Law Society publishes agenda-setting equality and diversity
strategy
The Law Society of Scotland has published an agenda-setting
equality and diversity strategy for the organisation and wider
profession during the next three years.
The new plan follows two previous ambitious and progressive
three-year strategies on equality, and the Society intends
follow up on the results of its key research from the previous
strategy on the experiences of ethnic minority solicitors, and
bullying and harassment in the legal profession, by working on the
development of practical solutions to the issues identified.
In developing the new strategy the Society has taken account of
the specific requirements needed to comply with the Equality Act
2010 for its public functions, but is to go beyond these and pursue
a policy of seeking to comply with the requirements of the Act in
relation to all its activities, policies and procedures, whether
public or internal.
Neil Stevenson, director of representation and support at the
Society, said: "We believe in speaking openly and publicly about
our equality work, and we have presented at a number of conferences
and events, including this year's Stonewall national conference,
which allows us to share our experiences of implementing an
equality strategy and highlight both the successes and the
challenges still to be faced.
"We firmly believe that open debate, a willingness to learn from
others, and transparency about strengths and issues will progress
the equality agenda further for all organisations. This means
taking a firm stance on equality issues and how to tackle them
through legislation. The Society's law reform team worked on
detailed responses and given evidence to both the Scottish and UK
Parliaments on proposed legislation and public
consultations, such as the Equality Act 2010, and the Reform
of the Equality and Human Rights Commission.
Stevenson added: "The Society is committed to building on the
work we've done so far and we will continue to promote and develop
best practice in meeting the needs of a diverse legal profession -
it's good business sense after all to develop talent irrespective
of a person's background.
"We know there is more still to be done, and our programme of
planned work shows honest reflection on the real issues still
facing us, including; the gender pay gap in the profession,
tackling bullying and harassment in the legal sector and the
challenges faced by disabled people in accessing legal
services. We have sets targets and plan to monitor impact,
continue to liaise with groups and individuals to learn what we can
do better, and work to ensure that equality and diversity are
meaningfully considered in all aspects of our work."
ENDS Notes to editors
Law Society of Scotland Equality and Diversity Strategy
2011-14
Published research
FOR FURTHER INFORMATION: Please contact Val
McEwan on 0131 226 8884 or email: valeriemcewan@lawscot.org.uk
02 February 2012