1. This policy covers all those working in Three Stone Chambers (“Chambers”), visiting Chambers and providing services to Chambers. It covers, amongst others, tenants, pupils, members of staff and instructing solicitors.
  1. Chambers is committed to providing a work environment in which all individuals, clients and the public are treated with dignity and respect. Chambers is determined to promote a work environment in which everyone is treated equally and with dignity and can flourish. This Anti-Harassment Policy is a central plank of Chambers’ commitment and will be applied rigorously.
  1. Harassment in any form will not be tolerated in Chambers. Harassment includes any unwanted conduct related to sex, race, disability, gender re-assignment, religion or belief, sexual orientation or age. Such behaviour may take many forms including:

a. Conduct which is unwanted by the recipient and perceived as hostile or threatening;
b. Conduct which gives rise to a hostile or threatening work environment;
c. Conduct which creates an atmosphere in which it is feared that rejection or submission will be used as a basis for decisions which have an impact on the recipient at work such as an allocation of work or tenancy decision.

  1. The following are examples of types of behaviour which may amount to harassment:

a. Physical or sexual assault;
b. Requests for sexual favours in return for career advancement;
c. Unnecessary physical contact;
d. Exclusion from social networks and activities or other forms of isolation;
e. Bullying;
f. Compromising suggestions or invitations;
g. Suggestive remarks or looks;
h. Display of offensive materials, including on a computer screen;
i. Tasteless jokes or verbal abuse, including any sent by email;
j. Offensive remarks or ridicule;
k. Dealing inappropriately or inadequately with complaints of harassment.

  1. Harassment is unlawful under the Equality Act 2010. In addition to the above unwanted conduct, it can arise where a person engages in any kind of unwanted sexual behaviour (or gender reassignment or sex related behaviour).
  1. Complaints of harassment may be raised informally in the first instance with the Equality and Diversity Officers, the Head of Chambers or their deputy or another senior member of Chambers who will agree an appropriate response. Formal complaints should be made under Chambers’ Grievance Policy.
  1. Harassment is misconduct or gross misconduct for employees or a breach of the Bar Code of Conduct for barristers. Allegations of harassment will be dealt with under Chambers’ Grievance Policy and/or Disciplinary Policy.
  1. Allegations which may amount to serious misconduct by a barrister may be reported to the BSB under its reporting procedure.
  1. Chambers is committed to ensuring that no one who makes an allegation of harassment in good faith should be subjected to any detriment as a result. Any victimisation of a complainant, witness or anyone else involved in the investigation of a complaint will be viewed as a disciplinary matter.
  1. A copy of this policy is made available on Chambers’ website to all those for whom Chambers constitutes a working environment, including members of Chambers, pupils, squatters, clerks and other employees, temporary workers, those who provide services to Chambers such as contract cleaners, accountants and IT consultants, and mini-pupils and work experience students.

 

July 2025