Equality, diversity and inclusion policy
At Gainsborough Law we embrace and support equality, diversity and human rights as values of society.
We are committed to encouraging equality, diversity and inclusion and preventing unlawful discrimination in our chambers.
We are committed against unlawful discrimination of clients or the public.
We will always use our best endeavours to protect everyone that works with us, from harassment or discrimination, in the course of their work by persons outside Gainsborough Law.
As we grow, our overall aim is for our chambers to be truly representative of all sections of society and our clients, and for everyone to feel respected and able to give their best.
The purpose of this policy is to:
- provide equality, fairness and respect for everyone who is a part of Gainsborough Law in any capacity (e.g. members / contractors / employees / interns etc)
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
- oppose and avoid all forms of unlawful discrimination
Gainsborough Law commits to:
- Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense.
- Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all people are recognised and valued.
- Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by colleagues, customers, suppliers, visitors, the public and any others in the course of the Gainsborough Law’s work activities.
- Make opportunities for training, development and progress available to all workers, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
- Monitor the make-up of chambers in line with The Bar Standards Board Equality Rules and timescales.
This policy, it’s implementation and review are the responsibility of Gainsborough Law’s Head of Chambers and Diversity Officer.
For more details contact – email@example.com