Equality and Diversity

Foys Solicitors is committed to eliminating discrimination and promoting equality and diversity in its own policies, practices and procedures and in those areas in which it has influence. This applies to the Practice’s professional dealings with other solicitors, barristers, clients and third parties (and, if or when appropriate, with staff, partners/members/ directors). The Practice intends to treat everyone equally and with the same attention, courtesy and respect regardless of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation (together referred to as “the Protected Characteristics”, and referred to individually as “a Protected Characteristic”).

In developing and implementing its anti-discrimination policy, Foys is committed to complying with the Solicitors Regulation Authority Code of Conduct 2011 and with all current and any future anti-discrimination legislation and associated codes of practice including, but not limited to the following, and as modified from time to time:

• The Equality Act 2010 and statutory instruments and regulations issued thereunder.

• Relevant Practice Notes issued from time to time by The Law Society.

• Guidance notes and Directives issued by the Equality and Human Rights Commission (EHRC).

• At least the minimum standards required by the Practice’s contract(s) with the Legal Services Commission.

• Relevant directives, legislation and regulations issued by the European Court of Justice and/or the European Court of Human Rights.

• and any relevant modifications, amendments and additions.

The following are the kinds of discrimination that are against the Practice’s policy:

  • Direct discrimination, where a person is treated less favourably on the grounds of a Protected Characteristic or they are thought to have a Protected Characteristic (discrimination by perception) or because they associate with someone who has a Protected Characteristic (discrimination by association). It is important to note that age is the only Protected Characteristic where direct discrimination may be justified but only if it can be demonstrated that the different treatment is a proportionate means of achieving a legitimate aim.
  • Indirect discrimination, where a policy or Practice that applies to everyone particularly disadvantages people who share a Protected Characteristic.
  • Discrimination arising from a disability where a disabled person is treated unfavourably because of something arising in consequence of their disability, and this treatment cannot be justified as a proportionate means of achieving a legitimate aim. Further, where reasonable adjustments are not made for disabled persons.
  • Harassment, when unwanted conduct takes place which is related to a protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
  • Victimisation, where an employer or service provider subjects a person to a detriment because the person has carried out (or is believed to have carried out or may carry out) a “protected act” (namely any of the following: bring proceedings under the “Equality Act”, giving evidence or information in proceedings brought under the Equality Act 2010, doing anything that is related to the provisions under the Equality Act 2010, making an allegation that another person has done something in breach of the Equality Act 2010).

Foys will not discriminate, nor victimise or harass, in the course of its professional dealings, groups of people on the grounds set out above; and will make reasonable adjustments to prevent those of the Practice’s employees or clients who are disabled from being disadvantaged in comparison with those who are not disabled.

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