Page 95 - Judicial Diversity Update report

examined and students’ progression within the
profession needs to be monitored.
c) There needs to be proper collection and
publication of disability statistics of sitting
judges.
7. Selection / a) There needs to be further standardization of
Appointments scoring and more specific assessor training, for
processes all panel members.
b) The CPS, in-house lawyers and academics
should be explored as diverse pools for judicial
appointments.
c) We agree with the Work Psychology Group’s
report that use of Situation Judgement Testing
needs to be expanded.
8. Lack of judicial a) Comprehensive data needs to be collected about
career path the professional progression of judges over time:
career paths of current judges, and what roles
they took prior to appointment to senior courts.
We appreciate this may require a longitudinal
outlook that would examine career progression
over multiple points in time, and therefore may
not provide findings immediately. However, such
examination would provide invaluable insights
on judicial career tracks and their possible
interrelations with judicial diversity ‘trends’.
b) There needs to be better administration of cross-
deployment – for example, the number of sitting
days when cross-deployed to court should count
towards tribunal sitting days.
c) Tribunal and courts judges should be allowed to
sit in a court or tribunal one level higher than
their ordinary role.
9. Data-collection a) There needs to be collection and publication of
and transparency intersectionality of diversity characteristics to
provide a comprehensive picture of diversity, and
improve the identification of barriers to
representation and progression.

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