Malik Law Chamber’s Anti-Discrimination Promotion of Equality and Diversity Policy

The Equality Act 2010 brought together nine separate pieces of legislation into one single Act. It greatly simplified the law and provided a framework to deal with discrimination and inequality.

It is the policy of this firm to ensure that equal opportunities are afforded to all clients, third parties and staff, regardless of gender, ethnic origin, religion, age, marital status, sexual orientation or disability. The firm will not condone any form of direct or indirect discrimination or outright victimisation of any person by its staff and will endeavour to ensure that its counsel, agents and witnesses adopt a similar policy. The firm has arrangements for workforce diversity monitoring through compilation of qualitative/quantitive methods such as questionnaires.

The Firm will seek wherever possible to integrate those suffering from disability into the normal method of working and/or client care. Where it is not possible for clients to visit us or access our premises, home visits will be provided.

The types of action that are against the firm’s policy include:-

  • Direct discrimination, where a person is, without lawful cause, less favourably treated on any of the above grounds.
  • Indirect discrimination where a requirement or condition that cannot be justified is applied equally to all groups but has disproportionately adverse effect on members of one particular group by reason of any of the above grounds.
  • Victimisation, where someone is treated less favourably than others because he or she has taken action against the firm for unlawful discrimination of one of more of the above.
  • Harassment, which occurs when unwanted conduct on one of the above grounds has the effect of violating another person’s dignity or creating an intimidating, hostile degrading, humiliating or offensive environment for that person.
  • Harassment by a Third Party - employers are potentially liable for harassment of their staff by people they don’t employ.
  • Discrimination by Association, which occurs against someone because they associate with another person who possesses a protected characteristic. (See below of what is a protected characteristic).
  • Discrimination by Perception – i.e. direct discrimination against someone because others think they possess a particular protected characteristic.

Our policy is to comply with all relevant Equality and Diversity Legislation. This Policy is therefore reviewed where appropriate to reflect these changes, if any. In addition, the firm will ensure that nobody with whom it has dealings will suffer any substantial disadvantage through any disability that they might have. The firm is committed to making reasonable adjustments for those with a disability in relation to job opportunities, promotion and training within the firm and the provision of services to clients.

Malik Law Chambers is committed to providing equal opportunities in employment. This means that all job applicants and employees will receive equal treatment in relation to the above grounds. It makes good business sense for the firm to ensure that it’s most important resource – its staff – is used in a fair and effective way.