EDI Policy

Policy Statement

Equality, Diversity and Inclusion

1. Statement of Intent

Parity Chambers is committed to equality, diversity, and inclusion where all individuals are treated with respect and dignity. We aim to advance equality of opportunity, to prevent occurrences of unlawful discrimination, and to ensure a friendly, inclusive workplace that reflects the diverse society we serve.

2. Scope and Legal Framework

This policy applies to all members, pupils, mini-pupils, employees, contractors, and work experience placements, as well as applicants for any of these roles. It also extends to our professional and lay clients and all visitors to our premises. This policy is designed to comply with:

  • The Equality Act 2010
  • The Bar Standards Board Handbook (The Equality Rules)
  • The Bar Council’s Fair Recruitment Guide

3. Protected Characteristics

We will not discriminate on the grounds of the following protected characteristics:

  • Age
  • Disability (physical or mental)
  • Gender reassignment or identity
  • Marriage and civil partnership
  • Pregnancy, maternity, or parental leave
  • Race (including colour, nationality, and ethnic or national origin)
  • Religion or belief (including absence of belief)
  • Sex
  • Sexual orientation
  • Socio-economic background and caring responsibilities

4. Definitions of Prohibited Conduct

Parity Chambers opposes all forms of discrimination and will take disciplinary action against any form of:

  • Direct Discrimination: Treating someone less favourably because of a protected characteristic.
  • Indirect Discrimination: Applying an apparently neutral practice that puts those with a protected characteristic at a particular disadvantage, unless it is objectively justified.
  • Discrimination arising from a disability: Where a person is unjustifiably treated less favourably because of something arising in consequence of their disability.
  • Failure to comply with reasonable adjustments duty: Where there is a failure to comply with a duty to make reasonable adjustments to alleviate disadvantage to a disabled user of Chambers arising from his or her disability.
  • Harassment: Unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, or offensive environment.
  • Victimisation: Subjecting someone to a detriment because they have raised a complaint or assisted in a discrimination proceeding whether or not they have made a protected disclosure under the Public Interest Disclosure Act 1998 and/or Part IVA of the Employment Rights Act 1996.
  • Discrimination by association: Where someone is discriminated against because of their association with (such as their familial relationship with) a disabled person.

5. Relevant Policies and Procedures

Parity Chambers has implemented the following policies and procedures:

  • Anti-Racism Statement
  • Grievance Procedure
  • Harassment Policy
  • Mentoring Policy
  • Parental Leave and Flexible Work Policy
  • Reasonable Adjustments Policy
  • Wellbeing Policy
  • Fair Work Distribution Policy

6. Governance and Responsibilities

Overall responsibility for this policy lies with the Management Committee (ManCom). To ensure practical implementation, Parity Chambers will:

  • Publish this policy on Parity Chambers' website.
  • Request all staff, members, and pupils to confirm their understanding of this policy.
  • Appoint Equality and Diversity Officers (EDOs) responsible for monitoring compliance and providing confidential advice (currently, Paras Gorasia and David Stephenson).
  • Appoint a Diversity Data Officer (DDO) responsible for the collection and anonymised publication of diversity data every three years (currently, Amritpal Bachu).
  • Provide appropriate training to clerks responsible for ensuring the fair distribution of work (currently, Callum Stebbing).

7. Recruitment and Selection

Parity Chambers will apply the following principles to recruitment for tenancies, pupillages, and staff:

  • Objective Criteria: Selection must be based on explicit, transparent criteria related to the demands of the work.
  • Anonymisation: Where possible, applications (particularly for pupillage and mini pupillage) will be anonymised to mitigate unconscious bias.
  • Training Requirements: At least one member of every selection panel (and preferably the chair) must have received fair recruitment training within the last three years.

8. Allocation of Work and Earnings

Parity Chambers is committed to the fair distribution of unassigned work and will implement:

  • Monitoring: The Senior Clerk will regularly monitor the volume and type of work offered to members and pupils.
  • Equity: Work distribution results will be reviewed annually to identify and investigate any disparities in earnings or opportunities based on gender, race, or disability.

9. Training

Parity Chambers will require all members, pupils, and staff to undertake training to ensure they understand their rights and responsibilities.

  • Annually: Prevention of Sexual Harassment training.
  • Every three Years: General Equality, Diversity and Inclusion, Anti-Bullying/Harassment, and Anti-Racism training.
  • Every two years: Fair Recruitment and Unconscious Bias training for those on selection panels.

10. Parental Leave and Reasonable Adjustments

Parity Chambers will:

  • Provide a supportive environment for those taking leave for birth or adoption. This may include a specific period of rent/expense exemption and flexible return-to-work arrangements.
  • Investigate and implement reasonable adjustments for members, staff, and visitors with disabilities to remove barriers to work or service.

11. Complaints and Grievances

Anyone who believes they have suffered discrimination or harassment is entitled to raise the concern without fear of victimisation.

  • Concerns can be raised internally with an EDO or through the formal Grievance Procedure.
  • Complaints will be handled promptly and with the maximum degree of confidentiality practicable.

Date of Policy: April 2026

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