Equality & Diversity
EQUAL OPPORTUNITIES
POLICY
Temple Garden Chambers will promote equality of
opportunity irrespective of age, disability, gender reassignment,
marriage / civil partnership, pregnancy, maternity, race,
citizenship, religion or belief, political persuasion, sex or
sexual orientation.
This Equal Opportunities Policy has been adopted by Temple
Garden Chambers. The policy complies with paragraph 404.2 (d) of
the Code of Conduct. In respect of all 'Action Areas' identified
below Chambers will have regard to the Equality and Diversity Code
for the Bar, which is attached in its current form to this Policy.
All Members of Chambers, staff and pupils have been referred to
this document and the Equality and Diversity Code for the Bar and
encouraged to read the same.
Chamber has an Equal Opportunities Officer. That position is
presently occupied by Marcus Grant.
RECRUITMENT PUPILS AND TENANTS
Vacancies for pupils and starter tenants will be advertised.
Chambers has a pupillage policy, which includes the selection and
assessment procedure. Both pupils and starter tenants are selected
using objective criteria drawn from the original "MANTRA" criteria
provided by the Bar Council to Chambers some years ago Any Member
of Chambers that has a role in the recruitment of any individual is
reminded of this Policy, the pupillage policy and the accompanying
guidance in the Equality and Diversity Code for the Bar.
FAIR ACCESS TO WORK
Pupils and tenants will have the opportunity to develop their
practices, with the assistance of the Senior Clerk and his staff,
in a fair and equal manner.
Pupils will have regular feedback from their pupil supervisors
and the clerks will discuss practice development formally and
informally with all tenants. Pupils are provided with further
guidance in the pupillage policy.
All pupils and tenants will be encouraged to participate in
marketing activities and any social events as may be organised by
Chambers from time to time.
MATERNITY, PATERNITY AND PARENTAL LEAVE
Clause 13 of the Chambers Constitution provides arrangements for
maternity leave for members of chambers. Similar arrangements would
apply on adoption. Chambers has no policy to allow fathers relief
from chambers contributions following the birth or adoption of a
child, but all new fathers are encouraged to take such time off as
they judge necessary in their individual circumstances.
FLEXIBLE AND PART TIME WORKING AND CAREER BREAK
Any member of chambers may work from home. Various part time and
flexible arrangements have been agreed with members of chambers in
the past. Chambers will continue to apply a flexible and pragmatic
approach to all requests as and when they arise.
HARRASSMENT
Harassment, as defined in the Equality and Diversity Code (and
the relevant statutory provisions), is unacceptable and will not be
tolerated from Members of Chambers, Pupils or staff. A summary of
behaviour that is likely to amount to harassment is found in
paragraph 1.74 of the Equality and Diversity Code. Further guidance
in relation to pupils is to be found in the pupillage policy.
COMPLAINTS AND GRIEVANCES
The pupillage policy contains the appropriate grievance
procedure as applies to pupils. Complaints by others outside
chambers will be dealt with according to the Temple Garden
Chambers' Complaints Policy.
Any member of staff who may have a grievance is referred to the
Staff Handbook which sets out the full grievance procedure.
If a Member of Chambers has a grievance, then this should be
raised with the Head of Chambers. If appropriate, the matter should
ideally be dealt with informally and without the need for a written
grievance and a written decision.
If the matter is not appropriate for informal resolution, then
the Member of Chambers should put his / her grievance in writing
and provide this to the Head of Chambers.
The Head of Chambers will arrange to have a meeting with the
Member of Chambers to discuss the grievance and the way forward.
The Head of Chambers may also invite along to the meeting any other
Member of Chambers and / or staff member that they consider
appropriate.
Depending on the nature of the grievance, the Head of Chambers
may delegate the investigation and decision making to another,
senior, Member of Chambers. In either case the Head of Chambers /
other senior Member of Chambers will seek to ensure that formal
grievances are investigated and determined by more than one Member
of Chambers.
Appropriate investigation will be undertaken and a decision will
be made, and communicated to the Member of Chambers, in writing,
within a reasonable period. No-one will be victimised or suffer any
detriment, as properly defined, by reason of their raising a
grievance in good faith.
Investigations and decisions will be kept as confidential as the
circumstances reasonably permit.
Members of Chambers, Pupils and Staff are encouraged to raise
any issues of equality or discrimination with the chambers Equal
Opportunities Officer (currently Marcus Grant).
SERVICE PROVISION FOR DISABLED CLIENTS
Temple Garden Chambers has a long history in providing services
to clients with physical and mental disability and will continue to
do so. Our recent redevelopment included improved access and
facilities for the disabled.
STAFF IN CHAMBERS
Equal opportunities initiatives in chambers apply to staff as
well as members of chambers and pupils. A staff handbook covers a
wide range of matters and is referred to above, where relevant.
Other Sources of Information:
Chambers keeps appraised of the guidance offered by the
Bar Council. Equality and Diversity guidance and advice (for all
concerned) is provided on the internet and is regularly reviewed.
The information is currently available on the following link:
http://www.barstandardsboard.org.uk/regulatory-requirements/the-equality-and-diversity-code/
All Members of Chambers, staff and pupils are encouraged
to refer to the same.