Employee Diversity survey 2023
We encourage equality of opportunity and respect for diversity, seek to prevent unlawful discrimination in our relationships with each other, our clients, our suppliers and generally.
Our aim is to seek to avoid discrimination in relation to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation, in accordance with the Equality Act 2010.
We expect every member of Hugh Jones Solicitors to contribute to compliance with these requirements, for example by treating each other and clients fairly and with respect, by embedding such values in our workplace and by challenging inappropriate behaviour and processes. These requirements extend to the instruction of Counsel and experts and all professional dealings.
We will make sure that in delivering our services we will make adjustments to ensure that disabled clients, employees or managers are not placed at a substantial disadvantage compared to those who are not disabled, and we will not pass on the costs of these adjustments to these disabled clients, employees or managers. For example our premises are accessible at ground floor level, with parking immediately adjacent and we have disabled toilet facilities on the ground floor level.
Employment, recruitment and selection, training and conditions of service and promotions
We will ensure that our recruitment and employment practices encourage equality of opportunity and respect for diversity. For example we welcome applications for flexible working and intend to advertise our vacancies on a broad basis to encourage a wide range of applicants;
We will ensure that all employees have equal access to training and promotions, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. For example, we will ensure that all employees on maternity leave or sick leave are kept up to date and offered the same opportunities as employees working in our office.
All employees will receive training on the operation of this policy on induction and annually thereafter.
Counsel, experts and third parties
The company will not give instructions to or withhold instructions from counsel or experts because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation and will not request counsel’s clerks to do so.
If a client makes such a request, in the absence of a valid reason for the request, which must be within the exemptions permitted by anti-discrimination legislation, we will endeavour to persuade the client to withdraw their instructions, failing which the company will cease to act for that client.
Suppliers to the company will be selected only upon their ability to supply the goods or services required and no decision to use any supplier must be affected by discriminatory bias.
Complaints
We will ensure that complaints of discrimination are dealt with promptly, fairly, openly, and effectively.
Any such complaints by clients, will be dealt with under the company’s Complaints Procedure. Any such complaints by third parties, will be dealt with by the Managing Director and responded to within 7 days.
Monitoring and evaluation
We will record and publish on its website, information relating to the diversity of its employees. This will be updated annually.
We will record and keep records of diversity information in relation to all applicants for vacancies, for one year.
We will record the number and outcome of any complaints of discrimination made by employees, counsel, experts and suppliers.