Policies
Our Commitment
Rose Court Chambers is committed to ensuring equality of opportunity across all aspects of Chambers life. This includes recruitment, work allocation, and professional development for all Members, pupils, probationary tenants, and employees.
We aim to create an environment that is fair, inclusive, and respectful, where individuals are judged solely on merit and ability.
Scope of This Policy
This policy applies to:
Members of Chambers
Probationary tenants
Pupils
Employees
All individuals are required to read and comply with this policy and all related Chambers policies at all times.
Failure to do so may result in disciplinary action and, in serious cases, termination of employment, pupillage, or tenancy.
Legal Framework
Chambers complies with:
The Equality Act 2010
The Employment Rights Act 1996
These obligations apply to all areas of Chambers’ work, including recruitment, work allocation, and the provision of legal services.
We also recognise that discrimination can arise from factors beyond those protected by law, including background and socio economic status. We take all reasonable steps to ensure that no individual is treated unfairly for any reason.
Related Policies
This policy should be read alongside:
Membership and Recruitment Policy
Harassment Policy
Diversity Data Policy
Protected Characteristics
Under the Equality Act 2010, individuals are protected from discrimination on the basis of:
Age
Disability
Sex
Race, including colour, nationality, or ethnic origin
Sexual orientation
Marital status
Gender reassignment
Pregnancy or maternity
Religion or belief
Types of Discrimination
Direct Discrimination
Occurs where an individual is treated less favourably because of a protected characteristic.
Examples may include:
Withholding work opportunities
Refusing to work with a colleague
Failing to properly consider applications or complaints
Indirect Discrimination
Occurs where a neutral policy or requirement places certain individuals at a disadvantage.
Example:
A requirement for full time availability may disadvantage individuals with caring responsibilities
Indirect discrimination may be lawful only where it is objectively justified.
Harassment
Unwanted conduct related to a protected characteristic that creates an intimidating, hostile, degrading, or offensive environment.
This may include:
Inappropriate comments or jokes
Unwanted physical contact
Intimidation or offensive behaviour
Chambers operates a separate anti harassment and anti bullying policy.
Victimisation
Occurs where an individual is treated unfairly because they have raised, supported, or are believed likely to raise a complaint under equality legislation.
Recruitment & Retention
We actively encourage applications from individuals who are under represented in the legal profession.
Our approach includes:
Selection based on objective and justifiable criteria
Fair and transparent recruitment procedures
Support for individuals taking parental leave
Reasonable adjustments for individuals with disabilities
All applicants are expected to demonstrate an understanding of, and commitment to, equality and dignity at work.
Support & Accessibility
Chambers will take all reasonable steps to:
Ensure facilities are accessible
Provide appropriate work opportunities
Make necessary adjustments for individuals with disabilities
This applies to both existing members and applicants.
Monitoring & Diversity Data
We recognise the importance of monitoring to ensure fairness and inclusion.
Chambers will:
Collect and review diversity data
Monitor across areas such as race, gender, disability, age, religion, and sexual orientation where possible
Use this data to inform policies and improve practices
This process is managed in accordance with our Diversity Data Policy.
Raising Concerns
All individuals have the right to raise concerns without fear of victimisation.
Informal Resolution
Where appropriate, concerns should first be raised directly with the individual or group involved.
If this is not suitable, concerns may be raised with:
A member of the Policy Committee
A line manager (for employees)
Formal Process
If a matter cannot be resolved informally:
It may be referred to the Policy Committee
A panel of at least three members, including one senior member, will be appointed
A formal meeting will be arranged, usually within 28 days
Both parties will be heard and relevant evidence considered.
Outcomes May Include
Explanation of events
Apology
Agreement to remedy the issue
Policy review or amendment
Where necessary, matters may be referred to a full Chambers meeting.
Appeals
Either party may appeal decisions to a full Chambers meeting.
Serious matters, including potential suspension or termination, must be referred to the full Chambers.
Dignity at Work
Chambers is committed to ensuring that all individuals are treated with dignity and respect.
We do not tolerate:
Harassment
Bullying
Any behaviour that undermines dignity
All complaints will be handled seriously and confidentially.
Training
Where appropriate, Chambers may provide training to support the implementation of this policy and promote best practice across all areas.
Shared Responsibility
All Members, pupils, probationary tenants, and employees share responsibility for upholding this policy and maintaining an inclusive environment.
Diversity Action Plan
Chambers is committed to continuous improvement and will:
Provide this policy to all new joiners
Ensure recruitment committees are familiar with fair recruitment guidance
Regularly review diversity policies and strategy
Promote equality and inclusion on our website and in all recruitment activity
Undertake regular diversity data collection and analysis