Diversity and belonging

Chapman Tripp is 100% committed to creating a culture of belonging which focuses on equal opportunity, merit and providing the tools to be our best.

Diversity statement

Chapman Tripp is a community that cares.
We value all people and their experiences.
We all belong.

Guiding principles

Every day, we will be guided by the following principles:

Manaakitanga – we wholeheartedly embrace Manaakitanga; we nurture and respect one another regardless of life experience, gender, religion, ethnicity, sexuality or physical ability.

Community – we recognise that our community is stronger as a result of the unique individuals within.

Authenticity – we will continue to create a culture that encourages our people to be their authentic selves at work.

No judgement – we want our people to feel they can share their views and information about themselves without judgement.

Empowerment – we want our people to feel supported and empowered to reach their full potential.

Progress – we are committed to sharing our progress.


Our diversity and belonging strategy outlines our areas of focus for the next two years. It is multi-faceted, governing how we think, act and make decisions affecting diversity and belonging at Chapman Tripp.



Beginning in 2012, partners and staff worked together to refresh the firm’s vision and values, which were launched in mid-2013. These values underpin everything we do, including our strategic plan, and diversity & belonging programme. In 2014-2015, we ran our first Humans of Chapman Tripp project, creating a beautiful book showcasing the stories which make our people, from all parts of the firm, unique.


In 2016 we engaged Diversitas, a well-respected diversity consultancy, to conduct an in-depth review of our firm, including interviews with our clients, employees and alumni.


We ran a four week diversity relaunch across our three offices to broaden perspectives and create conversations around diversity and inclusion. Each week staff were encouraged to think about and discuss different themes, and learn from a variety of internal and external speakers.


We ran five interactive sessions across our three offices to gather feedback and ideas for our diversity statement, policies and other initiatives.


Incorporating feedback from our people, we updated our diversity strategy and created our diversity statement and 2018 initiatives to advance our agreed strategy.


Highlights to date:

  • Implemented new Parental Leave policy
  • Refreshed CT Day policy
  • Signed up to the Equitable Briefing policy
  • Successful Te Reo and Mandarin classes
  • Updated firm social events calendar to facilitate
    socialising across teams and at family friendly times     
  • Signatories to the Gender Equality Charter     

Te reo MāORI policy

Chapman Tripp adopted a formal te reo Māori Policy in early 2019. The policy’s purpose is to encourage, support and facilitate the use of te reo Māori by Chapman Tripp’s people, and reflects Chapman Tripp’s acknowledgement of te reo Māori as the indigenous language of New Zealand and recognition of its status as an official language under Te Ture mō Te Reo Māori 2016, the Māori Language Act 2016.

I whakaritea mai e Chapman Tripp tētahi kaupapa here reo Māori ōkawa i ngā marama tōmua o te tau 2019. Ko te aronga o te kaupapa here ko te whakatenatena, ko te hāpai, ko te kōkiri hoki i te whakamahia o te reo Māori e ngā toronga o Chapman Tripp, otirā, e whakaatu ana i tā Chapman Tripp whakaū i te reo Māori hei reo taketake o Aotearoa, me tana whakapūmau anō i tōna mana hei reo ōkawa i raro i Te Ture mō Te Reo Māori 2016.