History of No 18
Established in 1947, No 18 Barristers Chambers has been providing advocacy and representation servicing clients for over 60 years.
Our barristers regularly appear in courts across the south of England and London. Since 2010 Chambers has focused its specialisms towards Chancery, Clinical Negligence and Personal Injury, Commercial, Employment, Family, Immigration and Property law.
Equality & Diversity
No 18 Barrister Chambers operates an equal opportunities and non-discrimination policy. In all our dealings with others we aim to avoid discrimination against anyone on grounds of race, colour, ethnic or national origin, sex, pregnancy or maternity considerations, disability, sexual orientation, marriage or civil partnership, religion or belief, age or gender reassignment. This aim applies to all of our dealings with the variety of people with whom we interact in the course of our professional lives, including, but not restricted to the following categories of persons:
- Clients
- Clerks and our other chambers' staff
- Court staff
- Instructing Solicitors and their staff
- Other barristers and solicitors
- Judges
- Pupils
- Recuitment
- Students seeking work experience and/or mini-pupillages
For a copy of our equal opportunities and non-discrimination policy please do not hesitate to contact our clerks Mark Windebank (Senior Clerk) on 02380 736 812 or e-mail us on
Anti-Racist Statement
No 18 Chambers is committed to promoting diversity at the Bar in accordance with its Statutory duty and in accordance with our Equality and Diversity and Anti-Racism policy we will not discriminate unlawfully against any person.
No 18 Chambers recognises the role we must play in challenging racism and delivering anti-racist practice and we will do our upmost to influence and implement positive change and we will strive to lead by example.
To fulfil our role we have devised and implemented an action plan which includes:
- Undertaking a survey of all staff to identify their experiences of race at the Bar and within Chambers.
- Undertaking a race equality audit and analysing the data from such audit in order to improve and update our action plan.
- Produced an action plan to improve anti-racist practice – including management, leadership behaviours and workplace cultures;
- Provided Anti-Racism and anti-discriminatory basis to all members and staff at Chambers.
- Added to our Equality and Diversity Officer’s role to include undertaking the race and diversity role.
In addition to commitments made in the emerging action plan, we will:
Ensure that anti-discriminatory competencies are integrated into our staff performance frameworks, staff inductions and the training of our staff. All staff will attend anti-racism training.
Continue to develop our anti-racist practice and provide direction to the members and staff to do the same.
