Equality and Diversity Policy

We are committed to eliminating unlawful discrimination and to promoting equality and diversity within our policies, practices and procedures. This applies to our professional dealings with clients, all staff (including partners), other solicitors, barristers and third parties.

Kate Weeks is responsible for implementing and monitoring our Equality & Diversity policy. She will undertake a review of this policy annually to verify it is in effective operation and will ensure that appropriate action is taken in relation to any non-compliance identified under this policy or barriers to equal opportunities.

We treat everyone equally and with the same attention, courtesy and respect regardless of:

• Sex (including marital status, gender reassignment, pregnancy, maternity and paternity)
• Sexual Orientation (including civil partnership status)
• Race or Racial Group (including colour, nationality and ethnic or national origins)
• Religion or Belief
• Age
• Caring Responsibility
• Disability

We take all reasonable steps to ensure that the firm and its staff do not unlawfully discriminate under:

• Sex (including marital status, gender reassignment, pregnancy, maternity and paternity)
• Sexual Orientation (including civil partnership status)
• Race or Racial Group (including colour, nationality and ethnic or national origins)
• Religion or Belief
• Age
• Caring Responsibility
• Disability

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 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 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 within our client base and, where possible, will ensure that their needs are met

We do not unlawfully discriminate in dealings with third parties.

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 a selection criterion that does not discriminate, and make decisions based on individual qualities and personal merit. Promotion within the firm (including to Directorship) 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 recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, dress code, work allocation and any other employment related activities.

All staff will be informed of this policy as part of their induction and during annual equality & diversity update training. All staff 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 our firm.

We will treat seriously all complaints of unlawful discrimination made by any of our staff, clients, barristers or other third parties and will take action where appropriate. All complaints will be investigated in accordance with our grievance or complaints procedure and the complainant will be informed of the outcome. We will also monitor the number and outcome of complaints of discrimination.

Acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any member of staff will result in disciplinary proceedings.

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 & diversity training.