Diversity and Inclusion Statement

Berlad Graham LLP is committed to encouraging equality, diversity and inclusion in our law firm.

We are passionate about recruiting, retaining and developing the most talented and skilled individuals from all backgrounds, and we value people of all nationalities, cultures, races and religions. We do not discriminate on the basis of characteristics such as gender, age, disability or sexual orientation.

Our aim is for our workforce to be truly representative and for each of our employees to feel respected. We understand that diversity of people, perspectives, skills, experiences and ideas makes our business stronger and enables us to provide the best service possible.

As a responsible business and employer, we are dedicated to eliminating unlawful discrimination against our workforce, our clients and the wider public.

Berlad Graham LLP is proud to sign up to the Advisory, Conciliation and Arbitration Service’s (Acas) equality, diversity and inclusion policy, which is a statement of workplace best practice.

This policy’s purpose is to:

  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

  2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation

  1. Oppose and avoid all forms of unlawful discrimination. This includes in relation to:
  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

Berlad Graham LLP commits to:

  1. Encouraging equality, diversity and inclusion in the workplace as good practice which also makes business sense.

  2. Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the Equality, Diversity and Inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and preventing bullying, harassment, victimisation and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

  3. Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during Berlad Graham’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Furthermore, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  4. Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  5. Making decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

  6. Reviewing employment practices and procedures when necessary to ensure fairness, and also updating them and the policy to take account of changes in the law.

  7. Monitoring the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the Equality, Diversity and Inclusion policy.

Monitoring will also include assessing how the Equality, Diversity and Inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.