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We are authorised and regulated by the Solicitors Regulation Authority. Our Solicitors Regulation Authority number is 520267.
We practice through Faradays Solicitors Limited, a company registered in England and Wales with registration number 6850103. Our registered address is 142 Seven Sisters Road, Finsbury Park, London, N7 7NS.
Office Numbers: Tel: 0207-281-1001 Fax: 0207-281-1021 DX: 89204 Hornsey
email:  enquiries@faradayssolicitors.co.uk Also see our Privacy, Terms of Use and Disclaimer

 

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We firmly believe that everybody has a right to justice, we want to help you uphold that right.

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Equality and Diversity Policy

 

We are committed to eliminating unlawful discrimination and to promoting equality and diversity within our policies, practices and procedures. This applies to our professional dealings with clients, all staff (including Directors), other solicitors, barristers, experts and third parties.

 

The Practice Manager is responsible for implementing and monitoring our Equality & Diversity policy. She undertakes a review of this policy at least every three years to verify it is in effective operation and ensures that appropriate action is taken in relation to any non-compliance identified under this policy or barriers to equal opportunities.

 

We treat everyone equally and with the same attention, courtesy and respect regardless of:

  • sex (including marital status, gender reassignment, pregnancy, maternity and paternity);

  • sexual orientation (including civil partnership status);

  • race or racial group (including colour, nationality and ethnic or national origins);

  • religion or belief;

  • age;

  • caring responsibility; or

  • disability.

 

We take all reasonable steps to ensure that the firm and its staff do not unlawfully discriminate under:

  • the Equality Act 2010;

  • the Employment Rights Act 1996;

  • the Human Rights Act 1998;

  • the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;

  • the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2000;

  • the Work and Families Act 2006;

  • the Civil Partnership Act 2004; and

  • any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.

 

Wherever possible, we take steps to promote equal opportunity in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve, in order to ensure that, subject to funding constraints, our services are accessible to all clients.  

 

We are committed to meeting the diverse needs of clients. We will take steps to identify the needs of clients in the community and develop plans and procedures setting out how we will meet clients’ needs and for ensuring the services which we provide are accessible to all.  We will take account, in particular, the needs of clients with a disability and clients who are unable to communicate effectively in English.  We will consider whether particular groups are predominant within our client base and, where possible, will ensure that their needs are met.

 

We do not unlawfully discriminate in dealings with experts and third parties.

 

We treat all job applicants equally and fairly and do not unlawfully discriminate against them. We do this by ensuring that we operate an open and fair recruitment process, using selection criteria which do not discriminate, and making decisions based on individual qualities and personal merit. Promotion within the company (including to Director level) is made solely on merit.

 

We consider all employees to be equal and create a working environment which is free from unlawful discrimination. This applies equally to voluntary positions and anyone undertaking work experience with us. 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, dress code, work allocation and any other employment related activities.

 

All staff are informed of this policy as part of their induction and during annual equality & diversity update training.  All staff 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 our company.

 

We treat seriously all complaints of unlawful discrimination made by any of our staff, clients, barristers, experts or other third parties and will take action where appropriate. All complaints are investigated in accordance with our grievance or complaints procedure and the complainant will be informed of the outcome. We also monitor the number and outcome of complaints of discrimination.

 

Acts of unlawful discrimination, harassment or victimisation and/or failure to comply with this policy by any member of staff will result in disciplinary proceedings.

 

We monitor and record equality & diversity information about staff and partners on the basis of age, gender, ethnicity, and disability. We monitor, at least annually:

  • recruitment and selection (applicants , existing staff and partners);

  • promotion and transfer;

  • training; 

  • terms and conditions of employment;

  • grievance and disciplinary procedures; and

  • resignations, redundancies, and dismissals.

 

We provide equality & diversity information to the Legal Services Commission as required in relation to staff and clients under the terms of the LSC Contracts.

 

We identify equality and diversity training needs as and when appropriate, and address them as part of our overall training plan.  This includes the provision of annual update equality & diversity training.   Our Equality & Diversity training and communication objectives are reviewed at least annually and detailed in our Equality and Diversity Training and Communication Plan.