Introduction

The BSB has emphasised “fairness, compliance, and commercial advantage” as underpinning the importance of equality and diversity principles at the Bar.[1] These reasons are highly relevant to recruitment and selection, particularly in the context of pupillage recruitment.[2]

Nonetheless – while fair recruitment is most often discussed in the context of pupillage – it must be recognised that the requirements of fair recruitment apply to every kind of recruitment exercise conducted by barristers and their chambers or BSB entity, including for assessed mini-pupillages and tenancies, as well as for recruitment of clerks and/or managers and other members of staff. Chambers that fail to conduct fair recruitment procedures in any of these contexts may be losing out on attracting the very best talent, as well as putting themselves in breach of their ethical, regulatory, and legal obligations.

Against that background, it is of vital importance that all those involved in selection and recruitment at the Bar are aware of, and comply with, their responsibilities to ensure fair recruitment and selection.

[1] BSB’s Supporting Information on BSB Handbook Equality Rules, page 4 at paras 3 – 6 https://www.barstandardsboard.org.uk/static/cb3762db-b786-4e23-8c0263d9261f4574/Supporting-Info-Chambers.pdf

[2] BSB Bar Qualification Manual, Part 4C.