Equality and Diversity Training for Law Firms
Build an inclusive firm culture where all staff can contribute equally and discrimination risks are recognised and managed.
Duration
1 Hour
Lessons
16
CPD Hours
1
Certificate
On Completion
WHAT YOU WILL LEARN
Six practical outcomes from this training
Understand what equality, diversity and inclusion mean in a law firm context and why they matter to compliance, culture and growth
Identify the nine protected characteristics under the Equality Act 2010 and recognise the types of discrimination that can occur
Distinguish direct from indirect discrimination and understand how harassment and victimisation fit within the legal framework
Know your firm's duties under the SRA standards and how to manage discrimination risks in recruitment, development and complaint handling
Learn from real-world examples of discrimination in legal firms and understand what discrimination looks like in practice
Take practical steps to build a more inclusive firm culture and handle complaints appropriately when they arise
About this training
Law firms are bound by the Equality Act 2010 and regulated by the SRA on how they manage discrimination and promote inclusion. The legal profession continues to wrestle with equality challenges. Women, people from ethnic minorities, disabled solicitors, and LGBTQ+ staff face barriers to progression and belonging that are often invisible until a complaint surfaces. Discrimination is not always intentional. It can be structural, unconscious, or the result of poor policies and practices. The costs are real: lost talent, reputational damage, complaints, and regulatory scrutiny.
The SRA expects law firms to have clear processes for preventing and handling discrimination. This training covers the legal framework, the nine protected characteristics, the types of discrimination that occur in practice, and what the law requires. It is grounded in real examples from the legal sector, showing how discrimination manifests in recruitment, team dynamics, client handling, and career development.
This course is designed for solicitors, paralegals, and all staff with client-facing or managerial responsibilities. It covers your legal duties, how to recognise discriminatory behaviour, the steps to take when someone complains, and practical actions to build a more inclusive firm culture where all staff can contribute equally.
Key topics
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1
What is equality, diversity, and inclusion
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2
The nine protected characteristics under the Equality Act 2010
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3
Types of discrimination: key definitions
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4
Direct and indirect discrimination
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5
Harassment and victimisation
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6
Your firm's duties under the Equality Act
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7
SRA standards and regulatory requirements
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8
The impact of discrimination in the workplace
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9
Recognising discriminatory behaviour in practice
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10
Handling complaints and reporting obligations
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11
Real-life examples from the legal sector
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12
Building a more inclusive firm culture
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13
Roles and responsibilities within your firm
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14
Positive action and reasonable adjustments
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15
Creating an environment where everyone belongs
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16
Summary and next steps for your firm
Frequently asked questions
The SRA requires firms to have in place procedures to prevent discrimination and to ensure compliance with the Equality Act 2010. While there is no mandate to provide a specific course, firms must ensure staff understand their legal obligations and the firm's approach to equality. Training is a practical and evidence-based way to meet this requirement. This training covers what the law requires and how to implement it effectively.
The Equality Act protects people from discrimination based on: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. These are absolute. Discrimination on any of these grounds in employment, recruitment, promotion, or service provision is illegal. Law firms must know what each characteristic covers, how discrimination can arise in practice, and what steps to take to prevent it. This training teaches exactly that.
The SRA's Standards and Regulations require firms to comply with the law and maintain systems and procedures to prevent discrimination. Core Duty 4 covers acting fairly and in accordance with the law, which includes equality law. Firms must have policies in place, communicate them clearly, ensure staff understand them, and handle breaches appropriately. The SRA can investigate complaints and take action against firms that fail to meet these standards. This training covers how to implement and communicate your firm's approach.
Discrimination in recruitment and promotion can be direct (refusing to hire or promote someone because of a protected characteristic) or indirect (a policy that appears neutral but disadvantages a protected group). Examples include bias in interview panels, job descriptions that discourage applications, promotion criteria that favour one group, or assumptions about someone's role or ambitions based on their background. Discrimination can also be unconscious. Firms must have structured processes with diverse panels, clear criteria, and documented decisions. This training covers real-world examples and mitigation strategies.
Take it seriously. Establish a clear reporting route, investigate promptly and impartially, keep the complainant informed, protect them from victimisation, and take proportionate action against any wrongdoing. This might include counselling, retraining, apology, or disciplinary measures. Document everything and ensure confidentiality. If discrimination is not handled properly, the firm is exposed to tribunal claims and SRA investigation. This training covers the legal requirements and best practice for managing complaints fairly and lawfully.
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Training is most effective when supported by clear policies and expert guidance. Briefed offers advisory, audit, and policy services to help your firm embed EDI practices.