Diversity

Hassell has a strong commitment to gender equity which is articulated in our Gender Equity Framework which has been in place since 2021. It sets out our 40:40:20 gender equity target to have 40% representation of each gender across all levels of our organisation, with the remaining 20% flexible to be any gender by the end of 2028. 

We invest in a range of initiatives to build awareness, capability, accountability and supportive policies that are essential to achieving gender balance across all levels of our practice, including:

• Equitable 16-week paid leave to all parents, irrespective of their role as primary or secondary carers
• Policies and supports to ensure staff across the firm can work flexibly and are working sustainable hours
• Leadership development including training to reduce unconscious bias; and 
• Gender balanced representation in interviews and panels.

WORKPLACE GENDER EQUALITY AGENCY (WGEA) REPORTING

Hassell shares the goal of the Workplace Gender Equality Agency (WGEA) to achieve gender equality.

As part of this broad commitment, we specifically support WGEA’s efforts to address the Organisational Gender Pay Gap in Australia and this inaugural cycle of public reporting of data across our industry.

The WGEA Organisational Gender Pay Gap data is an aggregate measure of progress toward gender equality at a whole of organisation, sector and national level.

It helps us reflect on where we are currently in our journey and what more we can do to accelerate toward achieving gender balance at all levels of our organisation.

Collaborative, inclusive design has the power to help connect people to each other, their communities, and culture — past, present and future. Designing for an Australian context and making these meaningful and positive connections means respectfully listening to, learning from and working with, Australia’s First Peoples. 

We appreciate that much of the work we do as a practice happens on the traditional land of Australia’s First Peoples, who have a lasting connection to Country. 

Our aim is to improve cultural engagement across our practice, encouraging deep listening and authentic collaborations with First Nations people, and to empower and create opportunities for the next generation of First Nations design talent.

Officially endorsed by Reconciliation Australia our Reconciliation Action Plan (RAP) lays a strong foundation for the work we want to do across our practice to support the national reconciliation movement in Australia for years to come. 

“Together we are working to embed First Nations Australian perspectives in our design process, create a culturally safe environment, and promote our industry to the next generation of First Nations designers.”

Hassell Chair, Rob Backhouse.

ABOUT THE RAP ARTWORK

Our Reflect RAP features artwork by Nani Creative, an Aboriginal-led studio based in Perth, Western Australia.

“At its centre, the circle [in the artwork] represents the meeting places where we come together to yarn and share ideas,” says Wongutha artist and designer, Kevin Wilson of Nani Creative.​“Around this, the orange and yellow lines stand for First Nations peoples, with the greens and blues symbolising Hassell, the organisation and its employees.”

​“As the design spirals outwards, it illustrates the ideas and projects we pursue together, into the communities we work in, and the impact we have on them through our joint effort.”

Hassell is proud to be an active sponsor with Architecture with Pride (AWP), bringing together the LGBTQIA+ design community in the built environment. Our Hassell Pride local communities take part in events that support and promote the inclusion of our pride members and their allies.

The AWP collective is supported by the Australian Institute of Architects, Australian Institute of Landscape Architects, the NSW Gender Equity Taskforce and the Emerging Architects and Graduate Network.