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Diversity Policy & Data

Crown Office Chambers is committed to treating individuals fairly and with respect regardless of background, race, ethnic or national origin, nationality, gender, sexual orientation, marital or civil partnership status, age, disability, religion or belief, political persuasion, pregnancy or maternity. Diversity is valued. In line with Chambers’ pursuit of excellence, and as a leading set, Crown Office Chambers is committed to recruiting, retaining and developing, the best barristers, staff and clerks entirely on merit and from the widest pool of talent. That is both right, and consistent with Chambers’ desire to offer its clients the best professional service.

Chambers is committed to ensuring that, individually and collectively, we do not practise or permit any form of discrimination, whether direct, indirect, or by way of victimisation, against any person, or any harassment of any person.

In order to promote equality and diversity there is an Equality and Diversity committee comprising members of chambers and staff, two members of Chambers are appointed as Equality and Diversity Officers, and another member of Chambers is appointed as Diversity Data Officer

Chambers recognises that, as compared to the proportions in the general population, women and those with disabilities are under-represented in chambers. Chambers encourages applications from women, members of ethnic minorities and those with disabilities.

Applications for tenancy, pupillage or employment are assessed and any offers made are based solely on merit.

Diversity Policy

In compliance with Rule C110.3 of Section D of Part 2 of The Bar Standards Board (“BSB”) Handbook, Chambers regularly conducts a survey to ascertain diversity data of the workforce consisting of Members of Chambers and staff. In accordance with the requirements of the BSB Handbook the surveys are entirely voluntary.

A Diversity Data Policy has been adopted (with effect from the 28 November 2012) that sets out details in respect of the collection, publication, retention and destruction of equality and diversity data and seeks to comply with our legal and regulatory obligations in relation to this.

The most recent survey was completed in January 2016. The results of the survey are published below in anonymised form and so as to prevent the identification of individuals from the published data. Data is not published where its publication might reasonably lead to the identification of individuals. Publication is in compliance with Chambers’ obligations.

75% of the workforce provided diversity data. Chambers recognises that to monitor the effectiveness of its equality and diversity policies and fulfil its commitment to equal opportunities, it is necessary regularly to monitor equality and diversity data. For this purpose, it would be necessary for the survey to have a higher completion rate and to be more consistently completed than at present.

Summary of Data

Data collection was undertaken most recently in December 2014 and in January 2016 anonymously and in accordance with the BSB rules. All members of Chambers, pupils and staff were asked to provide data. Participation in the survey was voluntary.

Approximately 75% provided their data, but not all of those who responded either consented to all elements of their data being published as part of this analysis or consented to their data being published at all. Therefore the summary below is taken from a sample of the data supplied from only a segment of the entire workforce and is not a complete analysis accurately describing the entirety of Chambers, pupils and staff.

On the basis of the segment of the workforce who responded and are willing for their data to be published:

  • 28% are women and 72% are men.
  • 6% are BME (where BME includes Asian/Asian British. Black/African/Caribbean/Black British, Mixed/multiple ethnic groups and other ethnic groups) and 94% are white.
  • 99% did not have a disability and 1% preferred not to say.
  • 40% attended a state school, 55% attended a fee paying school, and 5% preferred not to say.
  • 32% are primary carers for children under the age of 18, and 68% are not or preferred not to say.
  • 12% support or are carers for adults, and 88% are not or preferred not to say.

On the basis of category of worker:

QC:

  • 8% are women and 92% are men.
  • 100% are white.
  • They are over the age of 35.

Juniors over 10 years call:

  • 26% are women, and 74% are men.
  • 6% are BME and 94% are white.
  • They are over the age of 25.

Juniors under 10 years call and pupils:

  • 35% are women and 65% are men.
  • 13% are BME, and 87% are white.
  • They are between the ages of 16 and 44.

Clerks and staff:

  • 35% are women, and 65% are men.
  • 5% are BME and 95% are white.
  • They were between the ages of 16 and 64.
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