Diversity and inclusion are matters of practice rather than position. They are part of how the firm functions, not how it presents itself, and are inseparable from how the firm staffs its matters, briefs counsel, promotes its lawyers and supports its people through the stages of their careers.

The firm has adopted the Law Council of Australia's Equitable Briefing Policy, committing to brief women in at least 30% of matters and to direct 30% of the value of all brief fees accordingly.

Recruitment, selection and promotion processes are structured to support diverse outcomes at every level, with regular continuing professional development on inclusion and unconscious bias.

Parental leave is paid for 26 weeks, with continuing support for returning parents.

Flexible working arrangements include working from home, reduced working days and the option to purchase additional leave.

Alongside Thomsons, we adopted a Reconciliation Action Plan (RAP) as the framework for its commitments to Aboriginal and Torres Strait Islander communities. The RAP formalises actions already underway and sets the course for those ahead.

Faculti accepts responsibility for the environmental impact of its operations and manages that impact with purpose and discipline.

Our approach covers energy, waste, paper consumption, transport, and procurement. Office locations are selected in part on environmental performance, and operational practices across the firm are designed to reduce consumption and minimise waste.

Alongside Thomsons, we take the integrity of our technology systems and privacy of our client's data seriously. We have ISO 27001 certification for Information Security Management.

Security obligations extend across the firm and are embedded in our risk management framework, policies, and training.