Diversity Monitoring Form

Pursuant to our obligations under the Equality and Diversity Rules of the BSB Handbook, Chambers must regularly review applications to become a member of its workforce.

‘Workforce’ means staff, barristers, pupils and assessed mini-pupils. Although we do not offer assessed mini-pupillages at TGC, in keeping with the spirit of the Equality and Diversity Rules, we also review applications for unassessed mini-pupillages with us.

Such reviews include:

  1. collecting and analysing data broken down by race, disability and sex;
  2. investigating the reasons for any disparities in that data;
  3. taking appropriate remedial action.

The purpose of this review is to enable us to check whether our fair recruitment and selection policies are being carried out and whether they are working. Without equality monitoring data, it is impossible to establish the nature or extent of any inequality, identify those areas where action is most needed, and whether measures aimed at reducing inequality are succeeding.

Diversity data from applicants for pupillage is collected via the Pupillage Gateway.

All other applicants are asked to complete the diversity monitoring form on this page.

Data Protection & Use Of Personal Data

You are not obliged to answer any or all of the questions. However, providing this information will enable us to carry out the important task of ensuring fairness in our application processes. All data will be held securely and confidentially. The data provided is used for monitoring purposes only and plays no part in the selection process. Please note that it is no longer considered good practice for the diversity data review process to be carried out anonymously and so candidates are asked to provide their name.

Diversity data is reviewed by members of the Equality and Diversity Committee, in conjunction with a representative from the Pupillage Committee (in the case of applications for pupillage and mini-pupillage) or the Clerking Team (in the case of applications to become a members of staff). The review is only carried out once the selection process has been completed and successful/unsuccessful candidates have been informed of the outcome. To give sufficient time for the review and any investigation to be undertaken, diversity data for applications for pupillage and mini-pupillage is retained for a period of 12 months; data for applications for tenancy or to become a member of staff is retained for a period of 5 years (to ensure a more accurate analysis owing to the small size of the data sample).

Diversity Monitoring Form



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