1.The aims of the 4KBW Equal Opportunities and Diversity Policy (‘the Policy’) are to:
The Policy must be read in conjunction with the Disability Policy and the Parental Leave Policy.
2.Under the Policy, Chambers will avoid discrimination and will promote equality in respect of:
These are known, collectively, as the “protected characteristics”.
3.Chambers are opposed to all forms of unlawful and unfair discrimination on the prohibited grounds, including:
All applicants for membership, employment, pupillage, and work experience and others who work with or for us will be treated fairly and will not be discriminated against on any of the prohibited grounds.
Decisions about membership, recruitment and selection, promotion, training, pay, disciplinary action and any other matter will be made objectively and without unlawful discrimination.
4.The Policy has regard to the legal obligations, principles and guidance derived from the Equality Act 2010 and the related Codes of Practice.
The policy also reflects Chambers’ commitment to promoting respect for fundamental human rights and compliance with European Union discrimination law.
5.Chambers recognises that the provision of equal opportunities in the workplace is not merely right as a matter of principle and consistent with our core values, but that it is also good management practice and makes sound business sense. The Policy will help us, and those who work with and for us, to develop their full potential, and thus promotes respect for the individual worth of all people involved with 4KBW.
6.This policy applies to:
7.4KBW is committed to:
8.Responsibility for implementation of the Policy lies with the Head of Chambers.
9.In order to implement the policy, Chambers shall:
10.Advertisements for membership, employment and pupillages will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of gender (including gender reassignment), race, marital status, disability, age, part-time status, sexual orientation or religion.
11.Chambers will publish the statement set out below on all advertisements and detailed vacancy information for staff positions, work experience placements, traineeship and membership:
“4KBW is proud to be an equal opportunities employer and is committed to diversity amongst its staff and members. We therefore encourage and welcome applications from women, people of minority ethnic origin and people with disabilities, as well as candidates from other groups which are under-represented in the legal sector. We are happy to make reasonable adjustments to enable disabled candidates to demonstrate their suitability for the job.”
12.Recruitment literature will not imply a preference for one group of applicants except in pursuance of lawful positive action.
13.All vacancies for employment will be circulated internally as well as externally, through appropriate non-discriminatory advertising. Where appropriate, persons from under-represented groups will be particularly invited to apply and in all cases those advertising opportunities that are likely to attract the widest and/or most diverse group of candidates will be used.
14.All descriptions and specifications for posts will only include requirements that are necessary and justifiable for the performance of the job.
15.All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to the requirements of the job and will be asked of all candidates.
16.Chambers will establish appropriate information, monitoring and review systems to assist the effective implementation of the Policy. These will include:
17.Equality and Diversity Monitoring of Members and staff and other workers in Chambers in accordance with regularity requirements and regular review of the effectiveness of this Policy in the light of that data;
18.Monitoring all recruitment rounds (members and staff) at each stage (application, shortlist/selection for interview, appointment) and reviewing the outcome of that monitoring for the purposes of determining whether the Policy is operating effectively;
19.Monitoring the number of grievances, and complaints under the Policy and Disability policies by reference to the complainant’s equality and diversity data;
20.Monitoring the number of disciplinary actions by reference to the equality and diversity data of the person subject to disciplinary action.
21.Where monitoring identifies significant under-representation or disadvantage of any group, 4KBW will develop an action plan to address the imbalance or disadvantage.
22.Steps will be taken to ensure that the information gathered will only be treated for the purposes of giving effect to this policy. The information will be treated confidentially with only the Equal Opportunities Officer and the Head of Chambers having access to it, save where it is necessary to disclose it to all Members for the purposes of any decision requiring Membership approval and then such information will to the greatest extent possible be produced in anonymised form.
23.Anyone to whom this policy applies who believes that s/he has suffered any form of discrimination, harassment or victimisation contrary to the Policy, is entitled to raise that concern through the Grievance Procedure.
24.All complaints of discrimination, harassment or victimisation will be treated confidentially, seriously and promptly.