Equality & Diversity Policy

The firm has adopted a policy dealing with equality and diversity, as required by chapter 2 of the SRA Code of Conduct. This policy primarily addresses the ‘protected characteristics’ of the Equality Act 2010:

  • Age;
  • Disability;
  • Gender reassignment;
  • Marriage and civil partnership;
  • Pregnancy and maternity;
  • Race;
  • Religion or belief;
  • Sex; and
  • Sexual orientation.

TRP is committed to avoiding discrimination on any of the above grounds in its dealings with clients and potential clients, other solicitors, barristers and third parties, and in relation to all current Directors and employees, as well as applicants for positions within the firm and all related recruitment activity, along with internal promotions and training opportunities. The Directors are also committed to promoting equality and diversity in all aspects of the firm’s operations including client service.

In addition to the firm’s obligations not to discriminate against, harass or victimise those with a disability the firm is also subject to a duty to make reasonable adjustments to prevent those employees, Directors and clients who are disabled from being at a disadvantage in comparison with those who are not.

Liability for acts of discrimination might extend beyond the individuals concerned to the owners of the firm. For that reason any breach is likely to be regarded as a serious disciplinary offence that might justify instant dismissal. Any internal complaint that a breach of this policy has occurred should be addressed to the Director without delay in accordance with our disciplinary process and a complaint from outside the firm under the complaints process.

Training has been held on this topic and on this policy and will be repeated as necessary, to include the actual contents of this policy.

Signing facilities will be provided by the firm at its own expense for clients who are in need of it. For clients with mobility problems, there is disabled access to our offices and accessible toilet facilities.

If a client expresses a preference for an adviser that is based on any of the above grounds you should try to persuade them to modify their instructions. If they refuse to do so we may have to cease to act for them further.

This policy will be monitored periodically by the firm to judge its effectiveness and workforce diversity monitoring will be conducted as required by the SRA through a questionnaire-based exercise. The firm has appointed Sean Mcloughlin to be responsible for the operation of the policy. The firm will aim to monitor the ethnic and gender composition of existing staff and applicants for jobs (including promotion) and the number of people with disabilities within these groups, and will review its equal opportunities policy as appropriate.