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Diversity 

Our Equality and Diversity Committee is responsible for leading and monitoring our equality and diversity responsibilities, including the diversity of our workforce and our inclusive work culture.  The work of this Committee made a simple truth clear to each of us, namely good practice in relation to all matters concerning equality and diversity is no more than best practice to create a successful and contented workforce. Chambers will not tolerate discrimination of any kind.

There are people from many different religions, racial backgrounds and social backgrounds in Chambers, but it does not matter where our members and staff have come from or what their underlying beliefs are.  What we need are their skills, experience and potential.  Bringing together people with differing and complementary skills and experiences helps to ensure that we bring the best support and solutions to our clients and, in return, ensures that everyone feels included and respected. Our clients come from diverse backgrounds too, so it helps us better understand their own values.

We provide continuous training through both our Equality & Diversity Committee and our Pupillage Committee, including in-house training on fair recruitment and on unconscious bias.  A most important issue in Chambers is making our profession more accessible and attractive to the best people from all backgrounds who have the potential to succeed but might not have the opportunity to get into law.  We are working with a wider range of universities each year, but we only know if we are achieving this aim by monitoring.  When people join us, they are asked to provide diversity-related information.

In accordance with the Bar Standards Board Handbook, Maitland Chambers has surveyed its workforce with a view to collecting and publishing equality and diversity data.

The purpose of the BSB rules is to provide transparency concerning recruitment and employment activities and to encourage an independent, strong, diverse and effective legal profession.

Equality and diversity data is considered to be information relating to the following characteristics: age, gender, disability, ethnic group, religion or belief, sexual orientation, socio-economic background and caring responsibilities.

The survey was conducted anonymously and in accordance with the BSB rules. Participation in the survey was voluntary. The data summarised below is based on the responses actually received, and may not reflect the position that would have applied if all those eligible to participate had chosen to do so.

Data is not published where its publication might reasonably lead to the identification of individuals.

The data was collated up to 31 December 2021 and reflects the position at that date. Not all questions were answered by every participant.

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Chambers UK