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I needed to live where I could speak it and hear it and write in it daily, spontaneously, intimately. In addition to covering the professional and legal obligations, all such training should also address the more behavioural aspects of avoiding discrimination and in particular the appropriate use of language so as not to cause offence. So far as the enforcement of this area is concerned, it has so far been rare for such issues to be referred to custom stuffed animals the Solicitors Disciplinary Tribunal. 1 goes further than before, in that whereas Chapter 2 of the Handbook merely required solicitors not to "discriminate unlawfully" the new rule talks instead about not discriminating "unfairly", which perhaps suggests a greater prospect of regulatory action under the new regime as opposed merely to responding to a prior finding of discrimination elsewhere. Finally, there is a provision which appears only in the Code for Firms and that is the requirement to "monitor, report and publish workforce diversity data, as prescribed".

No human (not even the Spot team or Bar Council) will see what a barrister discusses typhoon h with Spot, unless they decide to submit a report but even then it can be anonymous. Richard Atkins QC, Chair of the Bar Council, said: "Although barristers wear wigs and gowns in court, it should not for a moment be thought that the Bar does not embrace technology. Paper is disappearing from our courts, with most members of the Bar using laptops rather than carrying large paper bundles wrapped in pink ribbon. The Bar Council has led the way with the development of an ID card app for mobile phones which allows members of the Bar to gain easier entry to the Courts and a move to electronic voting as of September 2019. The "Talk to Spot" app is another innovative use of technology which will allow Barristers to report any inappropriate behaviour they experience, quickly and anonymously.


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