Equality, diversity and inclusion in barristers' chambers.
The Equality Act 2010 requires chambers and members to prevent discrimination in all forms. The BSB's Race Statement and the Harriet Harman Report made anti-racism and anti-bullying and harassment training mandatory for all. Beyond regulation, the Bar recognises that inclusive chambers attract better talent, serve clients better, and are more sustainable.
Briefed offers training and advisory services on all areas of EDI, ranging from fair recruitment and unconscious bias, to equality & diversity and anti-bullying and harassment training. Our courses are built by in-house barristers who advise chambers daily on embedding EDI practice.
What the BSB expects of barristers and chambers.
The BSB and Equality Act 2010 require chambers to operate fair recruitment processes, allocate work fairly regardless of protected characteristics, and prevent harassment and discrimination. Chambers must have policies in place and train those involved in recruitment and case allocation.
The BSB expects all barristers and staff to complete anti-racism training, anti-bullying and harassment and E&D training regularly. Chambers must keep evidence of training and refresh it according to the BSB's guidance.
Diversity at the Bar remains a significant issue. Chambers that actively work to diversify their membership and embed inclusive practice are more attractive to prospective barristers and clients. This is both a compliance obligation and a competitive advantage.
What this means in practice.
Anti-racism training is not a one-off exercise. It requires honest reflection on how chambers structure work, who is given high-value instructions, and how mistakes or grievances are handled. Different racial backgrounds experience chambers differently, and training should create space for that conversation.
Recruiting fairly requires the removal of any biases from all individuals involved in any recruitment process be it pupillage, staff and even lateral tenancy. Fair work allocation means being deliberate about who gets instructions and why. Both require training for the members and staff involved.
Chambers that treat EDI as a genuine priority tend to be more attractive to talented barristers and operate with less internal tension. This is not peripheral; it is central to how well a chambers functions.
What Briefed offers to support chambers with EDI.
Training
Bar specific training on Anti-Bullying and Harassment, Anti-Racism, Equality and Diversity, Fair Recruitment, Fair Work Distribution, Unconscious Bias, Prevention of Sexual Harassment, and Neurodiversity. All refreshed regularly and aligned with BSB guidance. The EDO Training Bundle provides a comprehensive package for Equality and Diversity Officers and committee members.
Support and advice
Barrister-led support and advice on all areas of EDI, to include designing fair recruitment processes, creation of E&D action plans and handling EDI issues. Available by phone and email at short notice.
Policy creation and review
Chambers-specific EDI policies covering recruitment, work allocation, grievance handling, parental leave and E&D action plans. Written to reflect your chambers' values and comply with BSB and Equality Act requirements.
Compliance audit
Independent review of chambers' EDI position, covering policies and practices, recruitment processes, work allocation patterns, and culture.
EDI is both a compliance obligation and a competitive advantage.
Chambers that can demonstrate genuine EDI commitment attract better talent, retain experienced barristers longer, and build stronger client relationships. The best prospective members choose chambers that show commitment to diversity and inclusion.
Fundamentally, the Bar is not as diverse as it should be. Chambers that work deliberately to recruit, develop, and promote talent from underrepresented backgrounds contribute to a stronger profession.