Equality & Diversity Policy

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
• Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
• Training, development and progression opportunities are available to all staff.
• Equality in the workplace is good management practice and make sound business sense.
• We will review all our employment practices and procedures to ensure fairness.
• Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
• This policy is fully supported by senior management
• The policy will be monitored and reviewed annually.

Wherever possible, we take steps to promote equal opportunity 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 constraints, our services are accessible to all clients.

We are committed to meeting the diverse needs of clients. We will take steps to identify the needs of clients in the community and develop plans and procedures setting out how we will meet clients’ needs and for ensuring the services which we provide are accessible to all. We will, take into account, in particular, 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 with our client base and, where possible, will 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 and our clients’ requirements. Experts and third parties are instructed because they satisfy our selection criteria.

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 do not discriminate, and making decisions based on individual qualities and personal merit. Promotion within the firm (including in to the partnership) is made solely on merit.

We consider all employees to be equal and 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 and partnership, recruitment and selection, terms and conditions of employment, 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.

All staff are informed of this policy as part of their induction and during equality & diversity update training. All staff are expected to pay due regard to the provisions of this policy and the specific Outcomes within Chapter 2 of the SRA Code of Conduct and are responsible for ensuring compliance with it when undertaking their jobs or representing our firm.

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. All complaints are investigated in accordance with grievance procedure and/or complaints procedure and the complainant will be informed of the outcome. We also monitor the number and outcome of complaints of discrimination.

Where acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any members of staff are identified, we will ensure that our Disciplinary Procedure is followed is followed and this may result in disciplinary proceedings being investigated.

We monitor and record equality & diversity information about staff and partners on the basis of age, race, gender, disability, religion or belief, and sexual orientation. We monitor, at least annually:

• Recruitment and selection (applicants and existing staff including partners);
• Promotion and transfer
• Training
• Terms and conditions of employment
• Take up of benefits
• Grievance and disciplinary procedure; and
• Resignations, redundancies, and dismissals.

We provide equality and diversity information to the Legal Aid Agency and SRA as required in relation to staff and clients under the terms of the prevailing Legal Aid Contract and the SRA requirements.

We identify equality and diversity training needs as and when appropriate, and address them as part of our overall training plan. This includes the provision of annual update equality and diversity training.

Our Equality & Diversity training and communication objectives are reviewed annually and are detailed in our Equality and Diversity Training and Communication Plan. Written instructions will be provided to all supervisors on equality in relation to employees and recruitment including:

• Recruitment selections;
• Training and promotion
• Disciplinary matters;
• Dismissal.

All partners/supervisors responsible for recruitment and selection will be required to attend annual equality training. In addition to the monitoring as set out above, we also annually monitor the number employees from different gender, disability, age and ethnic groups by grade when:

• Already employed;
• Applying for a post;
• Taking up training and development opportunities;
• Promoted;
• Transferred; disciplined/dismissed/leaving employment.

All monitoring data will be reviewed by Shena Franklin and she will be responsible for implementing remedial action where under-representation of the groups listed above is identified.

In such cases the firm will 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.