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Annual Report 2019 - 2020

Workforce diversity and equity

We aim to have a diverse workforce that reflects our diverse client base.

Recognition as a disability confident recruiter

Legal Aid NSW achieved Disability Confident Recruitment status for a second year, awarded to organisations who understand the benefits of a diverse workforce and are committed to ensuring their recruitment and selection processes are accessible to people with disability.

Under our Diversity and Inclusion Plan 2020–2021, we aim to lift the proportion of employees identified as having disability to 8 percent by 2021. This year we successfully conducted our first disability-targeted recruitment action. The proportion of staff with disability is 6.3 percent.

Increasing the proportion of Aboriginal and Torres Strait Islander staff

The proportion of Legal Aid NSW staff who identify as Aboriginal and Torres Strait Islander in 2019–2020 was 6.1 percent. As part of the Legal Aid NSW Aboriginal Employment and Career Development Strategy 2018–2023, we aim to increase this to 11 percent.

We undertook the following activities to help us achieve this:

  • Maintained our partnership with the Aboriginal Employment Strategy and placed two administrative trainees at our Tamworth and Lismore offices.
  • Promoted our Judge Bob Bellear Pathways to Legal Careers Program, recruiting two graduate program positions, two paid Professional Legal Training positions, and five cadetship program positions.
  • Maintained our Aboriginal Employment Steering Committee to help drive the implementation of the strategy.
  • Held two Aboriginal Staff Network meetings.
  • Held monthly meetings to manage the Aboriginal and Torres Strait Islander-targeted talent pool process.
  • Convened recruitment to create Aboriginal and Torres Strait Islander-targeted talent pools for a range of roles.
  • Partnered with TAFE NSW to develop a pre-employment program for legal support officer roles at Legal Aid NSW. Five students completed the program and attained a Statement of Attainment for Office Skills.

Year ahead iconThe year ahead

  • We will aim to lift the proportion of Aboriginal and Torres Strait Islander staff in our organisation to 11 percent.
  • We will aim to lift the proportion of employees identified as having disability to 8 percent.