Diversity and Inclusion Policy

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.

Diversity

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

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

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 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:

1. Strive to achieve best practice in our recruitment, selection, retention, pay and career progression practices as employers.
2. Support the development of good diversity practice by collecting and sharing with other signatories examples of practical activities that contribute to progress.
3. Assign responsibility for meeting our Charter commitments to a named, senior level individual.
4. Work together to develop and adopt future protocols that support the practical implementation of the aims of this Charter.
5. Publish annually the diversity profile of our UK employees and details of our work on equality, diversity and inclusion.

This policy applies to all Foot Anstey Partners and Staff. This policy is reviewed by the HR Director at least annually. It will also be reviewed more frequently as required as part of the firm’s Annual Diversity Plan, as required by legislation or as appropriate acting upon feedback from employees and Partners or other risks identified.

1. Recruitment – employees will be recruited solely on the basis of work criteria, the applicant’s abilities and the individual’s merit. Reasonable adjustments to the recruitment process will be made as required to ensure no applicant is disadvantaged because of his / her disability.
2. Induction – on starting work, the employee’s line manager and HR, in consultation with the employee, will be responsible for ensuring any reasonable adjustments are made as required to enable the employee to work safely and effectively and to secure equal access to the benefits of employment. Where necessary, an outside specialist may be consulted.
3. Training and career development – all employees will have equal access to training and opportunities for promotion and other aspects of career development based solely on their abilities.
4. Reasonable adjustments –Where, during employment, a disabled employee recognises the need for reasonable adjustment to working arrangements or to a feature of the premises, he/ she should discuss the requirement with their manager or HR who will then consider the appropriate action and the reasonableness of the adjustment. He/she/they will consult with the employee as part of this process. Where required, an outside specialist may be consulted. It is recognised that if an adjustment is made, its operation may need to be reviewed at agreed intervals to assess its continuing effectiveness and reasonableness.

The Board will appoint a senior person (normally a Board Member) within it to be responsible for Diversity and Inclusion in the firm. The Board has appointed a sub-committee to consider D&I areas of focus which will lead into and formulate an action plan. This will be monitored annually by the firm to assess its effectiveness.

The Board, via its sub-committee or senior appointed person, in conjunction with the HR Director and other key managers, will develop an Annual Diversity Plan, setting out the priorities and actions plans for the forthcoming twelve months. These priorities will be agreed based on a combination of feedback from within the Firm, the resources available and agreed business priorities identified internally or externally.

The firm will participate in the annual data monitoring, collection and reporting of diversity information for employees and Partners as required under the Law Society Charter and also by the SRA. The firm may also undertake additional data and information collection and
analysis to support activities identified in the annual diversity plan. Feedback from any data collection and analysis will feed back into assessing progress with the Annual Diversity Programme and setting the annual priorities and action plans.

The firm will provide training to employees and Partners covering diversity awareness and education as part of the induction for new starters and as part of the annual training programme for all staff and Partners. General (not specific Diversity training) training, for example personal and management development, will be designed to ensure that the content reinforces the principles of this policy.

The firm will communicate its commitment and action plan to support this policy, including details of actions identified in the Annual Diversity Plan, any data collection and analysis and training initiatives, in a number of ways. This will include use of the Firm’s intranet, through the Diversity Forum, firm wide presentations and other normal management communication methods. The Firm will also encourage employees and Partners to provide feedback on progress and priorities and will feed this into the development of the Annual Diversity Plan.