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EQUALITY, DIVERSITY AND INCLUSION POLICY

General Statement

Hickey Law is committed to ensuring an absence of direct or indirect discrimination on the grounds of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race (including colour, nationality, ethnic or national origin), religion or belief, sex or sexual orientation. Hickey Law aims to create a working environment in which all individuals are able to make the best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.

With a view to implementing that commitment, employees, consultants, pupils, clerks, and staff will comply with all relevant statutory requirements and will have regard (where applicable) to the Equality Rules of the Handbook and the Code of Conduct.

In providing services and facilities, Hickey Law are also committed against unlawful discrimination of clients or the public or anyone else interacting with the firm.

Everyone who works or engages with Hickey Law should understand that they, as well as its employees and consultants, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination in the course of their engagement, against fellow employees, members, customers, suppliers and the public. This is particularly the case for those whose role means that they are regulated for the work that they undertake.

Purpose

The purpose of Hickey Law’s Equality, Diversity and Inclusion Policy is to:

  • Provide equality, fairness, and respect for all in engagements, whether employed or contracted and whether temporary, part-time, or full-time.
  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender, 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. This includes in pay and benefits, terms and conditions of employment or tenancy, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The Equality, Diversity and Inclusion Policy applies in particular to:

  • The selection, recruitment and treatment of employees, consultants, pupils and mini pupils.
  • The selection, recruitment and treatment of clerks and other members of staff.
  • Equality and diversity monitoring.
  • The treatment of lay and professional clients.
  • Complaints and grievances.

Equality, Diversity and Inclusion Plan

Fair and Objective Recruitment

The selection and recruitment of all staff, consultants, pupils (and mini-pupils) will be conducted openly and objectively and be put into effect in accordance with the principles of equality and diversity as set out above.

The selection and recruitment of pupils will be conducted in accordance with Hickey Law’s Pupillage Policy and in accordance with the Bar Qualification Rules and Pupillage Gateway provisions. At this stage, Hickey Law is not taking any pupils.

All selection and recruitment processes will use objective and fair criteria.

Monitoring and Communication

The Equality and Diversity Officer shall have responsibility for monitoring Hickey Law’s compliance and shall, where necessary, make appropriate recommendations to the Director.

A regular review of this policy on equality, diversity and inclusion and its implementation is conducted in order to ensure that it complies with the BSB Equality Rules. Such reviews will take place at least annually. The reviews will collate information pertaining to the number and percentages of Hickey Law’s workforce from different groups, workforce and the allocation of unassigned work. The data will be broken down by race, disability and gender. The reasons for any disparities in the data will be evaluated and, if necessary, appropriate remedial action will be taken. This requirement to collect data does not apply to the extent that individuals refuse to disclose it.

The appropriate funds shall be allocated by Hickey Law to ensure the implementation, monitoring of and compliance with this Equality and Diversity Policy and any remedial action identified during a review.