Equality, diversity and inclusion

At the CLSB, we are proud to promote an independent, strong, diverse, and effective legal profession.

We believe that fostering equality and embracing diversity is more than just a legal requirement: it’s a fundamental part of building a fair, inclusive, and effective profession and society.

We see our regulatory role as a powerful lever for positive change, and we aim to lead by example in our commitment to cultivating a working and regulatory culture where every individual is valued, where equality of opportunity thrives, and where discrimination, victimisation, and harassment have no place.

As a regulator and as an employer, we:

• Recognise and value diversity in all its forms
• Actively promote equality of opportunity
• Reject and challenge all forms of discrimination, victimisation, and harassment

We put these principles into practice as a regulator by:

• Monitoring diversity in the profession, removing unnecessary barriers to entry, providing resources and support to Costs Lawyers.
• Ensuring that our internal policies and regulatory framework promote fairness and inclusion.
• Ensuring that no individual or group is disadvantaged on the basis of a protected characteristic.

We put these principles into practice as an employer by:

• Cultivating a workplace where everyone feels respected, supported, and able to thrive as their authentic selves.
• Ensuring that no applicant, board member, colleague, or team member is treated less favourably in recruitment, employment terms, promotion, training, or benefits because of a protected characteristic.

Why equality, diversity and inclusion matter

Our commitment is rooted in our values and aligned with our responsibilities under the Legal Services Act 2007 and the Equality Act 2010.

But to us, equality, diversity and inclusion means more than compliance with a legal and regulatory duty.

It means recognising that everyone deserves the opportunity to contribute and succeed. It means recognising, respecting, and celebrating the unique experiences and perspectives that individuals bring, and creating environments where everyone feels they belong and can do their best work. It means building diverse and inclusive profession that reflects, and values, the wide range of communities and clients that it serves, enhancing public confidence and access to justice.

Equality and diversity are distinct but interconnected. We cannot truly promote equal opportunity unless we value and harness difference. We are enriched, both as a profession and as a community, when we seek out and learn from diverse voices.

Our commitment was further underscored in June 2022 when we joined other legal regulators in signing up to the principles for Tackling Counter-Inclusive Conduct through Disciplinary Procedures, pledging to take meaningful action against behaviours that undermine inclusion.

What we expect from Costs Lawyers

Principle 6 of the Costs Lawyer Code of Conduct requires Costs Lawyers to treat everyone with dignity and respect. This includes clients, colleagues and third parties.

Costs Lawyers are expected to have and adhere to a written policy that prevents discrimination and harassment, and investigate any allegation of non-compliance with that policy. Costs Lawyers are also required to make reasonable adjustments for those with a disability, to ensure they are not at a disadvantage by comparison to those without disabilities.

As well as considering their own conduct, a Costs Lawyer should encourage any business of which they are a part to:

• commit to the promotion of equality and diversity and comply with legislative requirements
• have a written equality and diversity policy which is appropriate to the size and nature of the firm and which includes details of how complaints and disciplinary issues in relation to equality will be dealt with
• provide employees and managers with appropriate training and information about complying with equality and diversity requirements

We also encourage all Costs Lawyers to read the guidance on Equality, Diversity and Inclusion for Costs Lawyers in our Ethics Hub, and to undertake training in relation to equality and diversity issues, such as addressing unconscious bias or developing an inclusive workplace culture. This kind of training may count toward CPD requirements.

Equality and diversity data

The first step in promoting diversity amongst Costs Lawyers is to understand the existing make-up of the profession. One way in which we do this is through a diversity survey. Data from the latest diversity survey is published on our website.

Other resources

We work with ACL Training to collect diversity data from students who enrol in the Costs Lawyer Qualification. You can contact us or ACL Training for more information.

We raise awareness of current diversity and inclusion issues through guest posts from a range of contributors in our regular newsletters to Costs Lawyers.

We have collaborated with the Solicitors Regulation Authority to produce a guide for Costs Lawyers on The Business Case for Diversity. This provides a framework for understanding how diversity can benefit both employers and employees.

Review

Our policy and guidance to the profession on equality and diversity will be updated as legislative and regulatory requirements are revised, in light of lessons learned and in view of any good practice identified.

Contact

For more information about our equality and diversity work, please email [email protected].