1. Our Commitment

ASA Solicitors is committed to equality, diversity and inclusion in the provision of legal services and in our workplace.

We believe that everyone should be treated fairly, respectfully and with dignity.

We are committed to creating and maintaining an environment in which unlawful discrimination, harassment, bullying and victimisation are not tolerated.

2. Regulatory and Legal Framework

ASA Solicitors acts in accordance with its obligations under applicable equality legislation, including the Equality Act 2010, and with the regulatory obligations imposed by the Solicitors Regulation Authority.

The SRA Principles require regulated firms and individuals to act in a way that encourages equality, diversity and inclusion.

This policy applies alongside those obligations.

3. Scope

This policy applies to our dealings with:

• clients and prospective clients;
• employees and workers;
• solicitors and other legal professionals;
• consultants and contractors;
• applicants for employment;
• work experience applicants;
• barristers and experts;
• suppliers and service providers;
• other professionals; and
• members of the public with whom we interact.

4. Protected Characteristics

We will not unlawfully discriminate against any person because of:

• age;
• disability;
• gender reassignment;
• marriage or civil partnership;
• pregnancy or maternity;
• race, including colour, nationality and ethnic or national origin;
• religion or belief;
• sex; or
• sexual orientation.

We also seek to promote an inclusive environment more generally, including in relation to socio-economic background and other personal circumstances where appropriate.

5. Forms of Discrimination

ASA Solicitors does not tolerate unlawful:

• direct discrimination;
• indirect discrimination;
• discrimination arising from disability;
• failure to make reasonable adjustments;
• harassment;
• sexual harassment;
• victimisation; or
• other conduct prohibited by applicable equality legislation.

6. Provision of Legal Services

We aim to provide legal services fairly and without unlawful discrimination.

Decisions about whether we can accept instructions will be based upon legitimate professional considerations such as:

• our expertise and capacity;
• conflicts of interest;
• professional and regulatory obligations;
• the merits or nature of the proposed instruction;
• funding and fee arrangements;
• client identification and due diligence requirements; and
• whether we are otherwise able to act professionally and effectively.

Decisions will not be made on unlawfully discriminatory grounds.

7. Accessibility and Reasonable Adjustments

We recognise that some clients and prospective clients may require adjustments in order to access our services effectively.

Where reasonable, we will seek to accommodate requirements such as:

• alternative methods of communication;
• accessible documents or formats;
• additional time or assistance during communications;
• arrangements relating to access to our premises;
• use of an interpreter or other communication assistance where appropriate; and
• other reasonable adjustments relevant to an individual’s needs.

Anyone requiring an adjustment is encouraged to tell us what assistance would be helpful.

8. Recruitment and Employment

We are committed to fair and objective recruitment, development and employment practices.

Selection, promotion, remuneration, training and other employment decisions should be based upon objective and appropriate criteria relevant to the role.

We seek to provide equal opportunities and to ensure that people are not subjected to unlawful discrimination during recruitment or employment.

9. Working Environment

Everyone working at or on behalf of ASA Solicitors is expected to:

• treat others with dignity and respect;
• behave professionally;
• avoid discriminatory or offensive conduct;
• challenge inappropriate behaviour where appropriate;
• respect differences between individuals; and
• contribute to an inclusive working environment.

Bullying, harassment, discrimination and victimisation may result in disciplinary or other appropriate action.

10. Third Parties

We expect barristers, experts, contractors, suppliers and other third parties with whom we work to conduct themselves consistently with the principles of equality and respect.

Where serious concerns arise regarding the conduct of a third party, we may reconsider our relationship with them.

11. Raising Concerns

Clients who believe that they have experienced discrimination or inappropriate treatment may raise the matter under our Complaints Procedure.

Members of staff should raise concerns through the appropriate internal procedure.

Concerns will be considered seriously and, where appropriate, investigated.

No person should be victimised for raising a genuine concern about discrimination or equality.

12. Monitoring and Review

We may monitor equality and diversity information where required or permitted by law or by our regulatory obligations.

Where equality and diversity information is collected, it will be handled appropriately and in accordance with data protection legislation.

This policy will be reviewed periodically and may be amended to reflect changes in legislation, regulatory requirements and good practice.