Legal 500

Equality and Diversity Programme

Our programme is intended to ensure that members of chambers and employees understand their obligations and assist 4KBW in putting its commitment to equal opportunities and diversity into practice.

Our aim

Chambers aim to treat everyone equally and to ensure that no job applicant, employee, worker, member, client or visitor is discriminated against on the grounds of a protected characteristic.  The following are protected characteristics:

  • Age.
  • Disability.
  • Gender reassignment.
  • Marriage and civil partnership.
  • Pregnancy, maternity and adoption for the primary carer.
  • Race (including colour, nationality, and ethnic or national origin).
  • Religion or belief.
  • Sex.
  • Sexual orientation.

In addition, Chambers aims to ensure that no job applicant, employee, worker, member or client is treated less favourably or placed at a disadvantage on the grounds of their part-time status or trade union activities. This applies in the advertisement of jobs, recruitment, appointment, provision of benefits, allocation of training, promotion, disciplinary proceedings, dismissal, conditions of work, pay, giving a reference, the provision of services and every other activity and aspect of employment.

Our commitment

We are committed to providing equal opportunities to our employees, workers, members and clients, and to encouraging diversity in the workplace.

Chambers does not tolerate any unlawful or unfair discrimination and anyone found to be acting in a discriminatory manner will face disciplinary action which could include dismissal.  Everyone has a duty to report unlawful or unfair discriminatory behaviour to a member of management.  We actively promote equality of opportunity and require everyone to contribute towards achieving this objective.

We believe that treating people with dignity and respect is an important part of realising equal opportunities and diversity, and this programme should be read in conjunction with our harassment policy.

Types of unlawful discrimination

The different types of discrimination are generally defined as follows:

  • Direct discrimination: where a person is treated less favourably than another because of a protected characteristic.
  • Indirect discrimination: where a provision, criterion or practice is applied that is to the detriment of people who share a protected characteristic when compared with people who do not, and is not a proportionate means of achieving a legitimate aim.
  • Harassment: where there is unwanted conduct in relation to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment, regardless of the intention of the perpetrator.
  • Associative discrimination: where a person is directly discriminated against because of their association with another person who has a protected characteristic.
  • Perceptive discrimination: where a person is directly discriminated against or harassed based on a perception that they have protected characteristic even though they do not.
  • Victimisation: where a person is subjected to a detriment because they have supported or raised a complaint under the Equality Act 2010 or are suspected of doing so.

Clients, potential clients and suppliers

We will not discriminate against people supplying, using or seeking to use the services and/or facilities we provide.


Chambers' Diversity Data