Slater and Gordon is committed to promoting access to justice and to fostering an inclusive and equitable workplace. We believe in the importance of transparency in reporting gender pay outcomes. Our remuneration practices support equitable pay outcomes for our employees, reinforcing our commitment to fairness and inclusion.
We are proud to have been recognised by the Diversity Council of Australia as an Inclusive Employer for 2024-25 and 2025-26 for exceeding national benchmarks on key inclusivity indicators.
At Slater and Gordon, 74.4% of our 1027 employees are women, 50% of our Executive Leadership Team are women, and women account for 62.8% of employees across senior professional and managerial roles.
Addressing the gender pay gap is essential for fostering a more inclusive, productive, and successful organisation.
Our Gender Pay Gap
Equal pay for equal work is a core principle of our remuneration approach, reflecting our commitment to fairness and equity across Slater and Gordon.
When comparing current employees covered by Enterprise Agreements (predominantly operational and administrative roles but excluding senior professionals and managers), the gender pay gap is not material. For employees covered by Individual Employment Agreements, which generally comprise senior professionals and managers, the gender pay gap is also low at 2.9%.
Our current gender pay gap based on the median total earnings for all employees is 35.7% and based on average total earnings, the average pay gap is 24%. This is an increase from last year of 4% and 0.1% respectively. The year-on-year movement reflects changes in workforce composition during the reporting period, including the distribution of employees across pay quartiles.
Our data tells us that the largest contributor to our gender pay gap is the demographics of our workforce. Women are significantly overrepresented (84.2%) in the lower two pay quartiles, which largely comprise operational and administrative roles. As a firm with a large operational workforce supporting legal services, this structural distribution is the primary driver of Slater and Gordon’s reported gender pay gap
These comparisons indicate that the firm’s overall gender pay gap is largely driven by workforce distribution across different role types and pay quartiles, rather than differences in pay within comparable roles.
Employee % distribution by pay quartile and gender
The distribution of employees across occupational role types reflects broader labour market patterns. At Slater and Gordon, women are strongly represented in professional and leadership roles, while operational and administrative roles remain predominantly female. This workforce distribution contributes to the firm’s overall gender pay gap.
Our Initiatives to Support Gender Equity
Inclusive Employer
Slater and Gordon has been recognised by the Diversity Council of Australia as an Inclusive Employer for the past two years for exceeding national benchmarks on key inclusiveness indicators. This recognition illustrates the positive impact our initiatives are having on the culture of our workplace.
Development
We strive to provide opportunities for employees to develop their careers at Slater and Gordon. This includes professional development opportunities, study leave to support pursuit of further education, considering internal candidates when promotional opportunities arise, and implementing succession planning processes.
Employee Support and Benefits
We aim to make Slater and Gordon a place that is welcoming to people of all backgrounds through our workplace culture and benefits. Practical ways we work to achieve this include offering up to 26 weeks paid parental leave regardless of being the primary or secondary carer and paying super for employees during periods of unpaid parental leave should an employee wish to extend their leave. We also offer flexible work arrangements that allow carers to balance their home commitments and work duties.
Other initiatives include:
We have established a clearer career path with a development program for employees in legal support roles, ensuring they have the opportunity to grow and advance. Our plan is to further strengthen career progression for those employees in the Legal Assistant career path over the coming year through the formation of a Legal Assistant working group to create clearer and more structured advancement opportunities.
We have launched a renewed graduate program which provides a formalised development program for graduate lawyers and will assist Slater and Gordon in attracting the most talented lawyers. Our renewed graduate program has completed the second cycle, with women comprising at least 50% of selected graduate positions in each cycle.
Including utilising gender-decoding tools to ensure gender-neutral and inclusive language in job advertisements, balanced interview panels and shortlisting with gender balance in mind to foster diversity within teams while ensuring fairness and merit underpin the process.
Recognising the importance of employee wellbeing, we offer an employee assistance program, flexible hours and wellness programs.
Slater and Gordon’s commitment to the ideal of justice for all has built one of Australia’s most progressive law firms, where people from all walks of life are defended by a team from a diverse range of cultures and life experiences.