Diversity

The principles of fairness and equal opportunity are at the heart of St John’s Chambers, and we know the benefits of diversity. We are committed to ensuring that we are a set which is welcoming to all no matter what their background.

At John’s Chambers we are committed to respecting and understanding the needs of our diverse and international client base and are committed to equality and diversity in all aspects of our work and practice.

Inclusivity and fairness are of paramount importance to us. We truly believe that the Bar should be populated by those with the requisite skills, regardless of their background or the challenges which life may have placed in their path.

We also recognise the importance of providing a positive and supportive working environment for our barristers and staff. A positive and supportive working environment is a cornerstone value of Chambers.

As Chambers grows and modernises, we acknowledge the importance of maintaining this collegiate working environment and the need to ensure that all of our policies and practices enable us to do this.

We provide a working culture in which all our barristers and staff are treated with dignity and respect. We benefit from an environment where our colleagues feel comfortable to be themselves and do their best work. As a result we have twice been nominated in the Legal Cheek Awards 2022 and 2023 for ‘Best Chambers for Colleague Supportiveness’.

St John’s Chambers understands diversity at the Bar is an issue which requires the work and attention of far more than just one Chambers, however we are determined to do everything in our power to lead from the front on this very important matter. It is an issue which should be close to the heart of everyone interested in justice and fairness.

Chambers has two Equality and Diversity officers and an Equality and Diversity committee which meets regularly with the CEO of Chambers. The Equality and Diversity Officers and committee aim is to identify areas of Chambers’ practice and administration and any policies requiring review and/or improvement. Where specific action is required, the Equality and Diversity Officers will make appropriate recommendations for approval by Chambers’ Management Committee

It is our unequivocable commitment not to discriminate against anyone, either directly or indirectly, on grounds of disability, sex, race, colour, ethnic or national origin, sexual orientation, gender reassignment status, marital or civil partnership status, pregnancy, maternity or paternity, religion or belief, age, part-time, fixed-term or contractual status, being a trade union representative or member or on any other irrelevant or irrational basis.

We know that equality of opportunity requires commitment at every stage of a barristers career and so we welcome applications from groups who are traditionally under-represented at the bar. We know that to succeed as a Chambers we must nurture our barristers and ensure their success at every stage of their careers, from starting out, to coming back to work after illness or parental leave to making applications for silk and judicial appointment.

Our chambers are fully accessible to those with disabilities, and we will be glad to consider any requests for reasonable adjustments to assist disabled applicants or clients.

As part of our continued commitment to promoting diversity we have instigated the following:

• Mini-Pupillage: As part of the Western Circuit’s ‘BarNone’ initiative we have pledged to offer 50% of mini-pupillages to applicants from underrepresented backgrounds.
• Mentoring: We are also signatories to the ‘BarNone’ mentoring scheme, providing guidance and support to aspiring barristers from underrepresented backgrounds.
• Internships: We were proud to be part of the Bar’s inaugural programme with 10,000 Black Interns which started in Summer 2022, along with organisations such as Matrix Chambers, Keating, Littleton, and Bridging the Bar. Through this scheme we will be offering paid work experience in Chambers.
• Secondary School outreach: We are part of the Bar Council’s outreach program, as well as offering work experience placements to Year 10 students in the Bristol / South Gloucestershire / BANES catchment area.
• Citizenship Foundation: Chambers aims to pair up ‘mentors’ with the Foundation, which runs an annual mock trial competition for school children.  The barrister ‘mentors’ help guide the children through the court process as they prepare their cases for trial.
• Pupillage applications: Before written applications for pupillage are assessed we redact data indicative of sex, gender, and ethnic background in order to limit the scope for unconscious bias. We are also proud to be one of the few chambers to redact the identity of the university and school our applicants attended. All applicants are marked according to measurable and transparent criteria based on key competencies. For more information take a look at our pupillage policy here.
• Webinars: We have put in place a program of webinars promoting equal opportunities for underrepresented groups.
• New Pupils: We have a ‘buddy’ system for our pupils so that they have someone other than their supervisor to speak to about welfare issues.
• Barrister and staff recruitment: All of those involved in the recruitment at St John’s Chambers are offered regular Fair Recruitment and Selection training.
• Work allocation: We have a clear and robust policy in place to ensure fair allocation of work and opportunity for our pupils. All of our clerks are offered fair distribution of work training.
• Flexible working and parental Leave: We have a generous parental leave policy in place to support our members who become parents whether through pregnancy, surrogacy, or adoption. In addition, we also have a policy in place to support our members to work flexibly where they need or choose to do so.
• Wellbeing: St John’s Chambers was one of the first Sets to be awarded the Bar Council Wellbeing at the Bar Certification. St John’s is also a member of Bristol City Council Wellbeing Charter.

Data Diversity Information

Under the terms of the Bar Standards Board’s Equality and Diversity Provisions of the Code of Conduct, each set of barristers’ Chambers is required to collect diversity data from barristers and Chambers’ staff.  This data is updated annually.

If you have any comments or suggestions relating to how we could improve our offering on this front, please do not hesitate to contact the Data Diversity Officer Isabelle Mills with your suggestions.