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Last updated: 15 January 2021

Chambers and Partners actively promotes diversity and inclusion within the organisation and within the global legal profession. As an inclusive organisation, we expect our colleagues to treat each other with respect at all times, regardless of gender, race, ethnicity, sexual orientation, age, disability or social background.

We would like to remind our clients to treat our employees with reciprocal respect and professionalism during business interactions as we have a zero-tolerance approach to inappropriate behaviour. If a Chambers and Partners employee is made to feel uncomfortable during a business interaction whether in virtual/digital meetings, telephone calls, written communications or face to face meetings, our employee has the right to cease communications, raise this with the senior leadership team of Chambers and Partners and necessary action may be taken.

Chambers and Partners may also take necessary action when an individuals inappropriate behaviour/conduct has been shared via external communications and/or third-party websites, including but not limited to: LinkedIn, Twitter or any other social media websites.

Examples of unacceptable behaviour include:

  • Physical, or non-physical threats (verbal and written) such as:
    • Discriminatory comments including but not limited to sexist, racist or homophobic comments;
    • Aggression and/or hostility.
  • Unreasonable demands  - a demand becomes unreasonable when it impacts substantially on our work. Examples of this may include, repeatedly demanding responses within an unreasonable timescale or insisting on seeing or speaking to a particular member employee when that is not possible or appropriate.
  • Unreasonable levels of contact - volume and duration of contact with an employee by an individual that causes problems for the employee or Chambers and Partners. This can occur over a short period, for example, a number of calls in one day or one hour.

Each complaint will be investigated by Chambers and Partners. In some circumstances, this could lead to an individual lawyer being omitted from Chambers and Partners research.