Essex Court Chambers is committed to providing equality of opportunity regardless of race, colour, ethnic or national origin, nationality, citizenship, sex, gender re-assignment, sexual orientation, marital or civil partnership status, age, disability, religion or belief, political persuasion, pregnancy or maternity. For further information, please see Chambers’ written statement on equality and diversity.
Essex Court Chambers regularly holds in-house equality and diversity training sessions, conducted by external specialist advisers, for all members involved in recruitment.
Essex Court Chambers is committed to the furtherance of equality and diversity and promoting access to the legal profession and to the bar. For further information on the initiatives supported by members of Chambers in this respect, see the Social Responsibility page.
Chambers is accessible to people using wheelchairs and will consider any reasonable adjustments for disabled people working with Chambers or receiving legal services. For further information, please see Chambers’ reasonable adjustments policy.
Chambers is committed to providing a work environment in which all individuals, clients and the public are treated with dignity and respect. For further information, please see Chambers’ anti-harassment policy and Chambers’ grievance policy.
Chambers is committed to encouraging and supporting members of Chambers following the birth or adoption of a child, and enabling them to continue to build successful practices. For further information, please see Chambers’ policy on parental leave, flexible working and career breaks for members.
Equality and diversity data
In accordance with the Bar Standards Board Handbook, Essex Court Chambers has surveyed its workforce with a view to collecting and publishing equality and diversity data. The purpose of the BSB rules is to provide transparency concerning recruitment and employment activities and to encourage an independent, strong, diverse and effective legal profession.
Equality and diversity data is considered to be information relating to the following characteristics: age, sex, gender, disability, ethnic group, religion or belief, sexual orientation, socio-economic background and caring responsibilities.
The survey was conducted anonymously and in accordance with the BSB rules and guidance. Participation in the survey was voluntary.
The data summarised below is based on the responses actually received, and may not reflect the position that would have applied if all those eligible to participate had chosen to do so. 146 people responded to at least part of the survey – not all questions were answered by every participant. The data was primarily collated in Q2 of 2024 with some further responses obtained in Q3 of 2024 and reflects the position at that date. Two observations have to be made about that, and the fact that the data is analysed and published at a later stage. The first is that the survey does not reflect the progress of pupils to tenants (which decisions are made in or around June/July). The second is that the survey does not reflect the later appointment of junior barristers to KC (which decisions are announced in January and letters patent formally conferred in around March each year). The timing of each of those events means that there is no time period in which the survey can be realistically conducted within which the data collated would be fully accurate for very long (even if comprehensively responded to). That point is acute in the latest survey, in and around which there have been 7 new tenants from pupillage, 1 cross recruit, 1 person leaving chambers, 1 retirement and 5 new silks.
Each diversity characteristic is categorised against job status and role in a manner which reflects seniority within Chambers. In order to be able to provide any data for publication, Essex Court Chambers publishes its data in the following categories:
- Barristers (split out where possible into (a) KCs and (b) junior barristers).
- Staff.
Reading the data tables below from left to right, the actual number of respondents are indicated in parentheses and the percentages given are calculated by dividing that number of respondents by the number of respondents for that category (i.e. as a % of KC respondents, or as a % of staff respondents, etc). An overall percentage of all respondents is also provided in each table.
If individuals may be identifiable at a particular level of detail because the characteristic in question is obvious and the number of individuals in a category are low (fewer than 10), we do not publish that particular category in that level of detail without the consent of all concerned. The equality and diversity data that meets the conditions for publication is as set out below (noting that more granular data for other diversity characteristics was collected, but its publication might lead to the identification of individuals, and consent from all concerned was not always forthcoming). Where alternative approaches have been adopted as a result, that has been indicated.
Chambers recognises that work on Equality and Diversity is an ongoing process which is always capable of being refined and improved. The E&D Committee welcomes suggestions for refinement, improvement or other changes to Chambers’ approach across any / all of the protected characteristics and other areas which are monitored.
AGE
| Category | 16–24 | 25–34 | 35–44 | 45–54 | 55–64 | 65+ | Prefer not to say | Total Rs |
|---|---|---|---|---|---|---|---|---|
| KC | N/A | N/A | 25% (13) | 33% (17) | 27% (14) | 15% (8) | N/A | 52 |
| Member/Tenant (Juniors) | N/A | 48% (28) | 36% (21) | 7% (4) | 2% (1) | 3% (2) | 3% (2) | 58 |
| Staff | 9% (3) | 25% (8) | 31% (10) | 19% (6) | 9% (3) | 6% (2) | N/A | 32 |
| Prefer Not to Say | 33% (1) | 33% (1) | N/A | N/A | N/A | N/A | 33% (1) | 3 |
| Total (% of all Rs) | 2.76% | 25.52% | 30.34% | 18.62% | 12.41% | 8.28% | 2.07% | 145 |
SEX
| Category | Female | Male | Prefer not to say | Total Rs |
|---|---|---|---|---|
| KC | 15.38% (8) | 82.69% (43) | 1.92% (1) | 52 |
| Member/Tenant (Juniors) | 29.31% (17) | 70.69% (41) | N/A | 58 |
| Staff | 50% (16) | 50% (16) | N/A | 32 |
| Prefer Not to Say | 66.67% (2) | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 29.66% | 68.97% | 1.38% | 145 |
The sex / gender balance in Chambers, particularly in relation to barristers, has remained relatively static since the last survey was conducted in 2022, notwithstanding efforts to improve female recruitment by way of outreach events. It is noticeable that historically the number of female pupils has only rarely achieved 50% (albeit the current pupillage cohort for 2024/2025 splits 75/25% in favour of female pupils), which reflects a broader trend at the Commercial Bar. This remains an area of particular focus for improvement within Chambers, for example through participation in the “A Career as a Commercial Barrister: A Great Choice for Women” initiative, cross-collaborative approaches to this issue via COMBAR, and a range of formal and informal arrangements designed to promote retention. Since 2020, Chambers has supported and participated in the COMBAR Mentoring Scheme which targets underrepresented groups (i.e. all of the areas covered in the survey).
GENDER
Is the gender you identify with the same as your sex registered at birth?
| Category | Yes | No | Not Completed | Prefer not to say | Total Rs |
|---|---|---|---|---|---|
| TOTAL (% of all Rs) | 96.55% (140) | 0.69% (1) | 0.69% (1) | 2.07% (3) | 145 |
Data is collected on a more granular basis than that set out above, but given the low number of respondents in categories other than ‘yes’, data has been presented as against all respondents, rather than broken down by professional status.
DISABILITY
Do you consider yourself to have a disability according to the definition in the Equality Act 2010?
| Category | Yes | No | Prefer not to say | Total Rs |
|---|---|---|---|---|
| KC | 1.92% (1) | 92.31% (48) | 5.77% (3) | 52 |
| Member/Tenant (Juniors) | 10.34% (6) | 86.21% (50) | 3.45% (2) | 58 |
| Staff | 6.25% (2) | 93.75% (30) | N/A | 32 |
| Prefer Not to Say | N/A | 66.67% (2) | 33.33% (1) | 3 |
| Total (% of all Rs) | 6.21% | 89.66% | 4.14% | 145 |
Chambers is committed to considering and making reasonable adjustments where required in order to ensure that the workforce and other people attending Chambers are able to participate fully in Chambers life and meetings, events, etc hosted in Chambers. Since 2020, Chambers has supported and participated in the COMBAR Mentoring Scheme which targets underrepresented groups (i.e. all of the areas covered in the survey).
ETHNIC GROUP
| Category | Asian/Asian British | African / Caribbean / Black British | Mixed / Multiple Ethnic Groups | White – British / English / Welsh / Northern Irish / Scottish | White – Other | Prefer not to say / Not Completed / Did Not Consent (and possible ID risk present) | Total Rs |
|---|---|---|---|---|---|---|---|
| KC | 1.92% (1) | N/A | 5.76% (3) | 65.38% (34) | 23.08% (12) | 3.84% (2) | 52 |
| Member/Tenant (Juniors) | 6.90% (4) | 3.45% (2) | 6.90% (4) | 63.79% (37) | 17.24% (10) | 1.72% (1) | 58 |
| Staff | 6.26% (2) | N/A | 6.26% (2) | 71.88% (23) | 12.51% (4) | 3.13% (1) | 32 |
| Prefer not to say | N/A | N/A | N/A | 66.67% (2) | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 4.83% | 2.07% | 6.21% | 66.21% | 17.93% | 2.76% | 145 |
Data is collected on a more granular basis than that set out above. However, whilst Chambers seeks to present as much data as possible, not all individuals consent to the publication of their data in relation to this question. Where the number of respondents is fewer than 10 and there is a risk of identification of a non consenting individual, then in accordance with Chambers’ policy, consideration must be given to presenting the data in a different way in order to mitigate that risk. Accordingly, some of the categories above have been blended together or otherwise grouped so as to achieve that goal. For further context, the ‘Mixed / Multiple Ethnic Group’ category requires a respondent to have an ethnicity other than or in addition to a White ethnicity.
Bearing in mind the comparative lack of ethnic diversity across the Commercial Bar as a whole as compared to some other practice areas, a number of members of chambers participate on an individual basis in programmes which seek to improve representation from this perspective. Chambers itself is a long-standing supporter of the Social Mobility Foundation, whose students are often from a range of diverse backgrounds, as well as being involved in cross-collaborative approaches to this issue via COMBAR. Since 2020, Chambers has supported and participated in the COMBAR Mentoring Scheme which targets underrepresented groups (i.e. all of the areas covered in the survey).
RELIGION OR BELIEF
| Category | Buddhist | Christian | Hindu | Jewish | Muslim | Other | None | Not Completed / Prefer not to say | Total Rs |
|---|---|---|---|---|---|---|---|---|---|
| TOTAL (% of all Rs) | 1% (1) | 37% (54) | 2% (3) | 8% (11) | 1% (2) | 1% (1) | 39% (57) | 11% (16) | 145 |
Data is collected on a more granular basis than that set out above, but given the low number of respondents in some categories, data has been presented as against all respondents, rather than broken down by professional status.
SEXUAL ORIENTATION
| Category | Heterosexual / Straight | Bisexual / Gay / Lesbian / Other | Not Completed | Prefer not to say | Total |
|---|---|---|---|---|---|
| TOTAL (All Rs) | 86.90% (126) | 6.9% (10) | 1.38% (2) | 4.83% (7) | 145 |
Data is collected on a more granular basis than that set out above. However, whilst Chambers seeks to present as much data as possible, not all individuals consent to the publication of their data in relation to this question. Where the number of respondents is fewer than 10 and there is a risk of identification of a non-consenting individual, then in accordance with Chambers’ policy, consideration must be given to presenting the data in a different way in order to mitigate that risk. Accordingly, some of the categories above have been blended together or otherwise grouped so as to achieve that goal, and in this case, data has been presented as against all respondents, rather than broken down by professional status.
Members of chambers are active supporters of FreeBar, the network which aims to foster inclusion and support for LGBT+ people working as and with barristers. Since 2020, Chambers has supported and participated in the COMBAR Mentoring Scheme which targets underrepresented groups (i.e. all of the areas covered in the survey).
FIRST AT UNIVERSITY
Were you part of the first generation of your family to attend university?
| Category | Did Not Attend University | Graduate, 1st Gen | Graduate, Not 1st Gen | Not Completed | Prefer not to say | Total Rs |
|---|---|---|---|---|---|---|
| KC | N/A | 32.69% (17) | 63.46% (33) | N/A | 3.85% (2) | 52 |
| Member/Tenant (Juniors) | N/A | 31.03% (18) | 67.24% (39) | N/A | 1.72% (1) | 58 |
| Staff | 65.63% (21) | 9.38% (3) | 18.75% (6) | 6.25% (2) | N/A | 32 |
| Prefer Not to Say | 33.33% (1) | N/A | 33.33% (1) | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 15.17% | 26.21% | 54.48% | 1.38% | 2.76% | 145 |
STATE VS FEE PAYING SCHOOL
| Category | Fee Paying (UK) | Fee Paying (Non-UK) | Not Fee Paying (UK) | Not Fee Paying (Non-UK) | Not Completed | Prefer not to say | Total Rs |
|---|---|---|---|---|---|---|---|
| KC | 50% (26) | 5.77% (3) | 30.77% (16) | 5.77% (3) | 1.92% (1) | 5.77% (3) | 52 |
| Member/Tenant (Juniors) | 25.86% (15) | 27.59% (16) | 34.48% (20) | 10.34% (6) | 1.72% (1) | N/A | 58 |
| Staff | 6.25% (2) | 6.25% (2) | 84.38% (27) | 3.13% (1) | N/A | N/A | 32 |
| Prefer Not to Say | 33.33% (1) | N/A | 33.33% (1) | N/A | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 30.34% | 14.48% | 44.14% | 6.90% | 1.38% | 2.76% | 145 |
FREE SCHOOL MEAL ELIGIBILITY
| Category | No | Yes | Not Completed | Prefer not to say | Total Rs |
|---|---|---|---|---|---|
| KC | 80.77% (42) | 9.62% (5) | 1.92% (1) | 7.69% (4) | 52 |
| Member/Tenant (Juniors) | 89.66% (52) | 8.62% (5) | N/A | 1.72% (1) | 58 |
| Staff | 78.13% (25) | 15.63% (5) | N/A | 3.13% (1) | 32 |
| Prefer Not to Say | 66.67% (2) | N/A | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 83.45% | 10.34% | 1.38% | 4.83% | 145 |
PRIMARY CARER FOR A CHILD
Are you a primary carer for a child or children under 18?
| Category | No | Yes | Not Completed | Prefer not to say | Total Rs |
|---|---|---|---|---|---|
| KC | 69.23% (36) | 21.15% (11) | 1.92% (1) | 7.69% (4) | 52 |
| Member/Tenant (Juniors) | 72.41% (42) | 25.86% (15) | 1.72% (1) | N/A | 58 |
| Staff | 59.38% (19) | 37.50% (12) | 3.13% (1) | N/A | 32 |
| Prefer Not to Say | 33.33% (1) | 33.33% (1) | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 67.59% | 26.90% | 2.07% | 3.45% | 145 |
A significant number of members of chambers have a primary care role. Recognising and seeking to support those who are or may in future be in that position, Chambers’ parental leave policy features: (a) a retained right to a room for at least 18 months during leave; (b) no fees (other than on earnings received) during leave; (c) an interest free loan of up to £50,000; (d) a fee waiver on up to £250,000 of fees received after return to practice. Taken together, Chambers considers that this is one of the most progressive policies available at the Bar.
HELP OR SUPPORT TO OTHERS BASED ON LONG TERM HEALTH, DISABILITY OR AGE ISSUES
| Category | No | 1–19 hrs/wk | 20–49 hrs/wk | 50+ hrs/wk | Prefer not to say | Total Rs |
|---|---|---|---|---|---|---|
| KC | 55.77% (29) | 32.69% (17) | 1.92% (1) | N/A | 9.62% (5) | 52 |
| Member/Tenant (Juniors) | 86.21% (50) | 10.34% (6) | N/A | N/A | 3.45% (2) | 58 |
| Staff | 78.13% (25) | 9.38% (3) | N/A | 9.38% (3) | 3.13% (1) | 32 |
| Prefer Not to Say | N/A | 66.67% (2) | N/A | N/A | 33.33% (1) | 3 |
| Total (% of all Rs) | 71.72% | 19.31% | 0.69% | 2.07% | 6.21% | 145 |
If you have any queries, please contact Chambers’ Diversity Data Officer, Richard Hoyle, at rhoyle@essexcourt.net.
