Page 10 - Judicial Diversity Update report

recommendations in our original report have been implemented we continue
1
to call for the adoption of the principal recommendations from our 2017 report,
which are summarised below. We are concerned about the failure to address
the key structural challenge around accountability for diversity. In addition,
as highlighted in paragraph 5.2 of this Update, we urge that the leadership
prioritise and commit to the cultural change necessary to achieve meaningful
and sustainable progress on judicial diversity. As noted in the original report,
our judicial leaders have a critical role in setting the cultural tone and in
accepting their organisational and personal responsibility to improve diversity.
All judges in leadership positions need to prioritise and commit to the cultural
change necessary to change the demographics of our judiciary in a meaningful
and sustainable way.

Scope

1.6. This Update builds on our 2017 report, which should be read alongside it. It
includes comprehensive data analysis of the progress that has been made since
2017, outlines critical remaining areas of concern and makes further
recommendations for improving judicial diversity. Like the original report, it
focusses on the diversity of the senior courts in England and Wales (namely
the Circuit Bench, High Court and Court of Appeal) and the UK Supreme
Court. It also looks at the appointment of women, BAME candidates, non-
barrister candidates and those from a lower socio-economic background.
Unlike the earlier report, it also considers the impact of disability, sexual
orientation and gender identity.

1.7. The Introduction frames the issue and our approach to the Update, outlining
the methodology adopted. Chapter One reviews the diversity of the current
cohort of judges and appointments made since 2017, coming to conclusions on
the data for diversity indicators. Chapter Two uses our analysis of the data to
track paths into the judiciary for different legal professions and considers the
extent to which an internal career path is emerging. Chapter Three considers
the implementation of recommendations from our previous report. Chapter
Four outlines outstanding issues of critical concern in achieving a diverse
judiciary and makes further recommendations.

1 See paras 4.1-4.29
5