Reporting and activity
Key DEI statistics and findings across the legal market
Internal Demographic progress
In 2022 Chambers completed a comprehensive Internal Demographic Survey, with a completion rate of over 90%.
This enabled us to effectively track demographic changes amongst our employee base, which we continue to do on a twice-annual basis. We also analyse additional data, including data for leavers, across teams and by seniority.
This data shows steady progress over the last five years across the vast majority of diversity markers. Particular progress has been made in the level of ethnic minority staff (up from 19% in 2019 to 37% in 2023) and employees who attended a State School (up from 58% to 69%).
Policy changes
At Chambers, we believe building a truly diverse, equitable and inclusive organisation is an ongoing effort, involving not only formal stakeholders such as our DEI team, People team and Executive Leadership but also through the creation of an inclusive culture which every employee contributes towards.
We also recognise that to facilitate DEI within the workplace, a carefully considered policy and procedural framework which supports our employees is crucial. With this in mind we consistently review our internal Policies and Procedures to ensure they are up to date with DEI best practice. This involves the periodic introduction of new policies, as well as the updating or amending of previously instated policies.
Over the last few years, we have instituted a number of policies to better support our colleagues. These include:
A Personal Disclosure policy, designed for individuals who identify as neurodivergent, who have a hidden disability or who have a long-term mental health condition through the process of disclosing this information to the organisation.
A Transitioning at Work policy, for individuals who wish to transition while at Chambers.
Adaptations to our Performance Appraisal system to be more inclusive for neurodivergent individuals
Updated language on all parental related policies, recognising primary and secondary caregivers as well as mothers and fathers.
This builds on our existing suite of DEI related policies and codes, which includes an organisational DEI statement, an inclusive Dress Code and policies on Flexible Working, Shared Parental and Adoption Leave, and Harassment.