Page 10 - Judicial Diversity Update report
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recommendations in our original report have been implemented  we continue
                  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.


            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
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