Equality & Diversity

As a Chambers and as individuals, we do not discriminate or tolerate any form of discrimination against anybody based on any protected characteristic. We recognise that our commitment to inclusion requires that positive steps be taken to identify and eliminate possible areas of discrimination so as to ensure equality of access to all applicants, equality of treatment to all barristers and members of staff and equality of service to our professional and lay clients. Our Equality and Diversity Officers are Martin Evans KC and Catherine Collins, to whom queries, initial concerns and complaints should be directed.

Recruitment, Retention and Reasonable Adjustments

When recruiting new tenants or staff, we look for quality and welcome applications from as wide a talent pool as possible. We do not discriminate based on any protected characteristics. All members and staff involved in recruitment have undertaken appropriate training, and we are committed to the monitoring and review of fair allocation of work.

We appreciate the stress inherent in the work we do, for both staff and tenants in chambers. We encourage honest and open communication in relation to professional and personal issues, and will make reasonable accommodations for this on an individual basis.  Although 33 Chancery Lane does not generally recruit pupils, there is a support system in place for new junior tenants. This support system is organised between the Head of Chambers, the Practice Director and the Wellbeing Committee. 

We support all new parents and have a generous parental leave policy that enables new parents to take the time off that they need, and fully supports their return back to work.

We have strived to ensure that the Chambers premises is accessible to those with disabilities. 

Copies of all entries on our website and of our polices are available in large print upon request.

Training

33 Chancery Lane is committed to promoting and advancing equality and diversity. We acknowledge that issues concerning inclusion are ongoing, and that we must all be involved in creating and fostering lasting change. One of the ways in which we are seeking to engender change is by educating ourselves about discrimination that continues to exist.  Members of chambers and staff, particularly those in decision-making roles, are encouraged to participate in, and report back to chambers on, seminars, workshops and training sessions touching on diversity and inclusion. We welcome input from individuals or organisations that have expertise in running these types of seminars, and are open to new avenues of learning.

Outreach and Access to the Bar

Individual members of chambers are involved in outreach programmes to ensure access to information about the Bar, and opportunities for experience are available for all.  Chambers as a whole supports these individual initiatives, and takes steps to ensure that mini-pupillages are affordable and accessible for all.  For further details on this scheme, please see the mini-pupillage page.

Policies

For further details about our Equality & Diversity policies, please click here.