The new managing partner wants everyone at the firm to confidently bring their whole selves to work
Last week, Dr Andrew Murray shared with Australasian Lawyer the story of how he got to the place where he would be leading the law firm he calls his “forever home”. In the second half of this interview, Colin Biggers & Paisley’s new managing partner tells us why DEI means so much to him and reveals his top three leadership priorities.
What initially led you to work with Colin Biggers & Paisley?
Back in 2010, I was working as a commercial litigator at another firm. I received a call out of the blue from the then Managing Partner of Colin Biggers & Paisley, Dunstan de Souza. Dunstan was calling on behalf of a construction partner who I had worked for in my first year of private practice. That partner had ended up at Colin Biggers & Paisley and wanted me to come across and join him, rekindling my construction law focus in the process. I previously had some dealings with Colin Biggers & Paisley and was curious about the opportunity. It only took me a couple of meetings to realise that this would be my "forever home". The partner who recruited me moved on after a couple of years, I stayed.
You’ve been a major advocate of the firm’s DEI efforts – why is diversity and inclusion so important to you, and why do you think there needs to be more focus in this area?
Inclusion and diversity (as we term it) is not only important to me personally, it's vital to the culture and growth of the practice. Subjecting ideas and arguments to debate and scrutiny (of a kind I've mentioned earlier) is at its most effective when those involved in the process approach challenges in different ways. Diversity of thought, diversity of experience and diversity of perspective underpin the transfer of knowledge, the holistic development of lawyers within the practice and the delivery of excellent legal services to clients. To me, diversity is not only something to be tolerated but something that should be actively cultivated.
On a personal level, as a gay man with a young family, I have experienced nothing but acceptance and support from Colin Biggers & Paisley and I have taken full advantage of our practice's parental leave policies. I am keen to ensure that each of our people feel confident about bringing their whole self to work and have the same experience that I enjoyed so thoroughly.
What are your top three priorities as you step into the managing partner role?
We have a desire to grow as a practice, but not at the expense of what has made our practice great for so long: our focus on our clients and colleagues. My priorities stepping into this role include:
Accelerating growth across our industries and sectors of focus. We have such a presence in so many of these areas, not least property, planning, construction and insurance, that I want also to highlight the great work we are also doing in the employment and safety, corporate, disputes, transport and trade, technology, digital and cyber fields, amongst others. Continued growth across all our areas of focus is a key goal.
I am passionate about supporting our people. We are doing a lot of work to create structured learning, management and leadership pathways for all our people. We have done a great job of growing talent from within. I want that to continue, supplemented where appropriate by strategic recruitment.
We will continue to embrace technology as an enabler, supporting our people to deliver outcome focused legal solutions to our clients. Refining the balance of technologies we are using to achieve the right blend for the needs of our clients is a key focus.
What kind of legacy do you eventually hope to leave behind as a leader?
Fundamentally, an organisation full of talented individuals who are empowered to achieve the best for our clients and find fulfilment for themselves. With the practice celebrating its 125th anniversary this year, I have also reflected on the importance of succession planning. As managing partner, it is important I am supporting and encouraging the next generation of our leaders to take our practice into the future.
