We value diversity and are committed to promoting this both in Chambers and generally by seeking to ensure all individuals are treated fairly, with dignity and respect and recognising and encouraging individual contributions to Chambers.
Chambers aims to ensure our barristers, pupils, clerks and staff achieve their full potential and all decisions are taken without reference to irrelevant or discriminatory criteria. It has adopted a range of equality and diversity policies to help achieve these goals.
Diversity Data
Members of the practising self-employed bar are regulated by the Bar Standards Board whose code of conduct is contained in the Bar Handbook. Under the Code of Conduct each Chambers is required to appoint a chambers’ Diversity Data Officer. Chambers’ Diversity data Officer is barrister Amy Kelly.
The Diversity Data Officer is responsible for implementing the rules relating to the collection and processing of Diversity Data, and for demonstrating compliance by providing the BSB with any documents or information reasonably requested for that purpose.
Provision of diversity data is an entirely voluntary process by members of Chambers and Chambers carries out collection on a three year cycle.
Chambers has produced data to provide an overall picture of Chambers’ diversity characteristics of both QCs, tenants and pupils and clerking and administrative staff.
Due to the small size of Chambers in both membership and staff, it has not been possible to provide a detailed breakdown of diversity data in respect of reference to job title and seniority of the workforce because it may lead to the identification of individuals.
Chambers is permitted to exclude diversity data in relation to any characteristic where there is a real risk that individuals could be identified, unless all individuals consent.
However, to provide meaningful data, some data characteristics have been presented in accordance with call (QCs and tenants over 10 years, and pupils and tenants under 10 years) and with separate data for all staff where appropriate.
Chambers is extremely proud of its current diversity and is committed increasing diversity and to promoting access to the profession. We therefore encourage and particularly welcome applications for mini pupillage, pupillage, tenancies and staffing positions from those who have historically been under-represented at the Bar.
Snap shot of diversity data Summer 2020:
- Sex 54% of members of chambers are male 24% are female and 22% declined to respond. Of those who answered, 3% preferred not to say whether their sex was the same as their gender identity and 97% said their gender identity matched their sex.
- Ethnic groups 17% of members of chambers are of ethnic minority, 58% are white, 22% declined to respond, and 3% preferred not to say
- Age 8 members of chambers declined to respond, of those that did there are 13 members of chambers under the age of 45 and 14 who are 45 years or older
- Disability and limitation 10% of members of chambers confirmed they were disabled and 10% confirmed that a health condition or disability limited their day to day activities a little. 21 % declined to answer and 3% preferred not to say.
- Religion 47% of members of chambers have no religion or belief, 21% are Christian (all denominations), 9% preferred not to say and 23% declined to answer
- Sexual orientation 68% of members of chambers are heterosexual, 23% declined to answer, 6% preferred not to say and 3% are gay
- Education 45% of members of chambers were the first generation of their families to attend university, 31% were not the first and 24% declined to respond. 40% were mainly state school educated, 36% mainly fee/independent school educated and 24% declined to respond.
- Caring responsibilities 17% of members of chambers are the primary carer for children, 23% declined to respond, 57% are not the primary carer and 3% preferred not to say. 17% are have caring responsibilities for persons other than children.
