspiring organisations to make a difference in our community.Fraud Prevention Policy. The \x1frm's Of\x1fce of General network groups who actively foster gender, LGBTQ+, culturalthe transition to 100% GreenPower accredited energy forOur community program is overseen by a CommunityCounsel also provides guidance and training to staff. and linguistic, and Aboriginal and Torres Strait Islander inclusion.our Sydney and Melbourne of\x1fces, ongoing investment inEngagement Board and managed by a dedicated team. Our proWhen purchasing goods and services, Allens takes into Our LGBTQ+ network, ALLin, provides opportunities forvirtual conferencing tools, and the promotion of digitalbono practice is an integral part of Allens' legal work. We giveaccount environmental, social and ethical considerations members to build relationships with each other, clients and theworking practices.free legal assistance to disadvantaged individuals and a range ofand encourages its suppliers to adopt practices to community through events and pro bono legal assistance onNGOs to promote access to justice and protect human rights.minimise their impacts. We promote supplier diversity LGBTQ+ matters. Our Cultural Awareness Network works toThrough our Sustainability Committees, we have alsoWe aim for an average of at least 50 hours pro bono work perand economic inclusion by identifying opportunities to promote cultural and linguistic diversity and inclusion, improveparticipated in events such as World Environment Day,lawyer each year.support and work with suppliers owned by and develop cultural competency, and celebrate culturalNational Plant-a-Tree Day and National Recycling Week,Allens funds charitable projects that make a real impact andunderrepresented groups and we were the \x1frst law \x1frm differences. Allens has been recognised by WGEA as anand organised campaigns to promote awareness of Firm: Allens Employer of Choice for Gender Equality for the past 17 years,environmental issues and environmentally responsibleencourages staff involvement with community including throughto join Social Traders to build our procurement spend our matched funding program and volunteering. We've had awith social enterprises. Headcount: 1,340 (FTE) and we are well on our way to achieving our target of at leastpractices. Reconciliation Action Plan in place for over 10 years. Through 35% female partners by 2022. Through our RAP, and as a member of Supply Nation, Floor Area: 24,809m 2 First Nations engagement initiatives, Allens creates employmentAllens also supports and seeks to engage Aboriginal and opportunities, builds capacity through staff secondments andTorres Strait Islander-owned businesses in our supply supports access to education. chain. The \x1frm also has an Equal Opportunity Brie\x1fng Allens is a leading international law \x1frmPolicy to encourage brie\x1fng practices that promote with a long and proud heritage ofgender equality in the legal profession.shaping the future for our clients, our people and the communities in which we work. We are privileged to hold some ofGENDERPOLICYthe world's longest ongoing client34% 58% 68%relationships, stretching back more thanEQUALITY FEMALE FEMALE FEMALE170 years, and we're committed toGENDER GREENHOUSE GAS EMISSIONS INDIGENOUSPOLICY RAP CODE OF CONDUCT POLICYPUBLISHED TARGET STAFF STAFF RECONCILIATION /RISK MANAGEMENTbringing our talent, expertise andEQUITY PARTNERS LEGALNON-LEGALINITIATIVES:insights to continue solving their Employer of Choice for Gender EqualityInternal networks or committees GROSS EMISSIONS STRETCHACTION PUBLISHEDtoughest problems and creating ways International Women's DayLCA Diversity and Inclusion CharterUN1,007t0.75t/employee PLAN LEVELforward to help them thrive.Womens' Empowerment SignatoryEquitable Brie\x1fng CommitmentINITIATIVES:(CommBar/LCA/etc)Charter for Advancement of Women in Legal Profession87% 0.20% 1.9%Af\x1frmative procurementCultural awareness trainingIndigenousCODE OF COMPLAINTS RISK BCP ORFrom playing a pioneering role in the Pay Equity Ambassador 893t employment and internshipsNAIDOC Week National Reconciliation WeekCONDUCT & GRIEVANCE MANAGEMENT ERPBUILDINGSPro bono supportReconciliation Action PlanScholarships and studentTRAINING MECHANISM PLANdevelopment of legislation and89% mentoringVolunteering and secondmentsregulatory frameworks in the Asia region,INCLUSIVED POLICY L POLICY 0.04t/m2to acting on numerous '\x1frsts' across aWORKPLACE I G 0.00% 9.2% 2.2% SUSTAINABLE SUPPLY POLICYVE B NON LEGALrange of industry sectors and communityR T 114t IN DEVT IN DEVT CHAIN MANAGEMENTS II Q PUBLISHED 11% VOLUNTEERINGT + TRAVELissues, it is in our DNA to make aY 0 0.0 7t/e e e .0 2t/e e edifference and help shape what ourINITIATIVES: mploy mploy NON LEGAL PARTICIPATION DCA membershipHost or lead external programsInternal networks orVOLUNTEERINGIN NON LEGALworld looks like.committeesRARE contextual recruitment systemPinnacle FoundationINITIATIVES: ACTIVITIES VOLUNTEERINGpartnershipAWEI reportingIDAHOBIT DayLCA Diversity and EqualityCARBON 40% 100%Community VolunteeringOrganised volunteeringSecondments to NGOs SUSTAINABLE STANDARDS STANDARDS MODERN FEDERAL NSWAllens was the \x1frst organisation inCharterPro bono legal supportLGBTI awareness trainingManagingOFFSETS &Skilled volunteeringStudent tutoring and mentoring SUPPLY CHAIN APPLY TO APPLY TO SLAVERY LEGISLATION LEGISLATIONMANAGEMENT EXISTINGNEW PROGRAM PARTICIPATION (PENDING)Australia to become a signatory to thePartners Diversity ForumTraining - Cultural awareness unconscious biasRENEWABLES SUPPLIERSSUPPLIERSUnited Nations Global Compact and we Wear it Purple DayPride in Diversity Membership SUPPLIER STANDARD COVER:have a strong commitment to upholdingNET EMISSIONS CHARITABLE IN DEVTHuman RightsEnvironmental ImpactsFair Labour Practices0t0t/employee GIVINGCommunity DevelopmentIndigenous InclusionGender Equality the principles of the Compact, and toFLEXIBLEPOLICYUN Global Compact and Sustainable Development Goals1818 WEEKS WEEKS 91% CORPORATE PARTICIPATIONresponsible corporate citizenship. WORKPLACE CORPORATEGIVINGPRIMARY SECONDARY RETURN TO INITIATIVES: PROGRAM GIVING SUSTAINABILITYREPORTCARER CARER WORK AFTER ENVIRONMENTAL POLICYCorporate donationsExternal charity events and appealsInternal appeals INITIATIVES: PARENTAL and collectionsMatched workplace givingWorkplace giving REPORTINGLEAVE MANAGEMENT Career break /SabbaticalsCarer's leaveChild CareFlexible work hoursENV. Flexible working promotion and supportJob sharingLeave return budgetIMPROVEMENT CSR - UNSDGsadjustments Part time optionsPurchased leaveReligious and ceremonialPUBLISHED TARGET LEGAL STRATEGYleaveRemote working tools and systemsStudy leaveTime in lieuUnpaidINITIATIVES: CitySwitch Green Of\x1fceClimate Active Carbon NeutralPRO BONOleaveLCA Diversity and Equality Charter ProgramEarth HourWorld Environment Day TARGET METThese icons provide limited information about the \x1frmsPRO BONOENV. PUBLISHED CENTRElegal pro bono commitment. More extensive PSYCHOLOGICALPOLICY MANAGEMENT information is reported by the Australian Pro BonoTARGETWELLBEING SYSTEM (EMS) Centre and on individual \x1frms websites.STAFF Further informationSURVEYSRECYCLING100% 100% 100% 100% from AusLSAINITIATIVES: (OFFICES) Host or lead external programsPsychological support/ EAPResilience and stress management trainingResilience at LawR U OK? programsSalary% of\x1fce availabilitycontinuanceMinds Count TJMF GuidelinesWhistleblowing hotlineDomestic violence paid leave PAPER 28,500kg 61%USAGE2 1 Rkg/e c cled ntPHYSICALPOLICY .3 ee employ yconteWELLBEING PAPER CERTIFICATION:STAFF FSCSURVEYS INITIATIVES: Discount health insuranceErgonomicsGym membershipsWellness awareness and promotionFlu vaxHealthy cateringProactive health checksTeam eventsWork based exercise sessions"