Diversity data 2019

Ian Walker Divorce Lawyer Photo headshotFirm diversity data requirements

All regulated firms of solicitors have to collect, report and publish data about the diversity make-up of their workforce.

The window for reporting this data is between June and July each year.

We collect diversity data from people at our firm

We have collected diversity data from the people working at our firm using the SRA diversity questionnaire. This is to ensure that weare collecting the right data.

We have Repored our law firm diversity data to the SRA

We have reported our annual  firm diversity data to the SRA. We reported this information at the beginning of June 2019.

We have Published a summary of our data

We are also required to publish a summary of our firm’s diversity data in a way that does not identify anyone.

As a small practice this is more difficult to do than if we were 10 times the size.

Rather than subdividing the data between the types of employee at a company we have provided the data on a company wide basis. This is to protect the data of our team members.

Below are summaries of our data as reported:

Age

Gender identity

Two of our team members are male. The remainder are female.

Transgender (gender identity different from your registered sex at birth)

None of our team members identify as being transgender

Disability (according to Equality Act)

Two of our team members identify as being disabled

Day-to-day activities limited due to health problem or disability lasting at least 12 months

Our two team members who are disabled stated that their day-to-day activities were limited a little

Ethnicity

All of our team members identified as being British / English / Welsh / Northern Irish / Scottish apart from one who preferred not to say.

Religion or belief

Six of our team members identified as having no religion or belief or as being atheist.

Seven of our team members identified as being Christian.

One of our team members preferred not to say

Sexual orientation

All of our team members identified as being heterosexual/straight apart from one who preferred not to say.

School type from 11 to 16

Highest level of qualifications achieved by either of your parent(s)/guardian(s) by the time you were 18

Work of the main/ highest income earner in your household when you were aged about 14

Primary carer for a child under 18

Eight of our team members identified as being the primary carer of a child.

Time spent providing unpaid care for those with long term physical or mental ill health caused by disability or age

None of our team members identified as providing unpaid care in the manner asked by this question.

Our views on diversity

As a practice we hold the Lexcel practice management standard. We have a equality and diversity policy and are committed to non-discrimination.

We accept applications for all roles from anyone. We do not discriminate.

The make-up of our firm at the present time reflects our geographical location – which is not particularly diverse.

As the practice continues to expand we would hope that the diversity within the team will continue to improve.

Our diversity data reflects that the vast majority of our team and the vast majority of our lawyers were state educated and that the parents of team members who held traditional professional occupations including that of solicitor is small.

The questions not do not ask, but out lawyers studied at a diverse range of universities.

Minimum living wage

Although the question is not asked, we are also pleased to say that no one in the firm is paid less than the minimum living wage.