Equality standards

We have developed a set of 10 equality standards for the profession. These standards support our members in complying with their legal  responsibilities and to drive innovation in this area in the profession. For detailed information on the standards, why they were developed and information on recording your attaintment please see Equality Standards - Framework for Success

The standards are supported by our current guides to equality, which include cases studies of good practice from Scottish law firms and other organisations. There is also guidance and information available for new parents and their managers.

The 10 equality standards

Every law firm, licensed provider or legal team within an employing organisation (“an organisation”) should, in a manner appropriate to its services and proportionate to its size, ensure that:

Leadership:

1. there is a named ‘equality lead’, who is responsible for ensuring these standards are met and, as appropriate, for reviewing the results of any equality monitoring

Strategy:

2. there is an equality strategy for staff and delivery of client services which is reviewed annually

3. measurable objectives are set in the equality strategy for both staff and delivery of client services and that these are reviewed annually
4. the equality strategy is informed by monitoring of the workforce, with reference to the Protected Characteristics, in a way that is appropriate and relevant to the size of the practice or organisation

Staff development:

5. there is a training plan for all staff on equality and diversity

Reporting and Publication:

6. the equality strategy and annual updates on the measurable objectives are available to staff, clients, prospective clients and the Society

7. a separate statement is made annually about the composition of organisational roles with reference to the Protected Characteristics, with reporting of sex as a minimum

Equal Pay:

8. there is a statement on equal pay which is available to staff, clients, prospective clients and the Society

9. if it is an organisation with more than 150 employees, its gender pay gap figures are published for full time and part time staff at each level of seniority

Accessible services:

10. it is responsive to the legal needs of a wide range of diverse communities and in particular, has a single document available to the public which contains information on accessibility options for disabled and other service users

These 10 standards were developed after detailed member research, and public engagement and consultation.  The original consultation document sets out details of what was considered, and also includes a more detailed framework of stepping stones. 

In time, we plan to make these formal guidance, and then perhaps even regulatory rules – we’d welcome feedback both on the standards and whether you think they should become a more formal requirement.

For more information please contact diversity@lawscot.org.uk