Equality & Diversity

20152013 Clerksroom Equality & Diversity Information.

Introduction to this policy:

Clerksroom undertook a review of this policy on 16th January 2013. The policy was updated to include the most recent changes to the law (Equality Act 2010) and recruitment policy for Barristers and Staff. All advertisements for Barristers and Staff have been reviewed. Clerksroom's nominated Equality & Diversity Officer is Stephen Ward who also undertakes the role of Equality & Diversity Data Collection Manager. The Bar Standards Board provided training on the 16th January 2013.

POLICY:

Clerksroom (Barristers & Staff) do not, discriminate unlawfully against, victimise or harass any other person on the grounds of race, colour, ethnic or national origin, nationality, citizenship, sex, gender re-assignment, sexual orientation, marital or civil partnership status, disability, age, religion or belief or pregnancy and maternity.

DATA:

2013 - Published Data - Click here

2015 - Published Data - Click here

 

Contact: ​Our Equality & Diversity officer is Stephen Ward. 

Our policy applies to the entire organisation. For the avoidance of doubt, this includes:

Clerksroom has an internal operations manual covering the detail of all policies and guidance for staff & Barristers. It includes specific detail for Maternity, Paternity and Parental Leave. The internal manual is available to all Barristers and Staff at our Head office, Equity House, Taunton or via the internal shared intranet drive on Clerksroom I.T. system.

Planning, implementation and ongoing management:

(1) Equality & Diversity Policy is updated and re-published by Mentor (Part of the RBS Group) as and when legal requirements are updated.

Equality monitoring:

We regularly review:

Our review includes:

The affairs of our company are conducted in a manner which is fair and equitable for all members of chambers and pupils. This includes, but is not limited to, the fair distribution of work amongst pupils and members of chambers.

Harassment 

Clerksroom have a written anti-harassment policy which clearly states: 

Parental leave

Clerksroom has a clear parental and adoption leave policy which covers the right of a member of Clerksroom to return to employment or practice after any period of parental or adoption leave.

Rent 

Clerksroom offers it's members taking a period of parental leave, or leave following adoption, a waiver of the minimum fee payment during the period of leave. (Commission at the agreed rate remains on a pay when paid basis at the percentage agreed with Clerksroom).

 
Flexible Working 

Clerksroom offer a flexible working policy which covers the right of a member of Clerksroom to take a career break, to work part time, to work flexible hours to enable them to manage their family responsibilities or disability and remain in practice. Clerksroom will accommodate any request from it's members or staff and remain flexible with fees or salary during this time.

Reasonable Adjustments Policy 

Clerksroom have a reasonable adjustments policy aimed at supporting disabled clients, barristers and visitors to chambers. Our HQ at Equity House is fully enabled and the board are fully committed to providing resources that are reasonably required to accommodate any request.


Responsibilities of Diversity Data Officer 

The DDO shall comply with the requirements in relation to the collection, processing and publication of Diversity Data set out in the paragraphs below.


Collection and Publication of Diversity Data 

The DDO shall invite the Members of the Workforce to provide Diversity Data in respect of themselves to the DDO using the model questionnaire at Annex C of the BSB Guidance on these rules. 

The DDO shall ensure that such data is anonymised and that an accurate and updated summary of it is published on our website in the first instance by 31st December 2012 and thereafter every three years. Click here for our latest diversity data.

Our published summary of anonymised data shall: 

The DDO shall: 

For the purposes of rule 408, the steps which it is reasonable for a barrister to take will depend on all the circumstances, which include, but are not limited to: 

Definitions

This section contains the definition of terms used in the equality provisions.

In this Code except where otherwise indicated:

Training may be undertaken in any of the following ways: Classroom sessions; Online sessions; Private study of relevant materials such as the Bar Council Fair Recruitment Guide for the Bar; Completion of CPD covering fair recruitment and selection processes

Further Information & Guidance can be found at the Bar Standards Board following links:

  1. Bar Standards Board
  2. Equality & Diversity Training
  3. Equality Impact Assessments
  4. Equality Act 2010 - Publication of information
  5. Equality Act 2010 – Publication of Equality Objectives
  6. Equality and Diversity Rules of the Code of Conduct
  7. The Rules in Full
  8. Guidelines on the Equality and Diversity Provisions of the Code of Conduct
  9. Guidance on the Bar Standard Board's Diversity Data Collection Rules
  10. FAQs on the Equality Provisions of the Code of Conduct
  11. Webinar: New Equality and Diversity Rules of the Code of Conduct (1 CPD point)

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