Hello, everybody. Welcome to today's session today. We're gonna be talking about equality and diversity. We're going to talk about that in context. So let's have a think about the session on about what we're talking about today. Now, when we're talking about equality and diversity, this is an absolutely enormous topic. Okay, we're talking about something. When we're talking about the Equality Act, they call it the Act 2010 this replaced, repealed. You know, some really large pieces of legislation, including disability discrimination, race relations, Equal pay act. So there is a lot to say and there was 100 16 different pieces of legislation that report together with talking about the Equality Act. So there is a absolutely enormous topic I've said in the notes that is incredible in its scope, in terms of what it sought to address in terms of what we're previous individual acts of parliament, equality in diversity. Can there be therefore really be thought of as a specialist in itself on what we're doing today is touching on that. So we're doing an introductory session. This really is an introductory session on. We're thinking about the main points that advise and the main definitions that arise within the Equality Act. We're also thinking about some of those new issues that have come out as well. So some of the things that coming out in terms off N. D. A's, we're also going to think about some different issues, and we're going to think about social mobility as well. So I wanted to really put a quality in diversity into context. So what we're going to do is have a look at those points today and pull that out. But when we're also talking about this session, there's going to be some interactive elements. So we're going to do a poll on. We're going to do some sort scenarios at the end of the session in order for you to participate in the on, have the opportunity to take some of that information away on. Have you all say in respect of that now in doing that and it's really important to note that this also applies to the session over Wall. It is important to say that the session is a safe session when we're talking about issues of equality and diversity. Sometimes we can be handling sensitive personal data under the GDP are, but also we have to make and make sure that we respect him and ensure people social dignity when we're doing that. So we know intending to in any way violate anybody's social dignity while having discussions around the quality and diversity. What we're looking to do is to explore the issues in the regulator context on also seek to understand some of those definitions within the Equality Act as well. So it ask everybody to respect that's part off these sessions on to know also that thes descriptions that we're having here are really to think about some of those issues from that regulate your perspective. What would the SA way do in that situation? Or how can we interpret this regulator requirement? Okay, so what we're gonna cover in today's session, we're gonna have a think about the main concepts and terminology within the Equality act on when we think about the Equality Act. What I want you to have a think about is that it is this incredible piece of legislation. It's absolutely magnificent in its scope and breadth and what it sought to achieve really an impressive piece of legislation. Andi, what it's done is also got these codes of practice statutory codes of practice that sit beside it as well. So wasn't enough to do that as their quality. And it's also got all this other stuff as well that sits around it, these codes of practice that have come from the Equality and Human Rights Commission. But the, uh, what's happened is, um, so what? We've got those the main concepts and terminology within the quality it's we're gonna pull those things out there. But what we've got is that situation is where when we're dealing with HR practitioners, for example, when we're dealing in detail with some aspects of the equality and we really need to look into that in in the the level of detail on if that's the level of detail that you're looking for within this weapon are then while consign posting, according later, having a look at the statutory codes of practice having a look are toothy. A cast guidance which there's a link in your note but also data law are considering further advanced equality and diversity. Webinar tohave further discussion on advanced level of some of those technical details. So because we've only got an hour. We're just going to cover them being concepts and terminology at an introductory level and then pull it into some of those regulator discussion. Because I fought first and foremost a regulate tree consultant. We're gonna have a look at the regulatory approach to equality in diversity, including equality and diversity in the standard of regulations on that is contrasted with prior approaches to equality and diversity. We're gonna have a look at the CEO sees approach him to equality and diversity. So we're going to bring in the council. That's the council for license conveyances. We're gonna have a look at diversity in the profession and also at thinking about some of those issues around social mobility And what? That what that looks like, What the agenda was in respect. We're gonna pull out some of the issues around non disclosure agreements, and there's an indicative behaviour within the current s away handbook. I'm just going to draw your attention to on have a little discussion with you about that. And, yes, I way warning card. In respect of that, we're gonna have a think about how this sits within your firm and your practice, um, within equality and diversity. So we're gonna think about issues of client care. But we're also going to think about complaint handling on how we can build in equality in diversity into our complaint handling processes. Wars are gonna have a think about the s always association with vulnerable clients on Think about that as an aggravating factor into sales breed. We're also gonna have a think about the independence off being a lawyer so theseventies aeration within the code of conduct off Thedc to the firm code on the individual code under the standards and regulations from the way Andi, do we have an argument then to say that you know, this is individual obligations, but also can we see it in terms off independent as an issue of independence? So providing that advice in the context of the full client situation and how that might on how that might work? We have got a lot of people attending today's webinar over 100. We were expecting a large number. Um, we're expecting a large number of people attending the webinar, but we are in the situation where we can add information into the chat box as well. So I will try, aunt, have discussion with you as we go along. Go along. But there are important, you know, things to be discussed. Then we can put a question posted a question into the chat box. I now come back to you with an answer later point cause we've got a lot of people doing that. So let's have a think about started Question. What current events can you think off that pose equality and diversity issues. I'm just going to start poll here on the reason I want to do this is just to get you engaged in the webinar on just to have a think about that. So I would just published this poll. Now you can have a look on the, um on the, uh on the pole, though and at your own voice. In any issues there that you've come across that you can see. Are there anything, anything else that's come up in the news. You can get your phone out and have a look there. What kinds of things are you picking up on that call? And of course, you are in terms of equality and diversity issues, um, in respect to that, so people have voted there. We've had a row boat for the naked man Chetty, The BBC row We've also seen I think it was yesterday. Sameera Ahmed BBC equal pay around People are talking about Brexit. In respect of that, there was a knish You in respective chicken fillet opening a branch off there on they they've, um there's been some issues over because of donations that they've made certain groups which may not, you know, sit correctly with quality and diversity issues. If anybody wants to post out any in from any of those Ah, you know any other things that they confined or have thought about anything else that's caught their eye within the news around equality and diversity. So really, what we're saying is, in some cases, things can be very controversial in terms of decisions that organizations make so negative. Ajeti decision, for example, is quite controversial, but we can also see some difficulty in understanding Sometimes some of the issues that sit behind something so Brexit might be a good example. In respect of that, can we say that Brexit poses equality and diversity issues If we look at some of the definitions within the equality act. We're in the situation where we could say that there are some equality and diversity issues there. So protected characteristics within the, uh equality act include race, for example, on that definition within that includes nationality. Now, if we're thinking about how books it impacts our firm, we might be having discussions with people effectively on the basis of their of their nationality. So there are behind some of these headlines, sometimes behind some news stories. There are issues that relate to potential equality and diversity issues on. We might see a parallel within firms. So, for example, women come on to talking about complaints later. We might be in a situation where it is made a complaint about a particular subject, but actually sitting within that or part parcel of that is a particular issue relating to quality and diversity. We need tohave that knowledge and awareness off over wall. So let's move on then, to having a look at some definition. So what I have said is that we're going to cover some off the important parts off the equality at some of the main terminal terminology and some of the main definitions what the equality actors is protect certain characteristics. So certain characteristics that people have formed discrimination on those characteristics include, for example, age and that also includes age group, pregnancy and maternity sex, sexual orientation, marriage and civil part ship. Um, gender reassignment. I'm very soon we've talked about that. They're in terms of thinking about, um uh uh in the widest possible sense. So color, nationality, ethnic or national origins. But we can also have religion or belief on that includes within that lack of belief as well. So there are different characteristics there, and they all known as protected characteristics. I'm very broadly, I want you to think about this first very broadly. They are protected from issues of discrimination under the under the equality. However they are no. And then when we start getting into the technical detail and this is where I'm saying it's worth going through the information if you want a more advanced look at air quality in a bestie worst going through the information that's provided in your notes were related to on the links that provided in your notes related to the statutory codes of practice published by the Equality and Human Rights Commission. Also, the information that published by a cast, of which there is an incontro notes talking about some of the differences in which some of these protected characteristics have protected on where some of these terms and terminology apply and where they don't necessarily apply. There's no higher priority in respect of this, so you, you and you can have multiple claims. So no particular characteristic has priority over another. Let's talk about discrimination on What do we mean by the term discrimination? Well under the Equality Act, this is Section 13. Ah, person A discriminates another person against Person B if, because of a protected characteristic, a treats B less favorably than a treats or would treat others when we talk about discrimination, we can also talk about indirect discrimination. And that is where an apparently neutral prevision criterion or practice, is applied to all but has the effect of discriminating against those with a protected characteristic. So this is distinction between direct discrimination on indirect discrimination. So direct discrimination is where somebody does something on the basis and, you know, does it on the basis that somebody has this protected characteristic, and that's why they're behaving less favorably. The differences with, ah, indirect discrimination where you have, ah, policy or procedure in place that is apparently neutral or criteria that you apply to something. But it has the effect of discriminating against against those with that protected characteristic. And you may not have been aware of that situation that that was going to do that when you vote this particular policy or procedure but unfortunately has that unintended consequence. Now there are also other types of discrimination, including on it's contained within your notes. They got further types of discrimination, including pregnancy, maternity discrimination, which is defined within your notes. There can be exemptions to the application of some of these things, Particularly indirect discrimination on did is worth having a look in. This is where we're getting into the technical detail of where there are exemptions to these types of situations on there's further information provided on this is where some of this would get into a very advanced weapon off by the There are exemptions to some of these six senses on. You can have a look at the statutory codes of practice and the information from Theo, the, uh Equality and Human Rights Commission, or a cast if you'd like to. We can also talk about another useful definition. To have a look out within. The Equality Act is about harassment, so harassment and the definition is provided within your notes. But is broadly unwanted conduct based on a person's protected characteristics of those protected characteristics that we talked about beginning there, which has the effect off, violate violating that person's dignity or creating at unintimidating cost out, grading, humiliating or in any way offensive environment for that person? Harassment also covers unwanted conduct of a sexual nature as well. On they might be exemptions toe harassment on there are details off this'll particular definition of harassment. You can have a look at the full definition within your notes, which will see applies to certain protected characteristics. And there's further information. If you want to have a look at that in the Equality and Human rights employer code of practice, and there's a link provided to that within your then let's talk about victimization under the Equality Act Ah, purse and victimizes another person if they subject that person to a detriment because they do a protected act and the circumstances that relate to the kinds of examples of collective act are set out there underneath. So what it says. And Section 27 of the Equality Act is a person victimizes another person. Be if a subject be to a detriment because he doesn't protected act or a believes that he has done or may do a protected. So thinking about that they might be thinking about, for example, making a claim or complaint under the equality in it. They might be helping somebody else making claim into the equality. And they might be making an allegation in respect off the detail of the equality. Well, they might be doing anything else at all related to the act. So there any situation where you're taking some form of action, maybe somebody else is helping you with him in respect to that on. And, um, something is happening to us. But you know that you're being victimised in some way because of the steps that you're taking that is dealt with that as victimization under the equality, we can also look out and think about when we're dealing with the Equality Act. Reasonable adjustments on these reasonable adjustments are provided where somebody has a disability that may be placed at a substantial disadvantage on the definition for that is provided within your notes. So we're in a situation where you're, uh, an employer or, for example, a service provider. There are then duties for you under the Equality Act, to think about providing a reasonable adjustment in order to alleviate that situation where somebody is being place, that that's absurd country disadvantage. But there's no definition specifically of what constitutes reasonable. So I have to think about what we mean by reasonable on factors. And I've put again this is within your notes factors that you might take into account when you're dealing with this situation, including, for example, the cost of that reasonable adjustment. You might also think about the extent which that person service is likely to be disrupted overall, on whether that person is going to lose any element of the service that's been provided to thumb because off the you know that disadvantage in this way, we're talking about that substantial disadvantage to that person. You might also be in a situation where somebody approaches you and asks for that reasonable adjustment. But they are there might be a different way of providing that service. So you might be up to say to them, Actually, to make the reasonably just meant that you've asked for it would cost us quite a lot of money. To do that. They might not be aware of the way in which your services set up, for example, or perceptions of how much certain things cost might differ. According So you might say, Well, actually, this is gonna cost us quite a lot of money. But it might be a different way that you can provide that service that alleviates that substantial disadvantage So it's worth and asking yourself Well, we don't necessarily have to make their reasonable adjustment. The person's that's what can we do something else that is a reasonable adjustment in effect, but that actually would alleviate that situation. In thinking about the situation, you can also take into account the size of the organization Andi, the resources that you have available in order to think about that reasonable adjustment on what that looks like. So when you're dealing with person with the disability and that is defined within the Equality Act, in terms of what we think about in terms of a disability, you might then think about somebody being placed at a substantial disadvantage as an employer or service provider. There were then duties under the equalities, um, to think about making that reasonable adjustment when we're thinking about, um, they ah s always perception and, ah, discussion around a quality and diversity there are is important to think about some of the documentation that they've published in respect of them. So there is Ah, if you're in the situation where you're thinking about reasonable adjustments you regulated, by the way, you might then have to think about some of the research the SA Way has published in respect of that, and they've just published base of paper recently were relating to, ah, reasonable adjustments for people providing on accessing um, services more. They found they did a survey of people access in services from law firms on what they found is that there is a difficulty can be difficulty for people with disabilities accessing services on what they've said is that in some cases, people with an invisible disability found it more difficult to access services. On that, the not not always being asked if people wanted or required those reasonable adjustments in order to access service. So what s away have found is that it's useful to think about different types of reasonable adjustments. And these were some of the common responses about some of the things that people would like to see provided. So the website explains that reasonable adjustments are available on. So, for example, if your law firm you might be in a situation where you can publish the kinds and types and nature of reasonable adjustments that might be available so you might be saying, for example, a reasonable adjustment is available in respect off, um, you know, access to the premises, for example, accessibility was one of the things that people wanted to see discussed their website. Your website might then explain. We have a ramp or we have disabled parking. For example, we have easy access into the premises. You're also in a situation where you can't advertise on think about providing the different ways in which you can make your service more flexible on modified on. That was again, something that the consumers were asking for what they wanted to see. They also wanted flexibility in terms off retaining returning paperwork where that was asked for. They also wanted to see empathetic stuff on that information was being provided in plain English. What the s away has advocated is that people can provide this information. As I've said on their website, in order that this is freely available to those people who would like to access it. Let's move on, then, to thinking about what the SRV requires under the standards and regulation. On this is the new, um, version off the s away hum book, which they sa a a publishing as art. Um, I chase away a publishing comes into force as at the 25th of November. What the principal say is that you act in a way which encourages equality, diversity and inclusion on the code of conduct, then goes on to say so. The overarching principles that is, that's the bit that sits over the top code of conduct, then goes on to say you do not unfairly discriminate by allowing your personal views to affect your professional relationships under way in which you provide your services. So I'm the, uh, what the s away is doing in that situation is pulling back some of the content. And if we compare it across to the content that was previously provided in the S a way Number 2011. For those of you who still regulated by that at the moment until 21 of November, there's been lots of different indicative behaviors there to thinking about what a what circumstances in which circumstance they ah, you know, disability or other requirement under the provisions there will specified within the code of conduct within the indicative behaviors and different circumstances and situations set out within the indicative behaviors that's all been called back in and stripped back now out of the handbook and out of the code of conduct. So what is saying now is really we just reliant on these two aspects of that, um of what their surveys published, what it says you act in a way that encourages equality, diversity, inclusion on you do not unfairly discriminate by allowing your personal views to affect your professional relationship on the way in which you provide your services. Now there is, and I think there could be some debate about the wording within the code of conduct in terms of saying the situation there where you do not unfairly discriminate by allowing your personal views to effect the professional relationship so that the the are they necessarily implying that there's something there with its personal views Or, you know, is there something that they're trying to bring in in respect to that, we'll explore that later scenario. But what the situation then lends itself to is where the s always saying. But there are statutory provisions and statutory obligations under the Equality Act that people have to, you know, that organizations will have to consider separately on the s Away has historically been in the situation where they might say, in respect of some Jews off professional misconduct, though they might say, for example, if they require a decision from a court or tribunal before taking any further action in respect of certain allegations. For example, now you in that situation where if you're working within the law firm, there is a potential issue there relating to serious breach and reporting that at what point to why make a report into the S R way that there's been a serious breach which might relate to equality and diversity issues? Do we wait and the until there's been some form of court decision or how does that work on? We'll talk about that in relation to N. D. A's in a minute. But what the SA Way has broadly said, is where there is a serious breach on you have a reasonable believe for late into that. Then there is no obligation on the firm to think about making the report into the into the hallway. And there's no mention within that of any particular court decision or tribunal decision. Even if he s away might wait in making a decision about how that unfolds. So then, let's have a look at the CEO sees requirement. So the uh principle that the CLC is dealing with is to promote equality of access and service. So what they're saying goes, it goes further in effect from what's there in terms of the Equality Act. So we're thinking about the service is accessible on Responsive, and they've got their own qualities. Code on bond. This is particularly relevant for anybody who's in a accounts for license conveyance firm. So the services accessible and responsive to the needs of individual clients, including those who are vulnerable on that no one client employees Kali job, applicant training or other party you deal with feels discriminated against, whether directly or indirectly victimized or harassed. They go on to say and this is interesting because again, it contrasts with the s always approach that you comply with relevant equalities legislation. So anything at all that's there that you take that into account and you comply with that on. That is not necessarily what the s are. Air saints implicit within the S always approach on what they've gone on to say is you make reasonable adjustments to prevent persons with disabilities from being placed at a disadvantage. You provide equal opportunities for partners, employees or applicants in employment and training on you make all reasonable efforts to ensure your services accessible and responsive to clients, including those with vulnerabilities. What that goes on to say is any allegation off direct or indirect discrimination, victimisation and harassment is investigated, the really resulting where appropriate in disciplinary action on I think that's really good, that final sentence there as well and useful to bear in mind if you're regulated by an s r way for when you're thinking about how to think about, put together some form of investigation within a firm, for example. That's a really useful thing that you might say, What? Actually I can look across a different regulator and see what they require off their law firms. In respect of that, let's think about then, the conceptual obligations when we think about this in a regulator tree from a regulatory standpoint and if I just take you on to the next slide first. What this goes on to say is that we need to think about the code of conduct on the firm coat as being two separate things. Okay, so under the standards and regulations, the SA way is separating out those duties on we also in that situation where we're gonna have freelancers on those in unregulated organizations coming in for the first time. So, um, we need to think about people having that professional obligation Aziz well as the firm having that obligation as well. So individuals within firms have that obligation to think about their own situation related to inequality on diversity. So there is the issue. They're related to independence. For example, I'm thinking about whether or not you have that obligation yourself to provide a different response that might be provided by the firm. Also thinking about that particularly relevant for a free lunch. So so thinking about the overarching professional obligation you might think about the full circumstances of the client in the advice that you gave taking into account any equality and diversity issues on that also then relates across to acting in the best interests of the client as well. On That might result in a different outcome in terms of the advice given all in terms of the situation overall. So when we're thinking about the new standards and regulations, it's important to think about whether you have an individual, personal or professional response in respect of what's being asked of you, as well as what might necessarily be the firm response. And it's quite difficult to sometimes conceptually in visit that yes, there are notes in addition to this lawyer. So in terms off, um, client care and complaint handling, which was something else that I wanted to sort bring into today session, they're Ah, um, we can take an example there to think about whether or not we can build in, um uh quality and divest issues throughout our processes. So for example, when we're dealing with somebody we've identified a need for a reasonable just make a reasonable adjustment has been made. We have to also think about policies and procedures that sit on, operate a swell on. And there is a, for example, than the, uh you know, we need to follow that Froome. We're in situations sometimes within law firms where somebody else might do. And we have somebody else who's doing the complaint handling, for example, So a different department might look out and deal with the situation and circumstance in a different way. On, we can't have set policies and procedures that deal with different situations. Oftentimes I going to firms, and we're in situations where people are providing client conflict. So complaint handling policies on those complaint handling policies detail. You must provide a written, um, response into somebody. For example, if you want to make a complaint and will then right back to you Um, with, um, you will then right back to you with details off. Um, you know the answers to your complaint within a certain number off days, You in that situation where, um, if you had somebody who, for example, has difficulty with dealing with written language. You might be in a situation where you're, uh, in that situation where you need to make a reasonable adjustment in relation to that, that reasonable adjustment needs to be carried all the way through. So if you in when you're thinking about your client care policies and you're thinking about making those adjustments, do stop and think about the relationship that has into your complaint. Handling a swell on how that works on deals with on. Also think about when you're dealing with this relationship that then has into serious breach. So how are we thinking about dealing with that? And what does that look long? We can also think about this in relation to dealing with issues. Regulator issues were around, um, thingy DPR as well, so handling sensitive personal data when we're dealing with issues and you're dealing with that department when we're talking about complaint handling, you're dealing with issues. You may come across issues that relate to a serious breach of the rules on Do be aware that when we're talking about serious breach in the SL raise terms, we're also talking about, um with their enforcement strategy on that specifies that the vulnerability of any party which may overlook which may overlap with equality and diversity issues can be an aggravating factor in the s always enforcement strategy. So there are, um, situations in which there's a way, as I've said, I might think about on Look at a to issues of misconduct separate to any court or tribunal. Although they can be situations and circumstances in which they won't necessarily duplicate what's ongoing, particularly if this situation is complicated, there may only steppin on earlier stage if the circumstances seem quite care. Cooked eso the SA way may in some situations and circumstances require a decision to be made, um, the S always of all also which we've talked about their which relates to which says you do not unfairly discriminate by allowing your personal views to affect your professional relationships on the way in which you provide your services. We should also note that to an extent, yes, away has that jurisdiction over people's personal, uh, lives as well. When we're dealing with people who work for solicitors, firms on also M solicitors themselves. So the SA way has made regulate tree on disciplinary decisions about circumstances and situations that have arisen in people's personal lives. So do be aware when you're dealing with these situations that also the s away does have that Boyd reaches well, and that's not necessarily excluding that from the wording that yes, away have put within the standards and regulations. Now you can be in a situation where, for example, climb what might make a complaint into the legal ombudsman. But they can be that overlap into three s our way as well. And when we're talking about issues relating to equality on diversity, particularly if they fall into the category of serious breach, you might be in that situation where that the legal ombudsman, if the client went that far, could make that work for cross on. So then let's have a think about, um, non disclosure agreements. They s always warning notice is something to be aware of off when we're dealing. When I wanted to cover, that's part of the contextual issue in this weapon. All so there is Ah, I, um, on important point to be aware off when we're thinking about this Yes, away have said that in some situations people are using non disclosure agreements to deal with issues, and these might in some cases relate to issues of discrimination or issues which relate to equality and diversity. Where workplace I work place agreements of have come to an end on Do What the s Away have said that is in some cases some of these issues that have arisen would have been reportable to the SA way as serious breaches of the rules of professional conduct. On def we have a look. Some of the confusion seems to have arisen in the code of conduct indicative behavior, which says Andi says that 2.4 and this is the one that's 2011 acting in the following ways will indicate that the outcomes have not been achieved. Indicative behaviour 2.4 being subject of a court decision where there has been an unlawful act of discrimination. So in that situation, thinking about being subject to a court decision, what people have sought to do is in dealing with that situation. It appears drafting nd A's in order to deal with that situation, which is then resorted in the non disclosure agreement being placed on the matter hasn't necessarily been reported into the s away when we're dealing with potential allegation of discrimination with us Away have published its this warning notice that relates to that where it is used in some cases where the conduct would have been reportable to the S away. So just be aware of that situation on DSA. Um, of the circumstances and situations have been extremely serious, which has led some people, including which are more hair to, I believe, gave evidence to Parliament in respect of this, suggesting that some, in some cases some of the use of this might have amounted to perverting the course of justice. So really important to think about when you're dealing with this situation, how serious this could be on the That's what has given over my emphasis. If you like into the potential overlap with reporting into the sa way, understand what steps they're so they might take. In respect of that, there is this warning notice out there from there so way, in respect of that, making sure that you're thinking about port in those circumstances into the S R way where there might have been a serious breach, let's have a think about another contextual issue in relation to equality and diversity within within law firms. It is a regulator objective for the SA, way to promote and to think about a diverse legal profession on the law. Society has also come out and said that you know, they're promoting this diversity within the legal profession in order that the law firms that serve a diverse society there's simultaneously. This agenda might be seen as being a little bit political in some of the, uh, political promotion of social mobility agenda. Now, there was something that came promoted and pushed by Alan Milburn. I think we might be talking five, maybe six years ago around fair access to the professions. And there was a fair access to the profession. Um ah, panel set up in order to look at this situation. We ah, um, in that situation now, where That I don't think that exists any longer. But some of those social mobility issues are still there, and we can see this in the context off freelances as well in the introductions off different ways of practicing in order to make it easier for people to access and drawing the legal services market. I know in order to promote greater competition on foot within that in order to provide services in different ways to consume. Mr Better meet those consumer needs. But we're in the situation now is where the s always requiring people to make reports of diversity data. And this is DS always information gathering exercise that happens. And then that publication of that diversity data that happens every couple of years really intended to promote diversity and to get people thinking about diversity within their firm in different way. We can also see the SA way promoting this and thinking about this in a different way with the introduction off the solicitous qualifying exam again intended to remove different barriers on thinking about him partly intended to do that to remove different barriers to people qualifying into the profession as well. So partly this maybe political. But it also comes against, uh, I sort of wider agenda of social mobility and access into the professions. We can see this marriage across in gender pay gap reporting as well. So organizations with more than 250 employees also have toe published information about the gender pay gaps of the differences in gender and in terms of the pie. So that gives us some indication off the some of the different contextual issues sitting around equality and diversity moment that brings us towards the end of the webinar. So this is what we've covered in today's webinar. We've thought about the main concepts and terminology within the equality, and we've thought about regulatory approach to equality and diversity, including what we think about in terms of the standards and regulations, on contrast, a big prior approaches. Now, if you, uh, you know, we thought about nd A's were thought about the indicative behaviors, but there's also some further information in respect of that in your notes as well. So what's been said previously? Analysis. Previous analysis in relation to the previous position with indicative behaviors and the much greater analysis there from this are way off those provisions We've thought about the contrast with the CEO sees approach to equality and diversity as well. We've also thought about diversity in the profession. We've also thought about that recent focus on non disclosure agreements. We also have thought about independence of the lawyer on active in the best interest of the client. So you still have to think about those individual obligations and how you container that service To effectively act in the best interest of the client, we thought about flying care issues and bringing them into complaint handling. So that next step where we've got that very playing complaint policy, can we take those extra steps to make that more equality in diversity friendly?
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