Speak to our friendly staff directly  +44 (0)20 7242 2523

A leading set specialising in commercial, construction, insurance and property law

This document is from our archive and no action should be taken in reliance on it without specific legal advice.

Hardwicke wins chambers category in 2011 Diversity League Table

Hardwicke has won the chambers category in this year’s Diversity League Table, the legal profession's leading diversity publication.

The Diversity League Table began as a Black Solicitors Network initiative in 2006, and is now produced in association and consultation with the Law Society and the Bar Council.  It also receives support from the Bar Standards Board, the Judicial Appointments Commission, the Legal Services Board, the Solicitors Regulation Authority and the Attorney General’s Office.
 
Nigel Jones QC and Paul Reed QC, joint heads of chambers, commented:

‘Hardwicke has always aimed to promote the talents of the widest possible mix of members, pupils and staff, and strives for equality of access, retention and promotion.  We are all delighted that our achievements have been recognised in this year’s Diversity League Table.  We will continue to build on this success.’
 
Hardwicke reviews its diversity policy annually and uses this to identify training needs. It holds annual training sessions on equality which are compulsory for all staff and barristers are encouraged to participate. A Corporate Social Responsibility (CSR) Group has been formed to create a platform for developing initiatives in this area. For example in the last 6 months Hardwicke has worked with Inner Temple on their Pathways to Law programme and undertaken two sessions for students from disadvantaged backgrounds. Hardwicke has also taken part in the Eversheds Unlocked programme for students from a wide range of backgrounds. Hardwicke restructured its Practice Team enabling a nearly 50/50 male/female split and a widening of the diversity of the staff team. It has also embraced a system of using application forms rather than CVs and anonymising sifting whenever possible for staff roles.