We are committed to eliminating unlawful discrimination and to promoting equality and diversity within our policies, practices and procedures. We aim to encourage, value and manage diversity and are committed to equality for all our staff members including potential staff members. These principles of equality of opportunity and non-discrimination also apply to our professional dealings with clients and others.
We treat everyone equally and with the same attention, courtesy and respect regardless of:
We take all reasonable steps to ensure that the firm and its staff do not unlawfully discriminate under:
any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.
Our firm is particularly concerned that the principles of equality of opportunity and non-discrimination are maintained in the following areas:
All staff are expected to pay due regard to the provisions of this policy and their obligations in the SRA’s Standards and Regulations and have personal responsibility for ensuring compliance with them when undertaking their jobs or representing our firm and which extends to their treatment of job applicants, existing or former employees, clients, external suppliers and/or visitors.
Discrimination may occur in a number of forms. The more common forms of discrimination are as follows:
We will appoint, train, develop, reward and promote staff members on the basis of merit and ability.
We treat all job applicants equally and fairly and do not unlawfully discriminate against them. We do this by ensuring that we operate an open and fair recruitment process, using selection criteria which does not discriminate, and making fair and lawful decisions. In particular:
We consider all staff members to be equal and aim to create a working environment which is free from unlawful discrimination. This applies equally to voluntary positions and anyone undertaking work experience with us. This will, for example, include arrangements for employment, recruitment and selection, terms and conditions of employment, progression, access to training opportunities, conditions of service, access to promotion and transfers, grievance and disciplinary processes, dress code, work allocation and any other employment related activities. In particular:
Wherever possible, we take steps to promote equal opportunity and non-discrimination in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve, in order to ensure that, subject to funding or other reasonable constraints, our services are accessible to all clients.
We are committed to meeting the diverse needs of clients. We take steps to identify the needs of clients in the community and we document in our Strategic Plan and within our quality procedures how we will meet clients’ needs and how we will ensure the services which we provide are accessible to all. We take into account, in particular, the needs of clients with a disability and clients who are unable to communicate effectively in English. In particular, we consider the need to make reasonable adjustments to ensure that clients with a disability, vulnerability or particular need are not placed at a substantial disadvantage and do not pass on the costs of adjustments to these clients. We consider whether particular groups are predominant within our client base and, where possible, ensure that their needs are met.
We do not unlawfully discriminate in dealings with experts and third parties. All experts and third parties are instructed from a register of experts and have been assessed by the firm as being capable of meeting both our firm’s and our clients’ requirements. Experts and third parties are instructed because they satisfy our selection criteria in accordance with our Use of External Suppliers Procedure.
We monitor and record, at least annually, equality & diversity information about job applicants on the basis of gender, marital status, age, disability, religion and ethnic groups. We ask job applicants if they would be willing to complete our Equality & Diversity Monitoring Form, a copy of which is at Appendix Two, noting that they have the right to refuse to do so or to choose only to answer selected questions at their own discretion.
We monitor and record equality & diversity information about existing staff members including key personnel on the basis of gender, sexual orientation, age, disability, religion, ethnic groups as well as other questions based upon the staff member’s social and educational background as requested by the SRA. We ask staff members to complete the SRA’s diversity monitoring form as recommended and updated by the SRA from time to time, noting that staff members have the right to refuse to do so or to choose only to answer selected questions at their own discretion. The data is collated and submitted to the SRA as and when required, usually bi-annually.
All monitoring data will be reviewed by our COLP and they will be responsible for consideration of whether any remedial action should be implemented in particular where any equality and diversity issues including any under-representation of any of the groups above is identified. In such cases, the firm may seek professional advice from an employment specialist and/or the Equalities and Human Rights Commission in relation to the appropriate remedial action to be taken. It is recognised that such remedial action could include the identification of specific training needs and/or the taking of positive action to increase employee diversity.
Adarsh Girijadevi (who is our COLP) is responsible for implementing and monitoring our Equality & Diversity Policy. In particular, they are responsible for:
Our equality & diversity training and communication objectives are reviewed at least annually and detailed in our Strategic Plan.
All staff members are informed of this policy as part of their induction.
We ensure that all managers and supervisors with responsibility for any of the areas of particular concern as set out above are provided with appropriate equality and diversity training and/or written instructions where necessary, which may be updated as required.
Other staff members may also be required to attend training on compliance with equality & diversity requirements. We identify additional equality and diversity training needs as and when appropriate and address them as part of staff members’ training plans.
We treat seriously all complaints of unlawful discrimination made by any of our staff, clients, barristers, experts or other third parties and will take action where appropriate.
Any staff member who believes that they may have been unfairly discriminated against are invited to raise a grievance in accordance with our Grievance Procedure. Staff members will not be victimised for raising a grievance in good faith. Grievances will be dealt with seriously in accordance with our Grievance Procedure and the complainant will be informed of the outcome.
Other complainants of unlawful discrimination including job applicants, clients and other third parties are invited to raise a formal complaint which will be handled in accordance with our Complaints Handling Procedure.
Where acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any member of staff are identified, our COLP will ensure that our Disciplinary Procedure is followed and this may result in disciplinary proceedings being instigated.
They also monitor the number and outcome of complaints of discrimination.