Statement of commitment to the Monitoring and Reporting Protocol

As signatories of the Law Society Diversity and Inclusion Charter, we recognise that the monitoring of our business performance around equality and diversity:

• gives our policies credibility, among those in our workforce and those we may wish to recruit, our clients and prospective clients
• helps us to identify which policies and practices are effective and direct our resources to where they will have most impact
• enables us to identify where barriers exist that prevent the best use of all available talent
• can help to prevent costly discrimination claims by identifying possible problems early
• can help us to win business by evidencing our performance
• helps us to strengthen our reputation
• helps us to meet regulatory requirements, supports benchmarking exercises and our submission for the annual report on the Charter.

Accordingly, we will monitor the equality and diversity profile of our workforce and strive for continuous improvement ensuring that:

• responsibility for monitoring is held at a senior level
• we are clear about how the data we collect will be used
• monitoring is an ongoing process and the data collected is interrogated to inform change and achieve equality and diversity aims
• we report on what is working successfully as well as where improvements need to be made
• we comply with the Data Protection Act 1998 when collecting, storing, analysing and publishing monitoring data.

Note: See Monitoring and reporting guidance for further information on the collection, storage and usage of equality and diversity monitoring data in relation to the Data Protection Act