Equality and Diversity

General commitment

Tallar LLP is committed to eliminating discrimination and promoting equality and diversity in its own policies, practices and procedures and in those areas in which it has influence. This applies to Tallar LLP’s dealings with its clients, employees, members and any self-employed person engaged by Tallar LLP and other solicitors, barristers and third parties.  Tallar LLP will treat everyone equally and with the same attention, courtesy and respect and without lawful cause will not discriminate against any person, nor victimise or harass them on the grounds of their race or racial group (including colour, nationality and ethnic or national origins), gender (including marital status, gender reassignment, pregnancy, maternity and paternity), sexual orientation (including civil partnership status), religion or belief, age or disability.  Tallar LLP will take such steps and make such adjustments as are reasonably necessary in all the circumstances in order to prevent any such individuals from being placed at a substantial disadvantage in comparison with those who are not disabled.  In implementing its equality and diversity policy, Tallar LLP will comply with the Solicitors Regulation Authority Handbook and with current and any future anti-discrimination legislation and associated codes of practice and any relevant amendments or re-enactments of such legislation and any relevant amendment to such codes or further codes of practice.

Tallar LLP as an employer and prospective employer

As an employer, Tallar LLP will treat all of its members and employees and all job applicants equally and fairly and not discriminate unlawfully against them. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, demotions, selection for redundancies, dress code, references, bonus schemes, work allocation and any other employment related matters.  Tallar LLP recognises the benefits of having a diverse workforce and will take steps to ensure that it endeavours to recruit from the widest pool of qualified candidates possible, that employment opportunities are open and accessible to all on the basis of their individual qualities and personal merits, that selection criteria and processes do not discriminate on any of the prohibited grounds referred to above and all recruitment agencies acting for Tallar LLP are aware of its requirement not to discriminate and to act accordingly.

Working for Tallar LLP

Tallar LLP will create a working environment which is free from discrimination, victimisation and harassment and which respects the diverse backgrounds and beliefs of members of Tallar LLP.  Terms and conditions of service for members and employees of Tallar LLP will comply with anti-discrimination legislation. The provision of benefits such as working hours, maternity and other leave arrangements, performance appraisal systems, dress code, bonus schemes and any other conditions of employment will not discriminate against any member of Tallar LLP on any of the prohibited grounds referred to above. Where appropriate and necessary, Tallar LLP will endeavour to provide appropriate facilities and conditions of service which take into account the specific needs of members of Tallar LLP. 

Promotion within Tallar LLP will be made without reference to any of the prohibited grounds referred to above and will be based solely on merit. The selection criteria and processes for recruitment and promotion will be kept under review to ensure that there is no unjustifiably discriminatory impact on any particular group. Whilst positive action measures may, where lawful, be taken in accordance with relevant anti-discrimination legislation to encourage members of under-represented groups to apply for promotion opportunities, recruitment or promotion to all jobs will be based solely on merit. All employees will have equal access to training and other career development opportunities appropriate to their experience and abilities. However, Tallar LLP will take appropriate positive action measures (as permitted by anti-discrimination legislation) to provide special training and support for members of groups which are under-represented in the workforce and encourage them to take up training and career opportunities.

Dealings with Barristers and other third parties

Barristers will be instructed on the basis of their skills, experience and ability. Tallar LLP will not, on any of the prohibited grounds referred to above, avoid briefing a barrister and will not request barristers’ clerks to do so. Clients’ requests for a named barrister should be complied with, subject to Tallar LLP’s duty to discuss with the client the suitability of the barrister and to advise appropriately. Tallar LLP will discuss with the client any request by the client that only a barrister who is (for example) not disabled or who is of a particular gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion or belief, age, or sexual orientation be instructed. In the absence of a valid reason for this request, which must be within any exemptions permitted by the anti-discrimination legislation, Tallar LLP will endeavour to persuade the client to modify their instructions insofar as they are given on discriminatory grounds. Should the client refuse to modify such instructions, Tallar LLP will cease to act. 

All lists, if any, of approved suppliers and databases of contractors, agents and other third parties who, or which, are regarded as suitable to be instructed by those within Tallar LLP have been or will be compiled only on the basis of the ability of those persons or organisations to undertake work of a particular type and do not or will not contain discriminatory exclusion, restriction or preference.

Dealings with clients

Tallar LLP is generally free to decide whether to accept instructions from any particular client, but any refusal to act will not be based upon any of the prohibited grounds referred to above. Tallar LLP will take steps to meet the different needs of particular clients arising from its obligations under anti-discrimination legislation. In addition, where necessary and where it is permitted by the relevant anti-discrimination legislation (for example, provisions relating to positive action or exemptions) Tallar LLP will seek to provide services which meet the specific needs and requests arising from clients’ ethnic or cultural background, age, gender, responsibilities as carers, disability, religion or belief, sexual orientation or other relevant factors.

Promoting equality and diversity

Tallar LLP is committed to promoting equality and diversity in Tallar LLP as well as in those areas in which it has influence. Members and employees of Tallar LLP are informed of this policy and are provided with equality and diversity training appropriate to their needs and responsibilities. All those who act on Tallar LLP’s behalf are informed of this equality and diversity policy and will be expected to pay due regard to it when conducting business on Tallar LLP’s behalf. In all its dealings, including those with suppliers, contractors and recruitment agencies, Tallar LLP will seek to promote the principles of equality and diversity. Tallar LLP will make every effort to reflect its commitment to equality and diversity in its marketing and communication activities.

Implementing our Policy

Ultimate responsibility for implementing the policy rests with the partners of Tallar LLP. The Senior Partner is responsible for the operation of the policy. All members and employees of Tallar LLP are expected to pay due regard to the provisions of this policy and are responsible for ensuring compliance with it when undertaking their jobs or representing Tallar LLP. Any breach of this policy by members of Tallar LLP will result in disciplinary action, including termination of services where appropriate. 

Tallar LLP will treat seriously and will take action where appropriate concerning all complaints of breaches of this policy made by members of Tallar LLP, clients, barristers or other third parties. All complaints will be investigated in accordance with Tallar LLP’s grievance, disciplinary and/or complaints procedures and the complainant will be informed of the outcome.

This policy will be monitored and reviewed on a regular basis to measure its progress and judge its effectiveness. In particular, Tallar LLP will, as appropriate (but without requiring any member or employee of Tallar LLP to provide information should they not wish to do so), monitor and record the gender and ethnic composition of members of Tallar LLP as well as the number of disabled staff, at different levels of Tallar LLP, the ethnicity, gender and disability of all applicants, short-listed applicants and successful applicants for jobs and training contracts, the ethnicity, gender and disability of all applicants for promotion (including to partnership) and training opportunities and details of whether they were successful, where it is possible to do so, and where doing so will not cause offence or discomfort to those whom it is intended to protect, the sexual orientation and religion or belief of all members of Tallar LLP will be monitored so as to ensure that they are not being discriminated against in terms of the opportunities or benefits available to them, the number and outcome of complaints of discrimination made by members of Tallar LLP, barristers, clients and other third parties and the disciplinary action (if any) taken against members of Tallar LLP by race, gender and disability. 
This information will be used to review the progress and impact of the equality and diversity policy. Any changes required will be made and implemented.

Status of this policy 

This policy is not part of any contract of employment or membership agreement and may be changed at any time. Notwithstanding the foregoing, it is a requirement of Tallar LLP that all members and employees of Tallar LLP comply with this policy and with the provisions of Principle 9 of the Solicitors Regulation Authority Handbook.