Equality and Diversity policy

Keystone Law is an equal opportunities employer and recognises the benefits of having a diverse workforce, and opposes all forms of unlawful discrimination. The firm is committed to complying with Rule 6 of the Solicitors' Code of Conduct 2007 and with all current and future anti-discrimination legislation and associated codes of practice. The policy will be regularly monitored and updated.

Keystone Law is committed to ensuring that all applicants, employees, consultants, clients and suppliers are valued as individuals and treated with respect and fairness.

Keystone Law is an inclusive firm and seeks to ensure that all employees and consultants feel valued.

The aim of the equality and diversity policy is to ensure that we do not discriminate against people on the grounds of sex, marital or civil partner status, gender reassignment, sexual orientation, race, colour, ethnic or national origin, nationality, religion or belief, disability and age.

Discrimination, Victimisation and Harassment

It is unlawful to discriminate against individuals either directly or indirectly in respect of their sex, disability, marital status, race, age, sexual orientation, religion, religious beliefs, colour, nationality ethnic or national origin; Sex Discrimination Act (1975), Race Relations Act (1976), Disability Discrimination Act (1995), Employment Rights Act (1996), Employment Equality (Sexual Orientation) Amendment Regulations (2003), Employment Equality (Religion or Belief) Amendment Regulations (2003), Employment Equality (Age) Regulations (2006).

Direct discrimination, indirect discrimination, harassment and victimisation will not be tolerated at Keystone Law.

Direct discrimination is where a person is less favourably treated on the grounds of any of the groups listed above.

Indirect discrimination is where a requirement or condition, which cannot be justified, is applied equally to all groups but has a disproportionately adverse effect on one particular group.

Victimisation is where someone is treated less favourably than others due to the taking of action against the firm pursuant to one of the above Acts.

Harassment is unwanted conduct based on sex, race, disability, religion or belief, sexual orientation or age which has the purpose or effect of:

violating an individual's dignity; or

creating an intimidating, hostile, degrading, humiliating offensive environment for that individual.

Sexual harassment also occurs where there is unwanted conduct of a sexual nature which has the above purpose or effect, or where an individual is treated less favourably on grounds of his or her rejection of or submission to such conduct.

Harassment on other grounds may not be unlawful discrimination but is also prohibited under this policy.

Dealings with Third Parties Clients:

Any refusal to act for a client will not be based upon the grounds of sex, race, age, sexual orientation, religion, religious beliefs, disability, marital status, colour, and nationality, ethnic or national origin.

Barristers:

Barristers should be instructed on the basis of their knowledge, skills, expertise and ability. The firm will not, upon the grounds of sex, race, age, sexual orientation, religion, religious beliefs, disability, marital status, colour, nationality, ethnic or national origin, avoid instructing a barrister.

Clients' requests for a specified barrister should be complied with, subject to the firm's duty to discuss with the client the suitability of the barrister and to advise appropriately in the given matter.

Other suppliers and business partners:

The firm will deal with and treat all other persons equally and with the same courtesy, respect and consideration, regardless of sex, race, age, sexual orientation, religion, religious beliefs, disability, marital status, colour, nationality, ethnic or national origin

Policy Compliance

All employees and consultants have a responsibility to ensure that the firm's equality and diversity policy is properly observed and fully complied with.

Any failure to comply with the firm's equality and diversity policy may result in disciplinary action.