Equality and Diversity

Policy Objectives

Wright Hassall is committed to ensuring that all applicants, employees, clients and suppliers are valued as individuals and treated with respect and fairness.

The aim of the equality and diversity policy is to ensure that we do not discriminate against people on the grounds of sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin.

• The firm is committed to provide equal opportunities in employment, including the remuneration, recruitment, training and promotion of employees, and during maternity leave.
  
  
• It is unlawful to discriminate against individuals either directly or indirectly in respect of their sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality ethnic or national origin; Sex Discrimination Act (1975), Race Relations Act (1976), Disability Discrimination Act (1995), Employment Rights Act (1996), Employment Equality (Sexual Orientation) Amendment Regulations (2003), Employment Equality (Religion or Belief) Amendment Regulations (2003), Employment Equality (Age) Regulations (2006)
  
  
• Direct discrimination, indirect discrimination and victimisation will not be tolerated:

Direct discrimination is where a person is less favourably treated on the grounds of any of the groups listed above.

Indirect discrimination is where a requirement or condition, which cannot be justified, is applied equally to all groups but has a disproportionately adverse effect on one particular group.

Victimisation is where someone is treated less favourably than others because of taking action against the firm against one of the above Acts.

• All employees have a responsibility to ensure that the firm’s equality and diversity policy is properly observed and fully complied with.
  
  
• Any failure to comply with the firm’s equality and diversity policy may result in disciplinary action.
  
  
• All the firm’s policies and procedures have been devised and are reviewed to ensure they comply with the above provisions.

Recruitment and promotion

Job descriptions will be reviewed and updated as each vacancy arises to identify key duties.

• Person specifications will be updated for each vacancy and will include only requirements that are objectively justified for the effective performance of the job.
  
  
• All employees will be made aware of this policy at induction by the HR officer.
  
  
• Promotion within the firm is made without regard to sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality ethnic or national origin.
  
  
• Training will be provided to all staff responsible for the recruitment, development and promotion of staff in the firm.

Training and development

• Training opportunities will be communicated and made available to all staff, irrespective of sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin.

Grievances

• The firm will treat seriously and take action when any employee has a grievance as a result of discrimination or harassment on the grounds of sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin and will be dealt with according to the grievance policy.

Clients

• Any refusal to act for a client will not be based upon the sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin.

Barristers

• Barristers should be instructed on the basis of their skills, experience and ability. The firm will not, on the grounds of sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin, avoid briefing a barrister and will not request barristers’ clerks to do so.
  
  
• Clients’ requests for a named barrister should be complied with, subject to the firm’s duty to discuss with the client the suitability of the barrister and to advise appropriately.
  
  
• The firm has a duty to discuss with the client any request by the client that only a barrister of a particular racial group or sex be instructed. The firm will endeavour to persuade the client to modify instructions which appear to be given on discriminatory grounds. Should the client refuse to modify such instructions, the firm will cease to act.
  
  
• In relation to the instruction of counsel, the firm will be mindful of the provisions of section 26A(3) of the Race Relations Act 1976 as inserted by section 64(2) of the Courts and Legal Services Act 1990 and section 35A(3) of the Sex Discrimination Act 1975 as inserted by section 64(1) of the Courts and Legal Services Act 1990 (provisions regarding discrimination in relation to the giving, withholding or acceptance of instructions to a barrister).

Other suppliers and business partners

• The firm will deal with all persons with the same attention, courtesy and consideration regardless of sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality, ethnic or national origin.
  
  
• Temporary staff and contractors (not employees of the firm) will be made aware of and expected to comply with the firm’s equality and diversity policy.

Monitoring and review

• The HR officer will ensure that all aspects of the policy are reviewed regularly in order to ensure the effectiveness of the policy.
  
  
• The HR team will monitor the gender, disability and ethnic composition of existing staff and of applicants for jobs (including promotion).
  
  
• The HR officer will review the equality and diversity policy in accordance with the results shown by monitoring and implement appropriate changes.