ASA Solicitors
12 New John Street

Bradford

BD1 2QY

Tel: 01274 900 400 

Email: mail@asa.co.uk

1. Statement of Commitment

ASA Solicitors is committed to promoting equality, diversity, and inclusion in all areas of our work – both as an employer and as a provider of legal services.
We strive to eliminate unlawful discrimination, foster a culture of respect and inclusion, and ensure that our firm, clients, and third parties are treated fairly, with dignity and understanding.

This policy applies to all professional dealings with clients, colleagues, job applicants, suppliers, counsel, experts, and any other third parties with whom we interact.

2. Fair Treatment

ASA Solicitors treats every individual equally, with the same courtesy, attention, and respect, regardless of:

• sex (including pregnancy, maternity, or paternity);
• marital or civil partnership status;
• gender reassignment or gender identity;
• sexual orientation;
• race, colour, nationality, or ethnic or national origin;
• religion or belief;
• age (or perceived age);
• caring responsibilities; or
• physical or mental disability (past or present).

No person will be discriminated against, victimised, or harassed on any of these grounds.

3. Legal and Regulatory Compliance

ASA Solicitors takes all reasonable steps to ensure compliance with relevant equality and employment legislation, including but not limited to:

• Equality Act 2010
• Employment Rights Act 1996
• Human Rights Act 1998
• Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
• Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002
• Work and Families Act 2006
• Civil Partnership Act 2004
• SRA Standards and Regulations (2019)
• Legal Aid Agency Standard Contract Terms (Equality & Diversity provisions)

4. Client Access and Communication

ASA Solicitors promotes equal access to legal services, reflecting the diversity of the communities we serve.

We are committed to ensuring that our offices, communication channels, and legal services are accessible to all.
We will make reasonable adjustments to accommodate the needs of clients with disabilities, vulnerabilities, or language barriers – at no additional cost to the client.

Where appropriate, we will consider whether certain client groups are predominant within our community and take proactive steps to make our services accessible and responsive to their needs (for example, through plain language materials or interpreter arrangements).

A copy of this policy is available to any client or member of the public upon request.

5. Dealings with Experts and Third Parties

ASA Solicitors does not unlawfully discriminate in selecting or instructing counsel, experts, or third-party suppliers.
All appointments are made using objective criteria, based on ability, experience, competence, and compliance with professional standards.

We expect all experts and service providers instructed by ASA Solicitors to uphold equivalent commitments to equality and diversity.

6. Recruitment, Employment, and Staff Development

ASA Solicitors is an equal opportunities employer.
All recruitment, selection, and promotion decisions are made on the basis of individual merit and ability.

We do not unlawfully discriminate in any aspect of employment, including:

• recruitment and selection;
• terms and conditions of employment;
• access to training, career development, and promotion;
• work allocation and supervision;
• grievance, capability, or disciplinary procedures;
• flexible or hybrid working arrangements; and
• termination of employment.

Reasonable adjustments will be made to support staff or applicants with disabilities or specific needs.
Staff are encouraged to raise any support or accessibility issues at the earliest opportunity.

7. Monitoring and Data Collection

We monitor diversity across our workforce and recruitment pipeline annually, collecting anonymised data (voluntarily provided) on:

• gender and gender identity;
• age;
• disability status;
• ethnic background;
• religion or belief; and
• sexual orientation.

We review this data in relation to:

• recruitment and selection outcomes;
• access to training and development;
• promotions and transfers;
• grievances and disciplinary actions; and
• leavers and turnover trends.

This monitoring enables ASA Solicitors to identify under-representation, remove barriers, and take positive steps to ensure equality of opportunity across all levels of the organisation.

8. Implementation and Oversight

The Equality & Diversity Representative is responsible for:

• monitoring and reviewing compliance with this policy;
• analysing diversity data and recommending remedial actions;
• ensuring that equality and diversity objectives are embedded into firmwide policies;
• providing equality data to the Legal Aid Agency and regulators when required;
• ensuring all reasonable adjustments are identified and implemented for clients, staff, and third parties;
• delivering and updating training on equality, diversity, and inclusion; and
• reporting regularly to senior management on progress and compliance.

This policy is reviewed annually, and whenever there is a material change in legislation or regulatory requirements.

9. Training and Awareness

All staff are informed of this policy during induction and are required to comply with it and with the SRA Code of Conduct in their daily work.
Equality, diversity, and inclusion (EDI) training is delivered annually, with refresher sessions and updates as necessary.

Managers are responsible for promoting equality through fair decision-making in recruitment, promotion, and disciplinary processes, and must consult HR and the Equality & Diversity Representative where issues arise.

10. Complaints and Enforcement

ASA Solicitors treats seriously all complaints or allegations of discrimination, harassment, or victimisation made by staff, clients, or third parties.
Such complaints will be investigated promptly, confidentially, and sensitively under the firm’s Grievance Procedure(for staff) or Complaints Procedure (for clients).

Where a complaint is upheld, appropriate corrective and disciplinary action will be taken.

No person will be victimised for making, or assisting in making, a good-faith complaint under this policy.

11. Policy Review

This policy is reviewed annually by the Equality & Diversity Representative in consultation with senior management, HR, and relevant staff.

The review will consider feedback, monitoring data, and any legislative or regulatory updates.