No5 Barristers' Chambers is committed to advancing equality, diversity and inclusion both within Chambers and more generally at the Bar. We aim to provide a working environment and culture which values and recognises difference and tackles discrimination pro-actively in order to ensure that no individual or group is discriminated against.
No5 Barristers' Chambers’ Equality and Diversity Policy
No5 Barristers' Chambers’ Equality and Diversity Policy is available here.
Parental Leave/Flexible Working Policy
No5 Barristers' Chambers is firmly committed to retaining members of chambers who have children and/or need to work more flexibly than others due to caring or other responsibilities. Our parental leave policy is for mothers and fathers. The scheme ensures structured clerking support before, during and after parental leave. It includes an informal mentoring scheme to make use of the experience and expertise of fellow colleagues who can counsel and support new parents. Clerking support is aimed at ensuring a successful and smooth transition back to practice after a period of parental leave. Not to be forgotten is our financial support system for new parents which is amongst the most generous out there, recognising the challenges that self-employed barristers face after a period of maternity or paternity leave. We are proud that No5 is leading the way at the Bar in this respect.
Respect
No5 Barristers' Chambers is committed to providing a safe environment for everyone associated with Chambers, in which they can work and socialise without hindrance, with dignity and respect from others, and flourish professionally. Members of chambers or pupils who feel they have experienced harassment, bullying, victimisation or other objectionable behaviour in their professional lives, from any quarter, can find support and advice from our Respect Counsellors, and can make use of Chambers’ informal or formal process to find a resolution. All heads and deputy heads of groups and pupillage are fully trained as senior counsellors, and numerous other members of chambers are trained as junior counsellors, ensuring everyone can find the support they need should they have any concerns.
Reasonable Adjustments Policy
No5 Barristers' Chambers is committed to ensuring that our barristers and staff with disabilities are able to succeed and that our disabled clients are able to access our services. Chambers is accessible to people using wheelchairs. Our offices have internal lifts to all floors and wheelchair-accessible toilets. We also have hearing loops available. We would be glad to consider any requests for reasonable adjustments to assist disabled applicants or clients.
Wellbeing
No5 Barristers' Chambers is committed to ensuring that the wellbeing of our barristers and staff is protected and promoted. Chambers has policies in place to ensure that individuals receive guidance and support throughout their careers, as well as having parental leave, flexible working and respect policies in place. No5 is proud of the congenial and supportive environment that is offered.
Diversity Report 2022
In accordance with the requirements of the Bar Standards Board, No5 Barristers' Chambers conducts regular surveys to collect equality and diversity data in respect of our workforce. This assists us in monitoring the success of our equality and diversity policies. We also publish summaries of the data collected. In so doing we hope to help provide transparency in recruitment and encourage diversity within the profession. A summary of the data collected in Chambers’ most recent survey is available here.
If you have any questions or queries about this data please contact Sandra Astbury, the No5 Barristers' Chambers Office Manager, sandraa@no5.com
Behind The Stereotype Video Series
Behind the Stereotype:
All barristers have had the same start in life
Behind the Stereotype:
There is only one route to the bar
Behind the Stereotype:
You cant combine a career at the Bar with family life
Behind the Stereotype:
Race
Behind the Stereotype:
Only barristers work at No5 Chambers
