Equality & Diversity

Equality & diversity

Chambers operates an equal opportunities and non-discrimination policy. We do not discriminate directly or indirectly against anyone on the grounds of race, colour, nationality, ethnic origin or citizenships, gender, marital status, sexual orientation, religion, age, political persuasion, or disability. This policy is applied in the provision of services, and in the selection, recruitment and treatment of staff, pupils and tenants.

Sexual harassment

College Chambers has a zero-tolerance policy to sexual harassment. All complaints will be taken seriously and treated confidentially in accordance with the Dignity at Work policy with the relevant processes set out therein. Examples of sexual harassment can be found at Paragraphs 15 and 16 of the Dignity at Work policy.

Any complaints against Staff, Barristers, Pupils, visitors or Mini-Pupils should be made using this link or by scanning the QR code below, which will take you to a form to raise a complaint formally or otherwise.

Data Collection

Members of Chambers, pupils and staff are invited, if they wish, to provide their diversity data as part of Chambers' data diversity policy and pursuant to the Bar Standard Board Handbook. As required, we publish an anonymous summary of available diversity data. The purpose of this is to promote transparency in recruitment and employment activities and an independent, strong, diverse and effective legal profession.

Summary of Data

The most recent data collection was undertaken in January 2023. All members of the workforce were asked to provide data voluntarily. Approximately 48% of the workforce provided data. The summary below is not a complete analysis of the entire workforce at College Chambers and the statistics below are based on data provided and is not a complete picture of the entire workforce. Certain information that would identify a person has not been utilised for the purposes of anonymity.

Of the total responses 75% were women and 25% were men.

Barristers (including pupils):

• 71% were women and 29% were male.
• 79% were white, 14% were Asian and 7% were from mixed/multiple ethnic groups.
• All were between the ages of 25 and 64.
• 7% regarded themselves as having a disability within the definition in the Equality Act or whose day-to-day activities are limited a lot or a little because of a health problem  or disability which has lasted, or expected to last, at least 12 months
• 54% were part of the first generation of their family to attend university (46% were not the first generation of their family to attend university)
• 31% primarily attended a UK fee-paying/independent school between the ages of 11-18, and 69% primarily attended a UK state school between the ages of 11-18.
• 36% were primary carer for child(ren) under the age of 18, 64% were not primary carers for children.
• 7% provided care to others on account of old age, health or disability.

Staff including clerks:

• 83% were female and 17% were male.
• 83% were white and 17% were Asian.
• All were between the ages of 16 and 64.
• 0% regarded themselves as having a disability within the definition in the Equality Act or whose day-to-day activities are limited a lot or a little because of a health problem or disability which has lasted, or expected to last, at least 12 months
• 33% were part of the first generation of their family to attend university; 17% were not part of the first generation of their family to attend university; 33% did not attend university; 17% withheld.
• 83% primarily attended a UK state school between the ages of 11-18, and 17% attended a school outside of the UK.
• 33% were primary carer for child(ren) under the age of 18, 66% were not primary carers for children.
• 33% provided care to others on account of old age, health or disability.

The diversity of Chambers will be regularly reviewed and updated in accordance with the provisions of the said Code.