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EQUALITY & DIVERSITY POLICY - UPDATED DECEMBER 2020


Cumbria Law is a Barristers Chambers with a current workforce of two: (i) Dr. Tristan Paul McGee, self-employed Barrister; (ii) Sue McGee, Practice Administrator (clerical part-time). We have close professional ties with another Barristers Chambers and can bring our combined expertise and experience to bear on our work for lay and professional clients.

Cumbria Law Chambers deals with its members, employees, pupils, lay and professional clients, and all others who have dealings with Chambers without distinction by reference to sex, race (including colour, ethnic or national origin and nationality), citizenship, sexual orientation, gender reassignment, marital status/civil partnership, family status, religion or belief, or philosophical belief. Age and disability are also disregarded save in those limited circumstances in which they are genuinely material to a person’s ability to become a member, pupil or employee of Chambers and can be justified. Chambers does not permit or condone harassment on the grounds of sex, race (including colour, ethnic or national origin and nationality), citizenship, sexual orientation, gender reassignment, marital status/civil partnership, family status, religion or belief, philosophical belief, age or disability.

Chambers is firmly committed to the Bar’s principles of equality and diversity in everything we do. It is our policy to treat everyone equally and fairly regardless of their background, race, colour, nationality (including citizenship) or ethnic or national origin, disability, religion or belief, gender, gender reassignment, marital or civil partnership status, sexual orientation or age without justification.

STATEMENT OF INTENT

This policy applies to all aspects of Chambers’operations. It includes the outlawing of harassment and victimisation, which Chambers recognises as being forms of discrimination. It recognises that barristers and employees have a personal responsibility to behave in a manner which is not offensive to others. It obligates Chambers to make reasonable adjustments to employment arrangements or to physical features of the premises to ensure that those who suffer from a disability are not unjustifiably disadvantaged in comparison with persons who are not disabled.

Chambers is also fully committed to the following guidance given in various Codes of Practice and Guidance:-

(i) Equal Opportunities Commission Code of Practice on sex discrimination, equal opportunity policies, procedures and practices in employment.

(ii) Commission for Racial Equality Code of Practice on racial equality in employment.

(iii) Disability rights Commission Code of Practice Employment and occupation.

(iv) Guidance on matters to be taken into account in determining questions relating to the definition of disability.

(v) Equal Opportunities Commission Code of Practice on Equal Pay.

(vi) Age diversity at work: A practical guide for business.

(vii) Equality Code for the Bar.

COLLECTION AND PUBLICATION OF DIVERSITY DATA

One of the BSB’s statutory objectives is to encourage diversity at the Bar. In furtherance of this objective the BSB requires Barristers Chambers to comply with the Equality Rules of the BSB Handbook. The Rules require Diversity Data Officers (“DDOs”) within chambers to:

  • Invite members of their chambers’ workforce to provide their diversity data (rC110.q)
  • Publish an anonymous summary of that data every three years (rC110.r).

If a chambers cannot publish an anonymised summary of its diversity data, it should publish a summary of the data in headline terms, to give a general picture of its diversity. If neither of these things are available chambers should publish a statement to explain why this is so and to clarify that further information can be sought from the chambers’ DDO.

Cumbria Law is a Barristers Chambers with a workforce of two: (i) Dr. Tristan Paul McGee, self-employed Barrister; (ii) Sue McGee, Practice Administrator (clerical part-time). Whilst Chambers is compliant in collecting the prescribed diversity data from these two persons by way of the BSB Equality and Diversity Monitoring Form, there is in reality nothing to “summarise” or publish and neither would this data be anonymised as it relates to two persons consequently individuals could be identified. This also moderates the requirement to formally appoint a DDO for Chambers the remit for which effectively falls to Dr, McGee.

In the prevailing and foreseeable future circumstances Chambers has done all that can reasonably be expected of it to comply with its professional obligations relating to the collection and publication of diversity data. Further information can be obtained from Dr. McGee.

Chambers Guiding Principles

  • to aim for the best result for you
  • to approach your case with determination to win
  • to have the resolve to succeed
  • to work together as a team
  • to keep our fees highly competitive

For information on Fees refer our Terms of Business

Please visit our specialist sections for more information.

Regulated by the Bar Standards Board

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