Unconscious Bias Training for the Bar
Unconscious bias affects work allocation, recruitment, client interactions, and professional relationships at the Bar. This training helps barristers, pupils, clerks, and chambers staff recognise where bias operates and take practical steps to counter it.
Duration
1 Hour
Lessons
7
CPD Hours
1
Certificate
On Completion
WHAT YOU WILL LEARN
Six practical outcomes from this training
Understand the nature of unconscious bias and how it differs from conscious discrimination
Identify the cognitive processes and social factors that create unconscious bias
Recognise specific types of bias and how they can influence recruitment, work allocation, client relations
Understand the legal obligations under the Equality Act 2010 and BSB Handbook requirements
Learn from real-life scenarios and how barristers and chambers have addressed bias in practice
Apply practical strategies to counter unconscious bias in your role and in chambers processes
About this training
Unconscious bias affects work allocation, recruitment, client interactions, and professional relationships at the Bar. Everyone holds unconscious biases based on their experiences and the social environment around them. These biases are not a personal failing—they are how human cognition works. But if bias leads to discriminatory behaviour against a protected characteristic under the Equality Act 2010, barristers and chambers face professional consequences.
This training covers types of bias, how they form and manifest in chambers, the legal and regulatory requirements that apply, and practical steps you can take to counter them. The focus is on chambers-specific contexts: recruitment, pupil selection, work distribution, client interactions, and the professional relationships that underpin chambers life.
Designed for barristers, pupils, clerks, and all chambers staff. Everyone in chambers plays a role in building a culture where opportunities are allocated fairly and all members can develop their practice on equal terms.
Key topics
-
1
What is unconscious bias
-
2
How unconscious bias forms
-
3
Types of unconscious bias
-
4
Unconscious bias in chambers
-
5
Legal and regulatory requirements
-
6
Real-life scenarios at the Bar
-
7
Practical steps to counter bias
What learners say
“I thoroughly enjoyed the training for several reasons. It expanded my understanding of unconscious bias. Prior to this training, I was unaware of the multitude of biases that exist, which was truly eye-opening.”
Frequently asked questions
Yes, if your chambers wants to meet BSB expectations on preventing discrimination and promoting inclusion. The BSB Handbook requires chambers to take steps to prevent discrimination, and unconscious bias training is widely recognised as evidence of this commitment. Even where not formally required, unconscious bias training helps barristers recognise how their decision-making might be influenced in recruitment, pupil allocation, work distribution, and client relations. This training is designed specifically for chambers contexts.
Unconscious bias can distort every stage of pupil recruitment: who applies, who gets interviewed, and who gets selected. Bias can affect how CVs are read, interview behaviour, how interview panels react to candidates, and how decisions are made. For example, panels might unconsciously prefer candidates from particular backgrounds, overlook achievements presented differently, or make assumptions about suitability based on appearance or accent. These biases exclude talented candidates and harm chambers' diversity. This training shows how to spot bias and implement structured processes that reduce its influence.
There is no explicit BSB mandate for a specific course, but the BSB requires chambers to have systems in place to prevent discrimination. Unconscious bias training is increasingly standard practice in chambers and demonstrates a genuine commitment to fairness. It is also expected practice among law firms. Chambers without such training risk criticism from members, pupil candidates, and regulatory scrutiny if discrimination issues arise.
No. Unconscious bias is a normal part of how human brains process information and everyone holds biases. But its impact can be managed. Individuals can increase self-awareness and practice mindfulness. More importantly, chambers can establish systems that reduce the opportunity for bias to influence key decisions: structured interviews, diverse panels, objective criteria, and documented decision-making. This training covers both individual awareness and practical systems design.
Implement structured processes: standardised interview questions, diverse selection panels, clear role and seniority definitions for work allocation, documented decisions, and regular monitoring of outcomes. Be intentional about considering different perspectives. Use blind CV reviews where possible. Track allocation data and progression patterns. Create accountability by discussing results. Train panels on bias and interview technique. This training covers these strategies and how to embed them in chambers practice.
Related training
Related services
Briefed offers advisory, audit, and policy services alongside training. If your chambers needs support beyond eLearning, we can help.