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DLA Piper

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At DLA Piper we are firmly committed to diversity and inclusion. For us, diversity isn’t just about visible differences, it’s the unique blend of talents, skills, experiences and perspectives that makes each of us an individual and we know it’s crucial to have a culture and environment where those differences are genuinely valued. We know our clients expect our people to represent the communities in which we work and value our ability to advise them on both local and global cultures and markets. Valuing diversity and actively promoting inclusion are central to our firm’s values, and to our vision of being the leading global business law firm. The following key strategic initiatives demonstrate our on-going commitment to embed our behaviours, practices and processes across the firm.

Our Unconscious Bias Workshops for partners are designed to raise awareness of individual biases and how these biases potentially impact decision making. These have already been attended by over 400 partners across the International firm, including our International Board and Executive, and we have embedded this guidance within our key people processes.

Our Agile Working approach recognises that people may want to work in a different way at different points in their life. We’re recognised as leaders for our approach, having recently launched a new and progressive agile working policy for our Hong Kong office and introduced workshops on flexible working arrangements for all grades across Australia. We’re also collaborating with other firms in Australia to look at how job design can enable greater flexibility.

The Gender Talent Pipeline Roadmap is our firm-wide strategy to develop the pipeline of women into partnership and increase the proportion of women within leadership roles. We’re recognised as a WGEA Employer of Choice for Gender Equality in Australia and our Co-Country Managing Partners are WGEA Pay Equity Ambassadors.

Leadership Alliance for Women (LAW) is our global resource group focused on the advancement of women to leadership positions and strengthening the pipeline of female talent. LAW provides current and future female leaders with opportunities to gain valuable career guidance and mentoring, while developing their professional networks externally.  We offer Maternity & Parental Coaching for individuals taking maternity/ parental leave to help support them through this transitional period (including coaching for their line manager) and recently introduced competitive parental leave policies in Hong Kong to enable all working parents to better balance family and career.

We’re committed to supporting the Mental Health and Wellbeing of our people in a way that will have a positive and lasting impact for our organisation. Melina Upton, our Co-Country Managing Partner for Australia, chairs our International Working Party for Mental Health and Wellbeing. Our approach is focused on prevention, pro-active support and reducing the stigma that unfortunately still surrounds mental health. Our SPEAK programme (a practical toolkit for early intervention for mental health concerns in the workplace) has been rolled out to partners and senior lawyers across Australia, with a second stage to commence with all employees.

Iris (our global LGBTI and Allies resource group) seeks to promote an inclusive work environment for all of our colleagues, offers opportunities to collaborate with clients and raises our profile as an open and inclusive LGBTI employer.  Iris formally launched in both Australia and Hong Kong last year; colleagues and clients gathered to demonstrate their commitment to LGBTI inclusion. We proudly signed up to support marriage equality, introduced LGBTI diversity and inclusion training across our Australian offices, and have been recognised with a Bronze ranking in the Australian Workplace Equality Index. We’re members of the Hong Kong Gay and Lesbian Attorneys Network, championing LGBTI inclusion in the legal profession and proudly march in Pride parades internationally, including in Hong Kong.

Legal Developments by:
DLA Piper LLP (US)

  • Sentencing guidelines for corporate manslaughter

    In February 2010 the Sentencing Guidelines Council (the SGC) issued definitive guidelines to courts on imposing appropriate sentences for corporate manslaughter and health and safety offences causing death. The SGC states that fines imposed on companies found guilty of corporate manslaughter should not fall below £500,000, while fines in respect of health and safety offences that are a significant cause of death should be at least £100,000. Crucially, the SGC declined to provide for a fixed link between the imposed fine and the turnover or profitability of the offending company.

    - DLA Piper UK LLP

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