1 Our Commitments
1.1 Mayfair Chambers is committed to promoting equal opportunities in employment and creating a workplace culture in which diversity and inclusion are valued, and everyone is treated with dignity and respect. As part of our zero-tolerance approach to discrimination in any form, you and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation (“Protected Characteristics”). We are also committed to providing equitable treatment to all those we deal with as an organisation, including clients and suppliers.
1.2 We will take all reasonable steps to: – Promote awareness and provide training to all staff and managers on all aspects of equality and diversity in the workplace.
– Apply the principles of equity to all staff and job applicants so that there is equality of opportunity. Our aim is that no individual is denied employment opportunities for reasons unrelated to ability.
– Establish programmes and processes that ensure a diversity of candidates at all career stages, from recruitment through to the appointment of senior leadership.
– Implement all internal policies and procedures on a fair and impartial basis.
– Create an inclusive working environment that is sensitive to the needs of staff of differing cultures, religions, and beliefs, e.g., in connection with festivals, religious observance, and dress.
– Set measurable equality, diversity, and inclusion targets for the organisation.
– Make reasonable adjustments to enable employees with disabilities to function effectively and to their full potential.
– Ensure that all work environments are free from all forms of discrimination, harassment, intimidation, or bullying.
– Monitor how this policy is working in practice.
2. About this policy
2.1 The purpose of this policy is to set out Chamber’s approach to diversity, equity, and inclusion. Our aim is to encourage and support diversity, equity, and inclusion and actively promote a culture that values difference and eliminates discrimination in our workplace. It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
2.2 This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.
3. Who does this policy apply to?
3.1 This policy applies to all employees, officers, consultants, contractors, volunteers, interns, casual workers, and agency workers.
4. Who is responsible for this policy?
4.1 Rizwan Ashiq (the “Head of Practice”) has overall responsibility for the effective operation of this policy and for day-to-day responsibility for overseeing its implementation. Questions about the policy or suggestions for change should be referred to the Head of Practice.
5. Diversity and inclusion training
5.1 Any Managers will be given appropriate training on recognising and avoiding discrimination, harassment, victimisation, unconscious bias, and promoting equality of opportunity and diversity in the areas of recruitment, development, and promotion. The Head of Practice has overall responsibility for equality training for staff and managers, as appropriate.
5.2 We will provide you with regular training to ensure that everyone is aware of and understands the contents of this policy. Following the training, you will be required to confirm that you have read, understand, and will comply with this policy. We will also provide equality and diversity training and unconscious bias training regularly.
6. Discrimination
6.1 You must not unlawfully discriminate against or harass other people, including current and former staff, job applicants, clients, customers, suppliers, and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events, including social events.
6.2 The following forms of discrimination are prohibited under this policy and are unlawful:
(a) Direct discrimination: treating someone less favourably because of a Protected Characteristic. Treating someone less favourably because of a Protected Characteristic. This includes associative discrimination (less favourable treatment because of association with an individual with a Protected Characteristic) and perception discrimination (less favourable treatment because of the mistaken belief that someone has a Protected Characteristic).
(b) Indirect discrimination: a provision, criterion, or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified.
(c) Harassment: includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
(d) Victimisation: retaliation against someone who has complained or supported someone else’s complaint about discrimination or harassment.
(e) Disability discrimination: includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
7. Recruitment and selection
7.1 Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity. Shortlisting should be done by more than one person and with the involvement of the Head of Practice, where possible. Our recruitment procedures will be reviewed regularly to ensure that individuals are objectively assessed based on their relevant merits and abilities.
7.2 Vacancies should generally be advertised to a diverse section of the labour market by using recruitment agencies that provide a diverse range of suitable candidates. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. They should include a short policy statement on equal opportunities and the employer’s commitment to diversity, equity, and inclusion in the workplace and state that a copy of this policy will be made available on request.
7.3 We will take steps to ensure that our vacancies are advertised to a diverse labour market and, where relevant, to particular groups that have been identified as disadvantaged or underrepresented in our organisation. To address the underrepresentation of certain groups within our organisation, these steps may include actively inviting applications from underrepresented groups, offering internships or mentorships to certain groups, or other such lawful steps.
7.4 Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.
7.5 Job applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the approval of the Head of Practice. For example:
(a) Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments).
(b) Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at the interview or assessment.
(c) Positive action to recruit disabled persons.
(d) Equal opportunities monitoring (which will not form part of the selection or decision-making process).
Where necessary, job offers can be made conditional on a satisfactory medical check.
7.6 We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the Head of Practice or UK Visas and Immigration.
7.7 To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we monitor applicants’ ethnic group, nationality, gender, gender identity, disability, sexual orientation, religion, and age as part of the recruitment procedure. Provision of this information is voluntary, and it will not adversely affect an individual’s chances of recruitment or any other decision related to their employment. The information is removed from applications before shortlisting and kept in an anonymised format solely for the purposes stated in this policy and in accordance with data protection legislation. We may also continue to monitor the employment experience of those with certain Protected Characteristics to identify any inequalities and areas in which further support or changes are required to achieve equality of experience. Analysing this data helps us take appropriate steps to avoid discrimination and improve equality, diversity, and inclusion.
8. Training, promotion and conditions of service
8.1 Training needs will be identified through regular appraisals based entirely on an objective assessment of performance and will not be influenced by any Protected Characteristics that you may have. You will be given appropriate access to training to enable you to progress within the organisation and all promotion decisions will be made on the basis of merit.
8.2 Our conditions of service, benefits, and facilities will be reviewed regularly to ensure that they are available to all staff who should have access to them and that there are no unlawful obstacles to accessing them.
9. Monitoring
9.1 We will monitor the effectiveness of our policies and procedures in meeting our diversity, equity, and inclusion objectives and to identify areas in which further resources or support are required to achieve equality of experience.
9.2 We will also monitor the treatment and outcomes of any complaints of discrimination, harassment, or victimisation we receive to ensure that they are properly investigated and resolved, those who report or act as witnesses are not victimised, repeat offenders are dealt with appropriately, cultural clashes are identified and resolved, and workforce training is targeted where needed.
9.3 We will regularly share with you the progress and achievements we have made towards our diversity, equity, and inclusion objectives.
10. Termination of employment
10.1 We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory.
10.2 We will also ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal, or other disciplinary action.
11. Disabilities
11.1 If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.
11.2 If you experience difficulties at work because of your disability, you may wish to contact the Head of Practice to discuss any reasonable adjustments that would help overcome or minimise the difficulty. The Head of Practice may wish to consult with you and your medical adviser about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible.
11.3 We will monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access.
12. Part-time and fixed-term work
12.1 Part- time and fixed-term staff should be treated the same as comparable full-time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
13. Breaches of this policy
13.1 We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal.
13.2 If you believe that you have suffered harassment, bullying, or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter using the procedure set out in this policy. Complaints will be treated in confidence and investigated appropriately.
13.3 There must be no victimisation or retaliation against staff who complain about or report discrimination. If you believe you have been victimised for making a complaint or report of discrimination, or have witnessed it happening to someone else in the workplace, you should raise this through the procedure set out in this policy.
13.4 We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity, and inclusion principles are adhered to in the workplace. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary Procedure.