Agri Advisor is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
This applies to the firm’s professional dealings with staff and other solicitors, other professionals, clients and third parties.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
Our policy’s purpose
This policy’s purpose is to:
- Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
- HIV status
- Trade union status
- Or any other personal characteristic
- Oppose and avoid all forms of unlawful discrimination. This includes in:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- dismissal
- redundancy
- leave for parents
- requests for flexible working
- selection for employment, promotion, training or other developmental opportunities
Our commitments
The organisation commits to:
- Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense;
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued;
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities;
- Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation;
- Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act);
- Review employment practices and procedures when necessary to ensure fairness and also update them and the policy to take account of changes in the law; and
- Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by senior management which has taken into consideration the SRA Standards and Regulations.
Regulation and legislation
In developing and implementing its equality, diversity and inclusion policy, the firm is committed to complying with Principle 6 of the Solicitors’ Code of Conduct 2007 and with all current and any future anti-discrimination legislation and associated codes of practice including, but not limited to:
Equality Act 2010 the following codes of practice:
(a) the Commission for Racial Equality code of practice for the elimination of racial discrimination and the promotion of equality of opportunity in employment (1983);
(b) the Equal Opportunities Commission code of practice on sex discrimination; equal opportunities policies, procedures and practices in employment (1985);
(c) the Equal Opportunities Commission code of practice on Equal Pay (2003);
(d) the Disability Discrimination Act 1995 codes of practice in relation to rights of access to facilities, services and premises in employment; and
(e) the European Community code of practice on the protection of the dignity of men and women at work; and any relevant amendments to or further codes of practice.
Employment and training
General statement
As an employer, the firm will treat all employees and job applicants equally and fairly and not discriminate unjustifiably against them. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to opportunities for promotion and/or transfers, grievance and disciplinary processes, demotions, selection for redundancies, dress code, references, bonus schemes, work allocation and any other employment related activities.
Conditions of service
The firm will treat all employees equally and strive to create a working environment which is free from discrimination and harassment and which respects, where appropriate, the diverse backgrounds and beliefs of employees.
Terms and conditions of service for employees will comply with anti-discrimination legislation. The provision of benefits such as working hours, maternity and other leave arrangements, performance appraisal systems, dress code, bonus schemes and any other conditions of employment, will not discriminate against any employee on the grounds of his or her gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion or belief, or sexual orientation; or unreasonably on the grounds of his or her disability.
The firm will endeavour to provide appropriate facilities and conditions of service which take into account the specific needs of employees which arise from their ethnic or cultural background, gender, responsibilities as carers, disability, religion or belief, or sexual orientation.
Promotion and career development
Promotion within the firm (including to salary partner) will be made without reference to any of the protected characteristics and will be based solely on merit. The firm has a Career Development Review policy that provides a clear indication of strengths and areas for development, provides the basis for more effective performance management and Career Development Reviews and provides a basis for a move towards a culture of reward and advancement based on merit.
All employees will have access to appropriate training and other career development opportunities. However, the firm will take appropriate positive action measures (as permitted by the anti-discrimination legislation) to provide additional support, encouragement to apply and relevant guidance for groups which are underrepresented in the workforce and ensure that access to development opportunities are made on an equal and fair basis.
Clients
The firm is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon any protected characteristics.
The firm will take steps to meet the different needs of particular clients arising from its obligations under the anti-discrimination legislation (such as the Equality Act 2010 and clauses relating to disability discrimination) and rule 6 of the Solicitors’ Code of Conduct 2007.
In addition, where necessary and where it is permitted by the relevant antidiscrimination legislation (for example, provisions relating to positive action or exemptions), the firm will seek to provide services which meet the specific needs and requests arising from clients’ ethnic or cultural background, gender, responsibilities as carers, disability, religion or belief, sexual orientation or other relevant factors.
Promoting equality, diversity & inclusion
This firm is committed to promoting equality, diversity & inclusion in the firm as well as in those areas in which it has influence and is signed up to the Law Society’s Equality and Inclusion Charter and the use of the supporting best practice protocols.
Employees and partners will be informed of this equality, diversity & inclusion policy and will be provided with equality, diversity & inclusion training appropriate to their needs and responsibilities.
In all its dealings, including those with suppliers, contractors and recruitment agencies and any other third parties, the firm will seek to promote the principles of equality, diversity & inclusion and will take reasonable steps to ensure appropriate standards in relation to this policy are maintained.
The firm will make every effort to reflect its commitment to equality, diversity & inclusion in its marketing and communication activities including, but not limited to, accessible print and online formats.
Implementing the policy
Responsibility
Responsibility for implementing the policy rests with every employee in the business but ultimately Head of Business Services. The Head of Business Services is responsible for the operation of the policy.
All employees of the firm are expected to pay due regard to the provisions of its equality, diversity & inclusion policy and are responsible for ensuring compliance with it when undertaking their jobs or representing the firm.
Complaints of discrimination
The firm will treat seriously, and will take appropriate action concerning, all complaints of discrimination or harassment on any of the forbidden grounds made by employees, partners, clients, other professionals or other third parties.
All complaints will be investigated in accordance with the firm’s discipline and grievance and/or complaints procedure and the complainant will be informed of the outcome.
Monitoring and review
The policy will be monitored and reviewed in a manner proportionate to the size and nature of the firm on a regular basis (and in any event at least annually) to measure its progress and judge the effectiveness of the policy provisions. Monitoring information will always be used anonymously as statistical trends and managed in accordance with the Data Protection Act 1998 and treated with the highest level of confidentiality.
Workforce diversity monitoring will be conducted as required by the SRA through a questionnaire-based exercise.
Due to the structure of our firm there is a risk of some employees being identified through their anonymous data, so we are unable to publish more specific details without breaching the Data Protection Act 2018.