News
Complying with Principle 6 - encouraging equality, diversity and inclusion
11 September 2025
We have published updated guidance on Principle 6, the duty of all those we regulate to 'act in a way that encourages equality, diversity and inclusion' (EDI). This guidance also covers the application of Principle 5, acting with integrity, and Principle 2, acting in a way that upholds public trust and confidence in the solicitors' profession.
Why we are updating our guidance
While there has been progress in recent years, we know there is more that we and others can do to encourage EDI in the legal profession. We expect the highest standards of conduct from those we regulate and our Principles and guidance reflect this. We expect those we regulate to act in a way that encourages EDI because:
- a diverse and inclusive legal profession is vital in maintaining public confidence in our sector and the justice system
- a legal profession that both welcomes and reflects the diverse community it serves will encourage more people to seek legal help, improving access to justice
- a diverse and inclusive workforce can deliver benefits in terms of productivity and innovation.
Over the past three years, we have been developing our approach and responding to the reports that are made to us. This includes publishing new guidance on sexual misconduct, the workplace environment and need to protect and support colleagues, and what it means to act with integrity.
We have also been developing more detailed guidance on what it means in practice to encourage EDI. It's important to say that our approach has not changed, but our updated guidance provides further support for those we regulate to help them understand our expectations and what those expectations mean in practice. It also provides examples of conduct which could raise a regulatory issue, depending on the aggravating and mitigating factors which may be present.
What it means to encourage EDI
Encouraging EDI means taking steps to treat colleagues fairly and create an inclusive environment and culture within the workplace. It involves providing legal services in a way that is fair and inclusive and making sure you do not unfairly discriminate in your professional relationships. It also includes taking steps to encourage a legal profession that is representative of the population it serves.
Our updated guidance details your legal and regulatory obligations in relation to Principle 6. It brings together, in one place, our expectations on EDI, and covers:
- treating colleagues fairly and with respect
- treating clients and others fairly and with respect
- upholding public trust and confidence in the solicitors' profession
- creating a healthy and inclusive workplace environment
- responding to clients who behave in a discriminatory way
- taking steps to encourage a diverse workforce
- reporting obligations and when we will take regulatory action.
We have included guidance on the role of managers to challenge behaviour which could amount to bullying, harassment or unfair discrimination and the steps firms should take to safeguard EDI. We have also provided new guidance on when it may be appropriate to terminate a retainer when a client's behaviour is discriminatory.
We have included practical actions that firms can take to encourage EDI which will be proportionate to their size and nature. The suggestions are not mandatory for every firm, although we would expect larger firms to be undertaking many of these actions to make sure they are meeting their obligations.