Code of Conduct for Members

An important feature of the Inn’s culture is behaviour by members which models consideration and respect, regardless of ethnicity, age, gender, gender identity, sexual orientation, political beliefs, national origin, language, religion, disability or socio-economic background.

This Code of Conduct applies to all members (benchers, barristers, and students alike) when representing the Inn, working on the Inn’s behalf, using the Inn’s collegiate facilities, or attending an Inn event (educational, business, or social, in any location).  The standards described apply to all forms of written, electronic or face-to-face communication.  They reflect the Inns of Court Anti-Harassment Policy and the Inn’s Equality, Diversity and Inclusion Statement.

The Inn encourages discussion and disagreement: this code is not intended to stifle debate.  What matters is the way that it is conducted.

The Inn does not regulate members’ behaviour in their professional lives, which is subject to standards set out by the Bar Standards Board and other relevant professional bodies.

Guidance

The table below provides some guidance by listing examples of behaviour supportive of and contrary to the six-point code above.  These examples are not intended to be exhaustive.  For the avoidance of doubt, a failure to behave in a manner described as “supporting the code” would not necessarily involve a breach of the code.

More generally it is important to bear in mind that:

• Senior members have a special responsibility in shaping the culture of the Inn.  Differences in power and influence will be more apparent to those who have less.  Behaviour which might be perceived as exploiting status and seniority must be avoided.
• Things go wrong when remarks intended in one spirit come across entirely differently to the recipient. A poorly chosen word or phrase or a bad joke can unintentionally make others feel uncomfortable.  Much more care is needed with people whom you do not know well than with long-standing personal friends.
• Remarks which draw attention to physical and ethnicity characteristics identify points of difference and are often perceived as excluding and ill-mannered.
• Assumptions about areas of practice related to ethnicity or gender are also inaccurate and unwelcome, as is casual exclusion of members of the employed bar in references to the self-employed as ‘the independent Bar’.
• Alcohol is often freely available at functions.  It affects everyone differently.  Over-consumption resulting in disinhibition has been a source of real embarrassment and serious conduct issues.
• Everyone can get it wrong – if you have given offence, or fear that you may have done, the simplest way of dealing with it is to apologise at the time.

This guidance is intended to be helpful and is kept under review. If you believe something is missing or unclear please contact the Under Treasurer.

Breaches of the Code

It is important to know when things are going wrong.  Anyone concerned about a failure to comply with this Code or about inappropriate behaviour should raise their concerns, so they can be addressed.  Nobody will be penalised for reporting concerns or making a complaint.

Concerns should be raised initially with a member of the Inn’s Executive Team:

Under Treasurer – [email protected]
Director of Membership & Education – [email protected]
Director of Operations – [email protected]
Director of Estates – [email protected]
Director of Finance – [email protected]
HR Director – [email protected]
Librarian – [email protected]

Members of the Executive Team may consult with each other, the chair of a relevant Inn committee, and the Treasurer in deciding the appropriate course of action.

Some matters can be resolved quickly and informally.  However, where appropriate the procedures set out in the Inn’s complaints policy will be followed.  In some cases, the subject of the complaint may be required to refrain from participation in Inn activities until the matter is resolved.

Members will be aware that BSB Handbook (Rule RC66) requires barristers to report to the BSB if they ‘have reasonable ground to believe that there has been serious misconduct’.  Breaches of the law or professional standards will be reported, as relevant, to the police or Bar Standards Board.

Examples of behaviour supportive of and contrary to the Code

These are examples of behaviour supportive of and contrary to the six-point code above.  These examples are not intended to be exhaustive.