b'BACK TO NAVIGATIONin inclusive climates, individuals from traditionally marginalised groups experience lower levels of unlawful behaviour such harassment and discrimination, andinclusion and inclusive leadership is associated with reduced employee turnover.Businesses with more diverse workforces also better reflect the increasingly dynamic make up of their local and global customers and stakeholders which improves working relationships and effectiveness.International research conducted by Acritas Research found that diverse teams earn twenty-five percent more revenue and are fifty percent more likely to achieve a perfect ten performance score. Their client satisfaction ratings are also more than three times higher.The report also concluded that a lack of diversity is detrimental to long-term financial success for law firms.Effectively managing diversity and inclusion also assists law firms to: comply with applicable legislation and regulationalign with increasing client diversity and expectations and sustain a changing professional profile to attract and retain a better and more responsive workforce. At Law Firms In May 2015 the Law Council of Australia established the Diversity and Equality Charter recognising that treating all people with respect and dignity benefits the legal profession and the community as a whole. All Australian State Law societies and Bar Associations have adopted the Charter and some provide additional resources and support to promote diversity in law firms and other organisations including NSW Law Society Diversity and Equality Charter.Following the call from the Australian Human Rights Commissions July 2016 Leading for Change guidelines, eleven AusLSA members from the Managing Partners Diversity Forum signed a cultural diversity pledge embracing the guidelines and committing to sharing ideas and gathering data on how to increase diversity in leadership. This year these firms followed through on their commitment by conducting an in-depth survey tracking cultural diversity data at partner and senior leadership levels; reviewing position descriptions and key competencies for senior leadership roles; and sharing experiences in relation to the effectiveness of programs such as unconscious bias training to overcome barriers to progress. The group will share information about the trends within their firms and with others in the group.2021 AusLSA Member PerformanceThe AusLSA Sustainability Frameworks values of diversity, equality, respect, and inclusion are highly consistent with the legal professions values of justice, integrity, equity, and the pursuit of excellence. Law firms acknowledge their responsibilities and the benefits of improving diversity within their teams and leadership. This year 98 percent of AusLSA reporting law firms had a policy in place to specifically outline their diversity values and commitments.Sixty three percent of firms promoted their commitment by publishing their diversity policy through their websites or similar means, an increase from 58 percent in 2020. This increase in the promotion of their positions and commitment to diversity can benefit firms through a greater level of stakeholder engagement and oversight.All reporting firms have implemented formal governance structures to allocate responsibility for their policy and reporting progress with an increase in the involvement of both partners and committees.Fifty-three percent of firms allocated accountability to a partner and 71 percent established committees to assist with planning and delivery of actions across the firm.Only 17 AusLSA members are listed by the Law Council of Australia as having formally adopted their Diversity and Equality Charter in which law firms publicly commit to principles of diversity and equality however this has increased from 14 in 2020. In addition to reporting on law firms management of diversity and inclusion, the AusLSA framework separately focuses on the different elements of Gender Equality and LGBTI Inclusion as well as the associated areas of Flexible Working, Indigenous Reconciliation, Psychological Wellbeing. These areas provide additional depth and insight into the commitments and performance in creating a workplace that that supports inclusion and benefits from diversity.31'