Corporate Social Responsibility
Corporate social responsibility (CSR) is an integral part of the firm’s development strategy. Our CSR policy covers three areas, namely: People, Environment and Community.
We acknowledge that the provision of legal services has an effect on society. Therefore, we are committed to contributing in a responsible way towards minimising our impact on the environment and promoting quality enhancement within the local community. Our Corporate Social Responsibility applies across three areas:
1) People
We strive to create and maintain a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, marital status, disability, religious beliefs, age or sexual orientation.
This applies to the firm’s recruitment and career progression processes and is more particularly set
out in the firm’s Equality and Diversity Policy.
2) Environment
With the environment and its preservation being an important issue, the firm has made a commitment to:
- Minimise consumption of natural resources and manage waste through responsible disposal and the reuse and recycling, including paper and ink cartridges – we use our local East London recycle centre to discard recyclable matter, whenever we can;
- Encourage environmental responsibility amongst our suppliers, and staff and include environmental considerations in our purchasing and procurement processes – our practice manager is well versed in environmental considerations and bears this firmly in mind in the procurement process;
- Minimise waste by not printing documents (where feasible) or to print documents double sided and/or use scrap paper for draft documents;
- Minimise our use of electricity by ensuring all electrical equipment are turned off when not in use;
- Comply with all legal requirements as prescribed from time to time.
3) Community
With regards to our impact on the community, the firm has made a commitment to:
- Support local work placement schemes – we support short term summer placements (space permitting);
- Support small businesses by sponsoring appropriate events where possible;
- Support local entrepreneurs and private individuals by offering free legal advice whenever we can and also participating in seminars that benefit the community from time to time.
We welcome input and suggestions as to how we can improve and become more active in the community in a bid to ensure that this policy remains effective.
March 2020
Diversity
We are committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, marital status, disability, religious beliefs, age or sexual orientation.
Equal Opportunities and Diversity Policy
1. Policy Statement
RT Coopers (“RT Coopers”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within RT Coopers and to encourage full contribution from its diverse community. RT Coopers is committed to actively opposing all forms of discrimination.
RT Coopers also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by RT Coopers. RT Coopers believes that all employees and clients are entitled to be treated with respect and dignity.
2. Objectives of this Policy
- To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
- To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
3. Designated Officer
| Name: | R Cooper |
| Position: | Principal |
| Telephone Number | 0207 488 9947 |
4. Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.
5. Types of Discrimination
5.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
5.2 Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
- It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
- The employer cannot justify the need for the application of the policy on a neutral basis; and
- The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
5.3 Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
5.4 Victimisation
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.
6. Unlawful Reasons for Discrimination
6.1 Sex
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.
6.2 Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.
6.3 Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
6.4 Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
6.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.
6.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
7. Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that RT Coopers can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within RT Coopers.
If RT Coopers chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
8. Reasonable Adjustments
RT Coopers has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
- Making adjustments to premises;
- Re-allocating some or all of a disabled employee’s duties;
- Transferring a disabled employee to a role better suited to their disability;
- Relocating a disabled employee to a more suitable office;
- Giving a disabled employee time off work for medical treatment or rehabilitation;
- Providing training or mentoring for a disabled employee;
- Supplying or modifying equipment, instruction and training manuals for disabled employees; or
- Any other adjustments that RT Coopers considers reasonable and necessary provided such adjustments are within the financial means of RT Coopers.
If an employee has a disability and feels that any such adjustments could be made by RT Coopers, they should contact the Designated Officer.
9. Responsibility for the Implementation of this Policy
All employees, subcontractors and agents of RT Coopers are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.
Employees may be held independently and individually liable for their discriminatory acts by RT Coopers and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
RT Coopers takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
10. Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to our Handbook.
11. Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an individual is possible.
Other contacts include:
Equality and Human Rights Commission
Arndale House
The Arndale Centre
Manchester
M4 3AQ
Fleetbank House
2-6 Salisbury Square
London
EC4Y 8JX
Ground Floor, 1 Caspian Point
Caspian Way
Cardiff
CF10 4DQ
151 West George Street
Glasgow
G2 2JJ
Telephone (England): 0161 829 8100 (Manchester) 020 7832 7800 (London)
Telephone (Wales): 02920 447710
Telephone (Scotland): 0141 228 5910
Website: www.equalityhumanrights.com
Citizens Advice Bureau
Myddleton House
115-123 Pentonville Road
London
N1 9LZ
Website: www.citizensadvice.org.uk
Community Legal Services Direct
Email: [email protected]
Website: www.clsdirect.org.uk
12. The Extent of the Policy
- RT Coopers seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. RT Coopers offers goods and services in a fashion that complies with the spirit of this Policy.
- This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with RT Coopers.
- RT Coopers reserves the right to amend and update this Policy at any time.
March 2020