We are committed to operating sustainably. We recognise that our business has a carbon footprint, and that this footprint contributes to global warming. We also recognise not only the urgency of taking action, but also the expectations of all our stakeholders that we evidence our commitment to running a business that is sustainable.   

 The current objective of our Environment and Sustainability Policy is to achieve net zero by 2030, which means Farrar’s Building will have reduced its CO2e emissions to zero by that time. In order to achieve this, a number of ambitions were set out internally including around reducing energy consumption, going paperless, recycling waste, avoiding private car and air travel, using video conferencing for meetings and court hearings where possible, and engaging with sustainable suppliers, which is covered separately within our Sustainable Procurement Policy.  We are proud to have already achieved a number of these ambitions. 

Chambers Sustainability Director calculates Chambers’ emissions annually and reports their findings to the AGM. In due course, these emissions calculations will be publicly available. 

We are active members of the Bar Sustainability Network (BSN) and were one of a small number of sets appointed on the first ever BSN Carbon Reduction Pilot Scheme, working alongside external consultants to enhance our sustainability ambitions. We are also signatories to the Greener Litigation Pledge, reflecting our commitment to embedding sustainable practices within litigation. 

Pro Bono

Access to justice for all is part of our ethos and we are proud of the strength and consistency of our pro bono work across Chambers.

A significant proportion of our membership are signed up to the Advocate panel, where we are part of the Chambers Pro Bono Framework. We are also actively engaged in cases through Pro Bono Connect, working collaboratively with solicitors to support those who might not otherwise be able to access legal representation.  This dedication was recognised in 2025 when Chambers received a Silver Award by Pro Bono Connect as part of their annual appreciation programme.

Our members are regularly identified at Advocate’s Bar Pro Bono Awards, and many are included in their Pro Bono Recognition List, which acknowledges those who have provided at least 25 hours of pro bono legal assistance in a year.

We also support a number of other key organisations, including the Free Representation Unit and Sport Resolutions, reflecting both the breadth of our expertise and our commitment to contributing meaningfully to the wider community.

Community & Social Mobility

We understand there can be barriers when entering the legal profession and our commitment to reducing or removing those barriers is a key area of our commitment within Chambers. We work in partnership with organisations including the 10,000 Interns Foundation, UpReach, and Bridging the Bar, to widen access to the Bar and support social mobility. We also participate in initiatives such as the Bar Council’s Discovery programme.

These partnerships support candidates from underrepresented backgrounds to access opportunities, develop skills, and build networks within the profession. We are proud to have supported candidates progressing to pupillage through these initiatives.

Members and staff also support a range of charitable initiatives and fundraising activities throughout the year. Recent charities we have supported include CBIT, The Candlelighter’s Trust, Maggie’s Barts, The National Literacy Trust, Teenage Cancer Trust, Queen Elizabeth Foundation for Disabled People, The Limbless Association, and the London Legal Support Trust.

We are committed to promoting equality, diversity and inclusion within Chambers and across the Bar. Our EDI strategy is led by a dedicated Director and Officers, supported by our Management Board.  Our aim is to continue to create an inclusive environment in which all individuals, regardless of background, identity or personal characteristics, can thrive.  

We take active steps to ensure fair recruitment, retention and progression, including adherence to Bar Council fair recruitment practices, regular review of unallocated work distribution, and the implementation of policies to support members’ professional development and wellbeing. This includes implementing a competitive parental leave policy and a reasonable adjustments framework. 

Accessibility is a key priority. Following significant recent redevelopment, our premises are now fully accessible to wheelchair users. Beyond Chambers, we have undertaken a substantial project to assess accessibility across the entire court estate in England and Wales, creating a comprehensive database to support practitioners and inform wider discussions with stakeholders including HMCTS, the Bar Council, PIBA, other sets of chambers, and parliamentary groups.  

We recognise that not all disabilities are visible and are committed to supporting neurodivergent members and staff through informed, flexible working practices and appropriate adjustments, particularly concerning autism and ADHD, including in relation to our marketing and business development strategies.  

Addressing racial inequality within the profession is important to us. We are committed to taking meaningful and measurable action in this regard. Following publication of the Bar Council’s Race at the Bar report, we undertook a detailed review of our practices and procedures. A dedicated sub-committee of our Management Board has been established to consider and respond to its recommendations, supported by ongoing data analysis and engagement with members and staff from under-represented racial and ethnic backgrounds. 

This work includes a race equality audit examining recruitment, work allocation, progression and retention, alongside the development of positive action measures where underrepresentation or adverse impact is identified. We are also committed to delivering comprehensive anti-racism training across Chambers. 

We support the Bar Standards Board’s Anti-Racist Statement and will continue to review, update and strengthen our approach so that we can be held accountable for meaningful progress. 

Our diversity data is published and regularly updated, reflecting our commitment to accountability. You can view our most recent Diversity Data ­here.  

Chambers Anti-Racist Statement can be viewed here.  

Our approach to responsible business is underpinned by strong governance and a clear set of values.  

We maintain a dedicated CSR focus within our Management Board which meets regularly to develop and oversee initiatives across Chambers. Our culture, often referred to as the ‘Farrar’s Family’, of one of professionalism, collaboration and mutual respect, and this extends to how we work with clients and colleagues. 

We are committed to conducting our affairs ethically and with integrity, and we expect the same of those we work with. This ethos informs not only our internal practices, but also the service we provide to clients: responsive, thoughtful, and grounded in long term relationships.  

We recognise the importance of wellbeing at the Bar and are committed to supporting the mental health of our members and staff. We actively promote an open and supportive culture, with access to wellbeing resources, a structured mentoring programme, and a working environment that encourages balance and flexibility.