DIVERSITY AND INCLUSION
At Foot Anstey we see diversity and inclusion as much more than just the existence and enforcement of policies. We value diversity not just because it is the right thing to do but also because we see equal opportunity as making the best use of the talents and diversity of everyone.
We seek to employ a workforce which reflects the diverse community at large, as we value the contribution of individuals irrespective of sex, age, marital status, sexual orientation, disability, race, colour, religion, belief, political opinion, ethnic or national origin, nationality, or any other non-job related consideration. We will not tolerate discrimination in the workplace and aim to ensure that each employee feels valued, and has the opportunity to contribute fully to the success of the firm.
We aim to create an inclusive environment where leaders can capitalise on diverse styles and perspectives, and to develop an atmosphere where diverse teams work well together.
As part of our commitment to promoting diversity and inclusion we have been awarded the UK National Equality Standard.
Gender Pay Report 2017
Gender pay reporting legislation requires all employers with over 250 employees to publish on the Government's website and our own website, 6 statutory calculations every year to show the pay gap between male and female employees. The figures for all companies need to reflect a ‘snapshot‘ of pay data taken at 5 April 2017. Because the number of men and women performing different jobs varies, and different jobs have different salaries, a gender pay gap exists. We are committed to reducing our gender pay gap.
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What do we mean by diversity and inclusion?
In broad terms, diversity is any dimension that can be used to differentiate groups and people from one another. It means respect for and appreciation of differences in ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion.
But it's more than this. We all bring with us diverse perspectives, work experiences, life styles and cultures. As a source and driver of innovation, diversity is a "big idea" in business and in society.
Inclusion is a state of being valued, respected and supported. It's about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her full potential. Inclusion should be reflected in an organisation's culture, practices and relationships that are in place to support a diverse workforce.
In simple terms, diversity is the mix; inclusion is getting the mix to work well together.
Commitment to the Law Society Diversity and Inclusion Charter
The Firm is a signatory to the Law Society Diversity and Inclusion Charter.
This Charter is the flagship diversity initiative of the legal profession. It is an instantly recognisable public statement of commitment by its signatories and a framework for positive action across all strands of diversity initiated by the Society of Asian Lawyers and BT and led by the Law Society, this is a developing initiative through which its signatories will work together to develop, share and adopt best practice.
The Charter is a public commitment by its by providers of legal services, regardless of practice size, to develop and implement best practice in equality, diversity and inclusion - as employers, as providers of legal services, as purchasers of goods and services and in their wider roles in society.
Purchasers of legal services are invited to support and promote supplier diversity through adoption of the Protocol on the Procurement of Legal Services.
The signatories to this Charter believe that a commitment to diversity and inclusion is essential to reflect the society we serve today. It makes business sense because it helps us to attract and retain the best talent, it enables us to understand and meet clients' needs more effectively and so provide a better quality service. Accordingly, at Foot Anstey we will:
- Strive to achieve best practice in our recruitment, selection, retention, pay and career progression practices as employers.
- Support the development of good diversity practice by collecting and sharing with other signatories examples of practical activities that contribute to progress.
- Assign responsibility for meeting our Charter commitments to a named, senior level individual.
- Work together to develop and adopt future protocols that support the practical implementation of the aims of this Charter.
- Publish annually the diversity profile of our UK employees and details of our work on equality, diversity and inclusion.
To discuss our approach to diversity and inclusion, or to request a copy of our policy in full, please contact us by emailing firstname.lastname@example.org.