At New Park Court Chambers, we do things a little differently. With a total of 74 barristers, including 13 King’s Counsel, our reach and influence stretches far beyond the bounds of our Circuit.
As a Tier 1 Set based in Leeds and Newcastle we are home to a number of high profile and nationally and internationally reputable Counsel.
New Park Court Chambers is committed to promoting equality and diversity.
And promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace.
1.1 New Park Court Chambers is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. New Park Court Chambers aims to be an inclusive organisation, where diversity is valued, respected and built upon, with ability to recruit and retain a diverse workforce that reflects the communities it serves. Within this framework Chambers specifically refers to measures it has in place to provide equality of opportunity and the facilities that it can provide to its diverse workforce and job applicants.
1.2 New Park Court Chambers is also committed to compliance with relevant equality legislation, the Equality Act 2010, Codes of Practice and relevant best practice guidance. This policy pursues and builds on the statutory position to ensure effective policies and practice of promoting equality.
1.3 New Park Court Chambers aims to pro-actively tackle discrimination or disadvantage and aims to ensure that no individual or group is directly or indirectly discriminated against for any reason with regard to employment or accessing its services.
1.4 However, New Park Court Chambers is also mindful of the provision in discrimination law for the rare circumstances when an organisation may need to justify discrimination rather than have a disproportionate effect. This could be, for instance, where there is a conflict with other legislation that New Park Court Chambers has to comply with or between service needs. In such circumstances New Park Court Chambers is committed to following the required proper assessment and objective justification of any decision in order to demonstrate that the provision, criterion or practice is a proportionate means of achieving a legitimate aim.
1.5 Issues regarding harassment and bullying are covered in the Harassment Policy For issues regarding recruitment refer also to the Recruitment policy and for complaints see the Complaints/Grievances policy; all 3 are enclosed below.
2.1 Equality can be described as breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment, and to goods and services; the basis of which is supported and protected by legislation.
2.2 Diversity can be described as celebrating differences and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for New Park Court Chambers.
2.3 Equality and Diversity are not inter-changeable but inter-dependent. There can be no equality of opportunity if difference is not valued and harnessed and taken account of.
3.1 This policy applies to direct employees and members of New Park Court Chambers, and all job and pupillage applicants for recruitment.
4.1 New Park Court Chambers is committed to ensuring that:
Such a commitment entails that positive steps can be taken to identify and eliminate possible areas of discrimination in relation to:
4.2 New Park Court Chambers will not tolerate processes, attitudes and behaviour that amounts to direct discrimination, associative discrimination, discrimination by perception indirect discrimination including harassment (harassment by a third party), victimisation and bullying through prejudice, ignorance, thoughtlessness and stereotyping. See Section 12 below for further explanation of these concepts.
4.3 New Park Court Chambers recognises the importance of monitoring, reviewing and reporting on its equality and diversity policy and practice and to measure progress in meeting our policy statement (see Section 9).
5.1 This Code reflects the legislative framework provided by Parliament as reflected in the Equality Act 2010.
5.2 Section 47 of the Equality Act 2010 prohibits discrimination, harassment or victimisation by a barrister’s clerk or by (or against) a barrister. In particular, the Section provides that:
5.3 A failure to comply with the Policy shall constitute professional misconduct rendering a barrister liable to disciplinary proceedings.
6.1 As an employer committed to diversity and equality, New Park Court Chambers recognises its success depends on creating a working environment which supports the diverse make-up of its members, staff and pupils with supporting policies and procedures to create a framework of assistance.
7.1 New Park Court Chambers is committed to members, staff and pupils who have commitments outside work, irrespective of whether they have caring responsibilities.
7.2 New Park Court Chambers aims to improve the working lives of its employees by having a framework of policies including a flexible working policy and a parental leave policy; both are captured below.
8.1 All of New Park Court Chambers policies and procedures are designed to promote equal opportunity and protection against discrimination for all employees.
9.1 New Park Court Chambers undertakes monitoring that not only meets statutory requirements but also aims for best practice. This is used to inform and improve our practices. If through monitoring any discrimination is identified New Park Court Chambers will take corrective action to eliminate it.
9.2 The monitoring of New Park Court Chambers membership, recruitment and workforce is produced across all areas of employment practice and is discussed at meetings of the Board of Directors of NewCo 1, where the Equality and Diversity Officer will be present and provide data.
9.3 Such monitoring will be carried out using appropriate statistical analysis, and would normally deal with areas such as race, disability, gender, and age and ensure compliance with legislation. Any resultant statistics and analysis will be kept by the Equality and Diversity Officer.
9.4 In seeking to identify and eliminate sources of unintended discrimination, chambers shall monitor:
9.5 The monitoring data will be analysed at least once per year (or following specific recruitment drives where this is more appropriate) and where under-representation of a particular group is identified, chambers will seek to improve the position of the under-represented group. However, chambers will not engage in positive discrimination or quotas as both these practices are unlawful in the United Kingdom.
9.6 EOM forms will be issued to all applicants of vacancies open for employment, tenancy or pupillage. This will be via attachment to the relevant application form. On receipt of the application form, the EOM forms will be immediately removed from their application. All forms will be forwarded to the Equality Officer who will analyse the data and review the results.
9.7 The allocation of work to all members of chambers, those members of the Bar who are neither pupils nor tenants and pupils and must be carried out in a manner that is fair to all and without discrimination. Selection of counsel must however be on the basis of the skills and experience required for the particular case and the clerks will enjoy the ability to exercise discretion in offering members of chambers for particular cases and to particular firms of solicitors.
No applicant for pupillage or tenancy shall suffer discrimination:
9.8 Furthermore, no pupil or tenant shall suffer discrimination:
9.9 The Bar Standards Board Handbook requires that Chambers takes all reasonable steps to ensure that the affairs of chambers are conducted in a manner which is fair and equitable for all barristers and pupils. This responsibility extends to the distribution of work amongst pupils and members of chambers.
9.10 Any complaints about allegedly unfair allocation of work should be addressed jointly to the Head of Chambers and the Equality Officer.
10.1 New Park Court Chambers is committed to ensuring its staff and members are trained in equality and diversity and aims to ensure that adequate training is provided so that staff are able to operate this policy. Examples include specific training on race, gender, gender identity, disability, sexuality, age and religion or belief, in accordance with the requirements of the law and good practice.
10.2 Diversity and equality forms an integral part of New Park Court Chambers induction package. Managers are to ensure that all new entrants are made aware of our Equality and Diversity Policy the policies annexed therein.
11.1 The Equality and Diversity policy constitutes part of the Chambers Handbook and is available for all members and staff. A copy can be requested from the Chief Executive Officer.
11.2 The details of this policy will be proactively communicated and promoted to all new members, pupils and staff.
12.1 Discrimination may take seven main forms and is defined in law along with the protective characteristics associated with each provision as listed below:
13.1 New Park Court Chambers takes all claims of discrimination very seriously and will take appropriate action against those concerned. Dscrimination occurs when someone directly or indirectly treats a person or a group of people unfavourably because of a protected characteristic of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation. This covers all behaviour including remarks and insinuation, both verbal and non-verbal, which cause offence.
13.2 Any member, staff or pupil who is subject to harassment, bullying or discrimination is encouraged to refer to the Chambers policy on Harassment. This provides details of the steps that can be taken to deal with such an issue.
14.1 New Park Court Chambers aims to be an employer of choice and aims to ensure its workforce are able to make a valuable contribution to the work of Chambers whilst ensuring the health of our workforce and well-being of the workforce is supported.
14.2 Where appropriate, New Park Court Chambers actively encourages its members, staff and pupils to participate in local voluntary initiatives and may provide further support to initiatives, which encourage social inclusion in the local community. This may involve, for example, members and employees acting as mentors to local school children and volunteering opportunities.
15.1 All members and staff have a responsibility to guard against any form of discrimination and avoid any action which goes against the spirit of this policy. Thus members and staff at all levels must ensure that there is no discrimination in any of their decisions or behaviour. This includes the provision that all members and staff must:
15.2 However, whilst all members, staff and pupils have a collective responsibility to ensure this policy is successfully implemented, there are specific responsibilities within this.
The Equality and Diversity Officer is responsible for:
The Diversity Data Officer is responsible for:
Managers at all levels are responsible for:
Each member and employee is responsible for:
15.3 Non-Compliance with Policy
New Park Court Chambers will not tolerate any behaviour from members or staff which breaches our equality and diversity policy. Any such breaches will be regarded as misconduct except for serious offences such as discrimination on protected grounds; serious offences including harassment, bullying, or victimisation will be treated as gross misconduct and may lead to disciplinary action including dismissal from Chambers/employment without notice.
16.1 The Equality and Diversity Officer has the responsibility for ensuring the maintenance, regular review and updating of this policy.