Equality and Diversity Policy
Radshaw Solicitors are committed to eliminating unlawful discrimination and to promoting equality and diversity within our policies, practices and procedures. This applies to our professional dealings with clients, staff and Directors, other solicitors, barristers and third parties.
Adela Manzoor is responsible for implementing and monitoring our Equality and Diversity policy. She undertakes a review of this policy at least every three years to verify it is in effective operation and ensures that appropriate action is taken in relation to any non-compliance identified under this policy or barriers to equal opportunities.
We treat everyone equally and with the same attention, courtesy and respect regardless of:
• Sex (including marital status, gender reassignment, pregnancy, maternity and paternity)
• Sexual orientation (including civil partnership status)
• Race or racial group (including colour, nationality and ethnic or national origins)
• Religion or belief
• Caring responsibility or Disability
We take all reasonable steps to ensure that the Company and its staff do not unlawfully discriminate under:
• The Equality Act 2010
• The Employment Rights Act 1996
• The Human Rights Act 1998
• The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
• The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2000
• The Work and Families Act 2006
• The Civil Partnership Act 2004, and
• Any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.
Wherever possible we take steps to promote equal opportunity in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve, in order that, subject to funding constraints, our services are accessible to all clients.
We are committed to meeting the diverse needs of clients. We will take steps to identify the needs of clients in the community and develop plans and procedures setting out how we will meet clients’ needs and for ensuring the services which we provide are accessible to all. We will take account, in particular, the needs of clients with a disability and clients who are unable to communicate effectively in English. We will consider whether particular groups are predominant within our client base and, where possible, will ensure that their needs are met.
Experts and Third Parties
We do not unlawfully discriminate in dealings with experts, barristers, agents and other third parties.
All experts and third parties have been assessed by the Company as being capable of meeting both our and our clients’ requirements.
We treat all job applicants equally and fairly and do not unlawfully discriminate against them. We do this by ensuring that we operate an open and fair recruitment process, using selection criteria which do not discriminate, and making decisions based on individual qualities and personal merit. Promotion within the Company (including into the Company) is made solely on merit.
We consider all employees to be equal and create a working environment which is free from unlawful discrimination. This applies equally to voluntary positions and anyone undertaking work experience with us. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, dress code, work allocation and any other employment related activities.
All staff are informed of this policy as part of their induction. All staff are expected to pay due regard to the provisions of this policy and are responsible for ensuring compliance with it when undertaking their jobs or representing our Company.
We treat seriously all complaints of unlawful discrimination made by any of our staff, clients, barristers, other solicitors, experts or other third parties and will take action where appropriate. All complaints are investigated in accordance with our Grievance Procedure or Complaints Procedure and the complainant will be informed of the outcome. We also monitor the number and outcome of complaints of discrimination.
Where acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any member of staff are identified, we will ensure that our Disciplinary Procedure is followed and this may result in disciplinary proceedings being instigated.
We monitor and record equality and diversity information about staff and directors on the basis of age, gender, ethnicity, disability, religion or belief, sexual orientation, caring responsibilities and socio-economic background. We monitor, at least annually:
• Recruitment and selection (applicants, existing staff and directors)
• Promotion and transfer
• Terms and conditions of employment
• Take up of benefits
• Grievance and disciplinary procedures, and
• Resignations, redundancies and dismissals.
We will store equal opportunities data as confidential personal data and restrict access to this information. Equal opportunities information will be used exclusively for the purposes of equal opportunities monitoring and have no bearing on opportunities or benefits.
We identify equality and diversity training needs as and when appropriate and address them as part of our overall training plan.