Rayden Solicitors is committed to achieving a working environment and service which provides equality of opportunity and freedom from discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. We achieve this by providing a service and working environment that encourages respect, trust, support and diversity. We also work hard to avoid any discrimination against our clients and customers in the means by which they can access the services and goods supplied by us.
We aim to prevent unfair and discriminatory practices within our firm and encourage a full contribution from our diverse community. Rayden Solicitors believes that everyone is entitled to be treated with dignity and respect.
We are signatories to the Law Society Diversity and Inclusion Charter which signifies a public commitment to diversity and inclusion and reflects our belief that a commitment to diversity and inclusion is essential to reflect the society we serve today. It helps to attract and retain the best talent, enables us to understand our client’s needs more effectively and, in this way, provide a better quality of service.
Objectives of this Policy
To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
- Name: Katherine Rayden
- Position: Senior Partner
- Telephone Number: 01727 734260
Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
Rayden Solicitors has a duty to make reasonable adjustments to facilitate the employment of a disabled person or to provide services to a disabled person.
In the event an employee or client has a disability and feels that any adjustments could be made by Rayden Solicitors, they should contact Katherine Rayden in the first instance.
Responsibility for the Implementation of this Policy
All employees, subcontractors and agents of Rayden Solicitors are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
Rayden Solicitors takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant legislation and Codes of Practice.
Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please contact the HR Department.
The Extent of the Policy
Rayden Solicitors seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. Rayden Solicitors offers goods and services in a fashion that complies with the spirit of this Policy.
This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with Rayden Solicitors.
Corporate Social Responsibility
A number of our solicitors volunteer at the local Citizens Advice Bureau and the firm operates a charity of the year, raising thousands of pounds through various firm-wide fundraising initiatives each year.
Rayden Solicitors is committed to acting responsibly in relation to environmental issues. The practice continues to work towards lessening its adverse impact on the environment by minimising waste, increasing recycling and maximising efficiencies.
Rayden Solicitors reserves the right to amend and update this Policy at any time.
The SRA (Solicitors Regulation Authority) requires law firms to publish their diversity data, which is collected and reported every two years. We will only publish certain data to make sure we comply with Data Protection legislation.
We carried out our most recent diversity survey in May 2021. 79.5% of the personnel completed the survey.
The Diversity Data can be reviewed here.