Women in Law Pledge

This could be your Head of Chambers, a member of your management or Equality and Diversity Committee, EDO etc. Ideally this person should be a senior member of chambers with influence and a passion for equality who is able to hold chambers’ leadership to account for progress against the action plan. You could have more than one person if you wish.

The type of targets you put in place will very much depend on the current situation in chambers and where you want to focus your activity. 

The commitments are not prescriptive, as long as the outcome is positive for women’s equality. Take a look at some of the commitments other chambers have made in our tips section below. 

It is important to recognise that women of colour, with disabilities or other protected characteristics may face additional disadvantage. The Pledge encourages chambers to include this in their thinking and take action to address any disadvantages. 

If appropriate, when you are reviewing work distribution, earnings, recruitment etc. consider comparing the experience/outcomes of, for example, women with a disability; black or ethnic minority women etc. as part of your reviewing process. 

Consider outcomes for employees as well as members. 

Build on the action plan you are already required to create to comply with BSB equality and diversity rules. 

Look at how interventions could support women in chambers. These will likely include monitoring earnings and outcomes for different groups, mentoring programmes, strengthening practice reviews, developing a silk path – and other things which promote the retention and progression of women in chambers. 

Ensuring bullying and harassment policies are up to date, that everyone knows how to raise a concern and what’s expected of them in chambers. Any activity around this agenda will help you evidence your commitment to this pledge. 

Any activity designed to develop and support an inclusive culture in chambers will provide evidence to show commitment to this pledge. This could include: 

• Briefing practices and work allocation to ensure women are not excluded from or missing out on certain types of work. 
• Monitoring earnings and tackling disparities. 
• Ensuring marketing activities are inclusive and effective. 
• Setting targets around the retention and progress of women following career breaks (with activity including putting in place comprehensive parental leave and flexible working plans). 

Using the logo and referring to the Pledge on chamber’s website. You may want to publish your action plan and targets to show you’re serious about this agenda.   

• Keep your actions simple - they could reflect work underway.  

• Make your targets achievable - small steps that suit your chambers and which you can build on. 

• Remember you will need to report on progress - don't propose anything you will really struggle to achieve. 

• Take the time to build support for the pledge internally. 

Examples of commitments made by current signatories include: 

• Every member and employee to be trained in equality and diversity, fair recruitment and anti-harassment. 

• At least 30% of all chambers committee members to be women (currently less than 20%). 

• Launch a bullying and harassment survey in chambers and take action based on results. 

• Review parental leave policy to make it easier for returners, and introduce regular reviews into its effectiveness by E&D Committee. 

• Review and increase the number of cases in which women are led. 

• Introducing a silk taskforce with a target to get 5 additional silks in chambers by 2025 

• Monitor speaking and marketing opportunities for women and other underrepresented groups. 

• Monitor earnings to ensure all members are supported to build a thriving practice. 

• Increase flexible working opportunities and ensure those working flexibly have access to good work and progression. 

• Achieve parity of retention rates between male and female members by ensuring fair allocation of work, availability of flexible working and support. 

• Increase the number of female clerks and practice managers in chambers.