Arnold Bloch Leibler’s track record of advocacy and Indigenous solidarity activity has, over time, uniquely positioned the firm to attract First Nations peoples to consider our employment opportunities on offer.
That said, we also take active measures to encourage applications from candidates who identify as Aboriginal or Torres Strait Islander. Our talent acquisition materials and marketing activity at university law schools promote our Public Interest work and our activism for Aboriginal and Torres Strait Islander peoples as a compelling part of our employment value proposition. This message is well received and feedback from Aboriginal and Torres Strait Islander candidates and ABL employees confirms that they have been attracted to Arnold Bloch Leibler on this basis.
The firm’s referral network is another channel for First Nations law students interested in pursuing a career with Arnold Bloch Leibler. This network is far-reaching and, amongst a broad range of contacts in the profession, clients and others, includes the deans of the leading law schools from which we draw our candidates and, in turn, their faculty-based careers teams. We ensure that they remain well-versed in our value proposition for Aboriginal and Torres Strait Islander candidates. We also receive expressions of interests from Indigenous contacts/friends of the firm recommending students of First Nations heritage to work with us in various other roles. For example, in recent years, we have supported Indigenous students throughout their university studies, by providing regular paralegal work and places in our seasonal clerkship program.
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In an average year, we receive up to six seasonal clerkship applications from students who identify as Aboriginal and Torres Strait Islander. Over the past two years, we have conducted interviews with all Aboriginal and Torres Strait Islander applicants, regardless of whether they would secure an interview on the basis of our usual selection criteria. Wherever possible, we extend an invitation for a seasonal clerkship to Aboriginal and Torres Strait Islander candidates. For those unsuccessful at interview, we provide personalised feedback to the students on their application and offer suggestions about alternatives. In so doing, we concentrate on highlighting their strengths and providing constructive feedback on the areas where their application could be enhanced.
Over the past five years, we have offered five Aboriginal and Torres Strait Islander students a seasonal clerkship position. Four of them were subsequently offered graduate roles, with three of them accepting and commencing their career as graduates with us.