SI Law – Equality & Diversity Policy


Policy Statement


Chambers is committed to eliminating unlawful discrimination, harassment and bullying, and to promoting equality and diversity within our policies, practices and procedures. This applies to our professional dealings with clients and any third parties. We shall treat everyone appropriately and with the same attention, courtesy and respect regardless of:

(a) age;

(b) disability;

(c) gender reassignment;

(d) race;

(e) nationality, colour, ethnic or national origins;

(f) religion;

(g) gender or perceived gender;

(h) sexual orientation;

(i) marital status/civil partnership;

(j) Aids / HIV positive status;

(k) pregnancy, maternity, paternity or caring responsibility;

(l) work pattern;

(m) membership or non-membership of a trade union; or

(n) any other reason which is irrelevant to the person’s ability to do the job.

It is unfair and unlawful to discriminate against individuals either directly or indirectly on any of the above grounds. Regard must always be had to The Race Relations Act 1976, the Sex Discrimination Act 1975, the Disability Discrimination Act 1995, the Equality Act 2010 and the Equal Pay Act 1970 (as amended). 

Regard must also be had to Codes of Practice relating to race and sex discrimination which have been produced by the Commission for Racial Equality, the Equal Opportunities Commission, the BSB, the and the Bar Council. These have all been used as the basis for the Chambers Equality and Diversity Policy. 


There is also a Code of Practice for the elimination of discrimination in the field of employment against disabled persons or persons who have had a disability, published by the Department for Education and Employment. Chambers is fully committed to implementing these codes. Chambers will take all reasonable steps to ensure that it does not unlawfully discriminate under the terms of this policy and any legislation in force.


Scope

This policy covers all individuals working in Chambers. 

Implementation

Ultimate responsibility for implementing and monitoring the policy rests with Richard Craven as the Equality & Diversity Officer. All members and any employees are expected to pay due regard to the provisions of this policy and are responsible for ensuring compliance with it when undertaking their jobs or representing Chambers.

Forms of Discrimination

The following are the kinds of discrimination which are against the Chambers Equality and Diversity Policy:

Direct Discrimination – where a person is treated less favourable because of age, disability, gender, gender reassignment, race, nationality, colour, ethnic or national origins, religion, gender, sexual orientation, marital status/civil partnership, Aids / HIV positive status, pregnancy, maternity, paternity or caring responsibility, work pattern, membership or non-membership of a trade union or any other reason which is irrelevant to their ability to do the job.

Indirect Discrimination – where a requirement or condition which cannot be justified is applied equally to all groups but has a disproportionately adverse effect on one particular group.

Victimisation – where someone is treated less favourably than others because he or she has taken action against Chambers under one of the relevant Acts, whether or not such victimisation is unlawful.

Meeting Client Needs

As a provider of legal services, Chambers will treat all clients equally and fairly and not unlawfully discriminate against them. Any refusal to act will not be based upon unlawful discrimination. Chambers will also take steps to promote equality of opportunity in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve.

Chambers is committed to meeting the diverse needs of clients and will take steps to identify the needs of clients in our community and develop policies and procedures setting out how we will meet clients’ needs and for ensuring the services we provide are accessible to all. 

We will take account, in particular, of the needs of clients with a disability and clients who are unable to communicate effectively in English. We will consider whether particular groups are predominant within our client base and devise appropriate policies to meet their needs.

Chambers will devise policies and procedures to promote and raise awareness to ensure that our services are accessible for a diverse range of clients.

In particular, we will:

(a) in the development of our policies, take account of the interests of all sections of society;

(b) ensure that, wherever possible, the services we provide meet the needs and expectations of all our clients;

(c) seek to influence others with whom we often work, and from whom we purchase goods and services, to share our commitment to valuing the diversity of our society;

(d) regularly assess our progress towards becoming a diverse organisation providing excellent service to all sections of society;

(e) organise training to ensure that all members of staff are aware of the need to understand the purpose of the policy and to put the policy into practice;

(f) ensure all new and existing employees are referred to the equality and diversity policy;

(g) ensure that all members and staff:

(i) deal with people with courtesy, politeness and consideration regardless of background;

(ii) take care to assess what clients can understand and to ask clients how they need to communicate – rather than make assumptions about this based on their ethnic origin, age or disability;

(iii) ensure that clients are advised that, where the office premises are not accessible to them, a home visit can be arranged;

(iv) in the case of clients with a physical disability visiting the office premises, ensure that, as far as possible, their safety is assured and access to the premises is organised;

(v) provide clients with an impairment (visual, hearing, or speech) with options for communication;

(vi) in the case of clients where English is not their first language, provide access to language interpretations/translation wherever possible.

Dealing with Third Parties

Chambers will not unlawfully discriminate in dealings with third parties. This applies to dealings with other legal service providers, e.g. counsel and solicitors.

Chambers will instruct third parties on the basis of their skills, experience and ability, and not unlawfully discriminate, or encourage others to unlawfully discriminate, on the grounds of their age, gender, marital status, race, religion, sexual orientation or disability.

Contravention of this Policy

Proven acts of unlawful discrimination on any of the forbidden grounds, by any employees or members of Chambers, will result in disciplinary action, as will any failure to comply with this policy.

Chambers will take appropriate action on receipt of any complaint of unlawful discrimination on any of the forbidden grounds. Any complaints of unlawful discrimination could, if upheld, be treated as gross misconduct, with the attendant consequences.

Sexual harassment will not be tolerated by Chambers. Sexual harassment means unwanted conduct of a sexual nature, or other conduct based on sex, affecting the dignity of people at work. Sexual harassment can include:

  • unwelcome sexual attention;

  • subjecting someone to insults or ridicule because of their sex;

  • suggesting that sexual favours may in some way further a person’s career or that refusing sexual favours will damage it;

  • lewd, suggestive or overly familiar behaviour;

  • the display of pornographic or sexually suggestive pictures or written material.

Chambers will take robust action when any person complains that he or she has been a victim of sexual harassment. Those complaining will be protected against victimisation or retaliation for bringing the complaint. 

Complaints Procedure

Anyone who feels that they have been subjected to a breach or breaches of this policy should immediately inform Sarah Iskarous who will deal with the complaint in accordance with the Chambers Complaints Procedure.

All complaints and reported incidents will be thoroughly investigated, and the complainant will be informed of the outcome. Sarah Iskarous will monitor the number and outcome of complaints of discrimination made by clients or any third party, and a record will be kept.

Monitoring Equality & Diversity


Chambers will store equality and diversity data as confidential personal data, and restrict access to this information. Equality and diversity information will be used exclusively for the purpose of equality and diversity monitoring, and have no bearing on opportunities or benefits. 


With regard to clients, Chambers will provide equality and diversity information required by the Bar Standards Board or the Legal Aid Agency.

Sarah Iskarous will identify any equality and diversity training needs for individuals and / or Chambers and draw up a plan to address these as appropriate.


Policy Monitoring and Review

Sarah Iskarous will review the operation of this policy annually (or more regularly if any non-compliance or problems concerning equality and diversity issues with clients or third parties arise). In the event that Chambers should recruit any staff, Chambers will monitor the ethnic and sexual composition of applicants for jobs (if known), and the number of people with disabilities within these groups. Chambers will review its Equality & Diversity Policy in accordance with the results shown by monitoring. Remedial action will be taken if any non-compliance with this policy is discovered, or if barriers to equality and diversity become apparent.When reviewing the policy, the outcome of monitoring and review activities will be considered as well as any Equal Opportunities Monitoring Forms, the Equal Opportunities Monitoring Overview Form, the Disability Discrimination Checklist and the training plan. If changes are required Chambers will implement them without delay.


Equality and Diversity Policy Version 1.0

Last Reviewed and Updated: 31st January 2022