Sex racial or ethnic origin religion or belief
Types of Reasonable Adjustment This policy does not provide an exhaustive list of all the reasonable adjustment that Chambers will make for staff, barristers, pupils or visitors however the types of adjustment that may be made are listed below: Promotion within Chambers is made without regard to age, race, colour, ethnic or national origins, sex, marital status, sexual orientation, disability or age and is based solely on merit. Copies of Chambers maternity policy for members and pupils can be sent upon request. They are also responsible for anticipating any likely reasonable adjustments that will need to be made for visitors who they know to be disabled and be likely to require assistance. You may speak to a member of the Management Committee who can provide advice and assistance. The effectiveness of the adjustment s in preventing or reducing disadvantage for the disabled person.
Use of plain English. Criminal or civil liability — or both Professional liability for non-compliance with the anti-discrimination practice rules, and Consequential reputational harm Anti-discrimination legislation is designed to promote fairness including in relation to employment, promotion and the provision of services. This will then be considered taking into account the reasons, length of break, ability for Chambers to manage the work and the financial impact on Chambers. Direct discrimination, where a person is less favourably treated because of race, colour, ethnic or national origins, sex, pregnancy, marital status, disability or sexual orientation. If the behaviour continues, then it becomes harassment. Staff or Barristers and others in chambers Staff or barristers with specific requirements should make requests to the Management Committee for reasonable adjustment decisions. If it is unwanted by the recipient, then it may amount to harassment. All job applicants, employees, members, other barristers and clients lay and professional receive equal treatment regardless of race, colour, ethnic or national origins, sex, marital status, sexual orientation, disability or age. Harassment — General Statement Chambers accepts that everyone has the right to be treated with dignity. What is harassment to one person may not amount to harassment to another. There appears to be an intent to stop companies from indiscriminately capturing all kinds of data, and to create a kind of chain of consent and accountability that governs human-to-corporate interactions. Relevant legislation is incorporated into this policy by reference. If an individual decides that the behaviour is offensive, they must make it clear that they do not accept it. Another interesting and relevant exception which would allow you to process sensitive personal data falls under 2 e: It is unlawful to discriminate against individuals either directly or indirectly in respect of their age, race, gender, sexual orientation, disability or marital status. Positive action is a programme of actions designed to achieve diversity or inclusion. Promotion within Chambers is made without regard to age, race, colour, ethnic or national origins, sex, marital status, sexual orientation, disability or age and is based solely on merit. Reasonable Adjustments Policy Becket Chambers is committed to making reasonable adjustments in order to remove or reduce disadvantage for disabled people, who are working with Chambers or are receiving legal services. A person is therefore disabled if he or she has a physical or mental impairment which has a substantial and long term adverse effect on his or her ability to carry out normal day-to-day activities. In relation to its dealings with job applicants, employees or members, Chambers will be mindful of the provisions of the Sex Discrimination Act , the Equal Pay Act and subsequent relevant legislation. Race including colour, nationality, and national or ethnic origins Gender including marital status, gender reassignment, pregnancy, maternity and paternity Disability Sexual orientation including civil partnership status Religion or belief Age Positive discrimination is simply one form of discrimination and is thus likely to be illegal, however well intentioned. Similarly, processing data for only specific, limited, purposes is a theme that weaves itself again and again through the regulation. It is up to each individual to decide what behaviour is acceptable to them and to decide what is offensive. Visitor requests for specific reasonable adjustments may be made by contacting the clerks. Flexible working hours and career breaks In many ways working at the Bar is very suitable for flexible working hours.
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