The 36 Group has a reputation for being a modern and progressive set of chambers. This reputation was not acquired by accident but has been the product of policies and practices introduced by members both past and present. Chambers has, as a consequence, achieved a number of notable milestones, in particular:
- The set which produced the first female High Court judge, Dame Elizabeth Lane in the 1960s.
- One of the first sets to introduce funded pupillage awards over in 1982 many years before they became common place.
- A set which has had a progressive rent structure for over 20 years by which members’ rent is calculated in accordance with their earnings.
- A long established policy by which tenants who are recruited following pupillage pay reduced rent.
- A long and well established democratic constitution where each member has a vote.
- A long standing policy of providing rent reductions and rent free periods for members on maternity leave.
- The winner of the 1997 Minority Lawyers Conference Award for Commitment to Diversity and Equality in the Legal Profession.
- The winner of The Lawyer award for Chambers of the Year in 1998.
The purpose of this code is to build on the work that has been undertaken in the past and to set out clearly Chambers’ commitment to the active and continued promotion of equal opportunities.
The 36 Group is firmly committed to the principles of Equal Opportunities and Diversity and makes every effort to provide a workplace with equal opportunities for everyone, where everyone should be treated with dignity and respect. Chambers makes every effort to ensure our policies reflect the relevant legislative framework provided by Parliament and to comply with the Equality and Diversity Code for the Bar.
Chambers will not discriminate, or permit discrimination, directly or indirectly on grounds of gender, sexual orientation, gender reassignment, marital or civil partner status, pregnancy, race, colour, ethnic or national origin, nationality, citizenship, disability, religion or belief, political persuasion, trade union membership, the fact that they are a part–time worker or a fixed–term employee or age. Chambers’ policy covers the provision of legal services to our clients, our staff relationships, and our relationships with each other.
Chambers has a written equal opportunities and diversity policy, which is provided upon joining Chambers. Each pupil, member of staff and of Chambers is encouraged to obtain a copy from one of the equal opportunities officers and to read it.
Staff and members receive training on equal opportunities and diversity and the aim of the Equal Opportunities Committee is to ensure equal opportunities and diversity form a part of all aspects of Chambers work and practice.
Through our policies we seek to ensure equality of access to all applicants; equality of treatment to all pupils, barristers and staff; equality of service to all professional and lay clients.
Equal Opportunities Officers
Chambers' equal opportunities officers are:
Diversity Data OfficerRowan Caffull
If you think that you have been the victim of discrimination, or if you think that someone else has been discriminated against, you should speak to one of the equal opportunities officers, who can deal with your concerns in confidence in the first instance.
The equal opportunity officers can be contacted by phone, email or in writing, or face–to–face, either formally or informally.
Do not ignore discrimination
Publication of Diversity Data
In line with Bar Standards Board new Equality and Diversity Rules of the Code of Conduct, The 36 Group publish below a summary of their Diversity Data correct as at June 2019.
Throughout the data presented, ‘Missing’ reflects those that did not complete the questionnaire, did not consent to the use of their collected data, ticked ‘prefer not to say’ and/or omitted to answer the particular question being summarised.
Queen's Counsel (QC) Breakdown
The 36 Group has a total of 21 QC’s. As a consequence The 36 Group is unable to publish collected data on Queens Counsel: to do so would identify particular individuals.
Junior Members Breakdown
The 36 Group has a total of 145 junior members. Not all junior members that responded to the Diversity Data Questionnaire consented to the use of their data in situations where the number of individuals identified with a particular characteristic within any category was fewer than 10. As a result, we are unable to publish details on our junior members’ age range and gender.
Junior Members Gender
Female junior members 48%
Male junior members 52%
Junior Members Age Range
26 - 35: 23%
36 - 50: 45%
Over 50: 32%
The 36 Group has 2 pupils. As a consequence The 36 Group is unable to publish collected data on our pupils breakdown.
Support Staff Breakdown
The 36 group has a total of 32 support staff. Not all members of support staff that responded to the Diversity Data Questionnaire consented to the use of their data in situations where the number of individuals identified with any particular characteristic within any category was fewer than 10. As a result, we are unable to publish details of our support staff disability, socio–economic background and ethnicity. We are only able to publish our data on support staff gender and age range:
Female support staff: 19%
Male support staff: 81%
16 - 25: 38%
26 - 35: 38%
36 - 50: 24%