Equality & Diversity

Equality & Diversity Policy

We are committed to eliminating unlawful discrimination and promoting equality and diversity within our policies, practices, and procedures. This applies to our professional dealings with clients, staff, and other third parties. The name of the Firm’s appointed Equality and Diversity Representative can be found at the foot of this notice.

Fair Treatment

The Firm treats everyone equally, with the same attention, courtesy, and respect, regardless of:

sex (including pregnancy, maternity, and paternity)
marital or civil partnership status
gender reassignment
sexual orientation
race or racial group (including colour, nationality, and ethnic or national origins)
religion or belief
age (or perceived age)
caring responsibility
disability (past or present)

Legal Compliance

The Firm takes all reasonable steps to ensure compliance with:

the Equality Act 2010
the Employment Rights Act 1996
the Human Rights Act 1998
the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2000
the Work and Families Act 2006
the Civil Partnership Act 2004
and any other relevant legislation in force

Client Access & Communication

Wherever possible, the Firm promotes equal opportunity in access to legal services, reflecting the diversity of the communities we serve. We are committed to ensuring our services are accessible to all clients. A copy of this Policy can be provided upon request.

The Firm makes reasonable adjustments to ensure clients with disabilities, vulnerabilities, or particular needs are not placed at a substantial disadvantage. The Firm does not pass on the costs of such adjustments. We also consider whether particular groups are predominant within our client base and, where possible, take steps to meet their needs.

Experts and Third Parties

The Firm does not unlawfully discriminate in its dealings with experts and third parties. All such individuals are selected from an approved register based on their ability to meet both the Firm’s and clients’ requirements, assessed objectively using our selection criteria.

Job Applicants and Personnel

The Firm treats all job applicants equally and fairly and does not unlawfully discriminate against them. We operate an open and fair recruitment process using selection criteria which does not discriminate and make decisions based on individual qualities and personal merit. Recruitment and promotion within the Firm is made solely on merit.

This equal treatment extends to all areas of employment, including:

recruitment and selection
terms and conditions of employment
access to training and development
promotions and transfers
grievance and disciplinary procedures
dress code
work allocation
other employment-related activities

In line with our Flexible Working Policy, reasonable adjustments will be considered to support staff with a disability, vulnerability, or particular need. Staff are encouraged to raise any access or support issues promptly.

Monitoring Diversity

The Firm monitors equality and diversity information annually for job applicants and staff, including gender, age, disability, and ethnic background.

We also monitor the representation of these groups in relation to:

appointments to roles
applications for role
training and development uptake
promotions and transfers
grievances
disciplinary actions and dismissal
leaving employment

This data is reviewed by the Equality and Diversity Representative, who is responsible for:

implementing remedial actions where under-representation is identified (with external advice if needed)
monitoring and implementing this policy
ensuring adequate resources are in place
providing equality and diversity information to the Legal Aid Agency as required in relation to staff and clients under the terms of the LAA contacts
reporting to the CEO on compliance
sharing information and training on equality and diversity
assisting staff with specific equality-related responsibilities
reviewing whether reasonable adjustments are needed for clients, staff, or third parties
ensuring appropriate action is taken where non-compliance or barriers are identified
reviewing this policy annually
consulting with staff on equality and diversity matters when required

Training and Awareness

All staff are made aware of this policy during induction and are expected to comply with it and the SRA Standards & Regulations in their day-to-day work and conduct. Equality and diversity training is delivered annually, with regular updates and reviews of training needs.

Management Responsibilities

Managers and supervisors are expected to consult with HR and the Equality and Diversity Representative on:

recruitment and selection
training
promotions
disciplinary matters
dismissals

Complaints and Disciplinary Matters

The Firm treats seriously all complaints of unlawful discrimination, harassment, or victimisation made by staff, clients, or third parties. Complaints are managed in accordance with the Firm’s Grievance Procedure or Complaints Procedure, as appropriate.

Where the complainant is directly affected, the Firm will, where appropriate, communicate the outcome of the complaint. Any findings of misconduct or non-compliance will be addressed through the Firm’s Disciplinary Procedure or other relevant processes.