Equality, Diversity & Inclusion Policy

Coole Bevis LLP is committed to promoting inclusivity, equality and diversity in our policies, practices and procedures and to eliminating discrimination and unlawful behaviour. The firm values a diverse workforce and the contribution each individual makes.

The aim is for our workforce to be representative of all sections of society and our clients, and for each employee to feel respected and able to give their best.

In the provision of its services, the firm is also committed to avoiding unlawful discrimination in relation to clients, third parties or others.

As part of implementing this policy, the firm is committed to complying with the Solicitors’ Regulation Authority’s (SRA) principles and code of conduct in relation to equality, diversity and inclusion, as well as with all applicable anti-discrimination legislation and associated codes of practice, including the Equality Act 2010.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part- time or full-time.
• not unlawfully discriminate under the Equality Act 2010 against those with protected characteristics of age, disability, 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, dealing with grievances and discipline, dismissal, redundancy, parental leave, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The firm will:

• Encourage equality, diversity and inclusion in the workplace in line with best practice.
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
• This includes training all staff and partners about their rights and responsibilities under this policy. All staff should understand that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment, against fellow employees, clients, suppliers and the public.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, visitors, the public and any others in the course of the firm’s work activities.
• Such acts will be dealt with as misconduct under the firm’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
• N.B. Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. Harassment under the Protection from Harassment Act 1997 is a criminal offence and not limited to circumstances where harassment relates to a protected characteristic.
• Provide opportunities for training, development and progress to all staff, so they can develop their full potential, to the mutual benefit of the individual and the firm.
• Ensure decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
• Monitoring will include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. The firm will also comply fully with the SRA’s requirements and regular monitoring surveys.

Appropriate behaviour

It is expected that everyone in the firm will conduct themselves appropriately in support of this policy, which involves:

• treating others with dignity, trust and respect
• being aware of the effects their behaviour may have on others
• working collaboratively to achieve objectives
• communicating openly and honestly, stating their meaning and expectations of others
• giving and receiving constructive feedback on an on-going basis
• starting from the assumption that everyone is working to the best of their abilities, taking account of their current stage of professional development.

The equality, diversity and inclusion policy is fully supported by the LLP Members and will be made available to everyone via the Intranet or by hard copy on request. Any suggestions for changes and improvements to the policy and practice underpinning this policy should be made to a member of ExCo or an LLP member.

Details of the firm’s grievance and disciplinary policies and procedures can be found on the Intranet. This includes the person with whom an employee should raise a grievance.

Use of the firm’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.