Diversity Policy

At Oakwood Property Solicitors, we promote equality and diversity in the workplace as well as our policies and procedures.

We take a strict approach to breaches of these policies and any issues will be dealt with in accordance with our Disciplinary Procedures. We ensure that we do not discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors.

This applies in the workplace, outside the workplace, when dealing with customers, suppliers or other work related contacts or on any occasion when a staff member is representing the company.

Discrimination

We also safeguard against the following forms of discrimination:

• Direct discrimination: Treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
• Indirect discrimination: A provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
• Harassment: This includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.
• Victimisation: Retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
• Disability discrimination: This includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Championing Women in the Workplace

We have a 87% workforce of women at Oakwood Solicitors and Oakwood Property Solicitors that work part time, full time, or flexi-hours to ensure that they achieve a work-life balance with their children, friends and family. This is also highlighted in that 37% of our staff have children.

The Managing Director and entire Board of Directors are female and we are big advocates at Oakwood Solicitors and Oakwood Property Solicitors of ensuring that women are given fair and equal opportunities in the work place. We have seen home grown talent go up through the ranks to become solicitors, senior fee earners and Heads of Departments and we are proud of all their accomplishments.

Diversity information for Oakwood Property Solicitors

Out of the 8 staff members from Oakwood Property Solicitors that responded to the diversity questionnaire, the following information was obtained:

We presently have 1 Solicitors, 1 Licensed Conveyancer, 4 fee earners and 2 supporting staff members.

Of those, 25% fit within the 16-24 age bracket, 25% in the 25-34 bracket, and 50% in all other age brackets.

7 staff members went to a UK state-run or funded school, with one being taught outside of the UK.

Staff were asked to clarify what was the highest level of qualification that someone in their household had achieved by the time they were 18. 8 staff members advised that neither of their parents went to university.

4 staff members declared that they did not have a religion, compared to 2 Christians, 1 Muslims, and I Jewish person.

For more information, please visit www.sra.org.uk/diversitydata.