Equality and Diversity Policy
We are committed to creating an inclusive environment where everyone is treated with respect, fairness, and equal opportunity.
Last updated: June 2026
This policy sets out how MJP Conveyancing promotes equality, diversity, and inclusion in the way we provide our services and in the way we work as a firm. It applies to everyone who works for us, or on our behalf, including directors, employees, consultants, contractors, and trainees, and it guides our dealings with clients, suppliers, and professional contacts.
We believe that everyone should be treated with dignity and respect, and that fair access to legal services matters. We are committed to creating an inclusive environment, free from discrimination, in which difference is valued and everyone has an equal opportunity to receive an excellent service and, for our people, to develop and succeed.
We do not tolerate unlawful discrimination, harassment, victimisation, or bullying of any kind, whether against clients, members of our team, or anyone else we deal with.
This policy reflects our obligations under the Equality Act 2010 and the standards expected of us by the Solicitors Regulation Authority. As a regulated firm, we are required to run our business in a way that encourages equality of opportunity and respect for diversity, and to comply with the SRA Principles and Code of Conduct for Firms.
Under the Equality Act 2010, it is unlawful to discriminate against a person because of a protected characteristic. We do not discriminate on the basis of:
We also seek to treat people fairly regardless of any other personal characteristic, such as their socio economic background or caring responsibilities.
Direct discrimination is treating someone less favourably than another person because of a protected characteristic.
Indirect discrimination is applying a provision, criterion, or practice that puts people who share a protected characteristic at a particular disadvantage, unless it can be objectively justified.
Harassment is unwanted conduct related to a protected characteristic that violates a person’s dignity, or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Victimisation is treating someone badly because they have made, or supported, a complaint about discrimination, or because they are believed to have done so.
We aim to make our services accessible to everyone who needs them. We treat every client fairly and professionally, and we will make reasonable adjustments so that disabled clients, and clients with particular communication needs, can access our services on an equal basis. If a client needs information in a different format, or needs any other support or adjustment, we will do our best to assist.
IF YOU NEED AN ADJUSTMENT Please tell us as early as possible if you require any support or adjustment during your transaction. The sooner we know, the more easily we can put the right arrangements in place. |
We are committed to equality of opportunity in every aspect of employment, including recruitment, terms and conditions, training, development, promotion, and pay. Decisions are based on merit and on the requirements of the role, and never on a protected characteristic. We work to maintain a supportive working environment in which bullying and harassment are not tolerated and in which everyone can do their best work.
We expect the third parties we work with, including our suppliers and professional contacts, to share our commitment to equality and diversity and to treat our clients and our people fairly and with respect.
As a firm regulated by the Solicitors Regulation Authority, we are required to collect, report, and publish data about the diversity of our workforce every two years, under the Code of Conduct for Firms. We collect this information anonymously, report it to the Solicitors Regulation Authority, and publish a summary where we can do so without identifying any individual.
A summary of our most recent diversity data is available on our website and on request. We use what the data tells us to understand our firm better and to inform the steps we take to support equality, diversity, and inclusion.
Everyone who works for us is responsible for reading, understanding, and complying with this policy, and for treating clients, colleagues, and professional contacts fairly and with respect. Senior management has overall responsibility for this policy and for promoting a culture of equality and inclusion across the firm. Day to day responsibility for the policy, including monitoring and review, rests with our Equality and Diversity lead, David Pett.
Equality and Diversity Lead NAME David Pett BY EMAIL davidp@mjpconveyancing.com BY POST MJP Conveyancing Limited, 69 to 75 Thorpe Road, Norwich, NR1 1UA |
If a client feels that they have not been treated fairly, they can raise the matter with us and it will be handled in accordance with our complaints procedure. Any member of our team who experiences or witnesses discrimination, harassment, or victimisation should raise it with senior management without delay. We take all such concerns seriously, we will deal with them sensitively, and no one will suffer any detrimental treatment for raising a genuine concern in good faith.
Any member of our team found to have acted in breach of this policy will be subject to our disciplinary procedure, and serious cases may be treated as gross misconduct. Unlawful discrimination, harassment, or victimisation may also give rise to legal liability.
We review this policy regularly, and update it when our business changes or when the law or our regulatory obligations change, so that it remains accurate and effective.
If you have any questions about this policy, or if you need any support or adjustment in order to access our services, please contact us.
WEBSITE www.mjpconveyancing.com onboarding@mjpconveyancing.com PHONE 01603 877066 BY POST MJP Conveyancing Limited, 69 to 75 Thorpe Road, Norwich, NR1 1UA |
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