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© Copyright, Judicial Appointments Commission 2026.

Diversity Update – July 2026

Published:

Detailing our ongoing work to attract and better prepare potential candidates from under-represented groups for judicial appointments. 

Introduction (Back to top)

The Judicial Appointments Commission (JAC) Diversity Update is a biannual publication that reports on ongoing progress and new activity we’ve undertaken in line with our diversity strategy. The strategy has 3 key strands, which are: 

  • outreach
  • fair and non-discriminatory selection processes 
  • working with others to break down barriers

Background of the JAC  (Back to top)

The JAC’s purpose is to independently select candidates for judicial appointment through fair, evidence-based processes that support a strong and diverse field of applicants. Under the Constitutional Reform Act 2005, our statutory duties are to: 

  • select candidates solely on merit 
  • select only people of good character 
  • have regard to the need to encourage diversity in the range of persons available for selection. 

We have identified 4 groups that remain under-represented in the judiciary: women, ethnic minority individuals, disabled individuals, and solicitors. We consider all protected characteristics under the Equality Act 2010 when carrying out equality measures. 

The Diversity Update is a biannual publication that reports on progress and new activity aligned with our diversity strategy. The strategy focuses on outreach to broaden the pool of applicants, maintaining fair and non-discriminatory selection processes, and working with partners to address barriers to judicial appointment. 

Recent highlights  (Back to top)

  • In April, we marked 20 years since the independent JAC was established, under the Constitutional Reform Act 2005. Since then, over 13,000 judicial vacancies have been filled with the JAC selecting candidates solely on merit after fair and open competition. Now, over 85% of judges currently in post have been selected for a judicial role by the JAC.  
  • In May, we published a blog by the Lady Chief Justice marking two decades of open, merit-based judicial appointments, reflecting on the progress made in judicial diversity. Over the past 20 years, there has been real progress across gender, professional background and ethnicity: 45% of judges are now women, up from 26% in 2006, and the proportion from an ethnic minority background has more than doubled, from 5.6% in 2006 to 12.6% today. 
  • In March, we marked 5 years of the JAC Targeted Outreach programme, which aims to support talented individuals from underrepresented backgrounds in preparing for judicial roles. As we mark 5 years, we’re focused on evolving the programme. This year, we’ll launch new stage-by-stage resources to help Targeted Outreach programme candidates prepare more confidently for each part of the selection process. 
  • The JAC Vice Chair and Chief Executive attended the first meeting of the new Judicial and Legal Diversity Board (JLDB) in May 2026. The JLDB is a cross-sector strategic forum, replacing the Judicial Diversity Forum, that coordinates efforts to improve diversity across the legal professions and judiciary while respecting constitutional boundaries and the independence of bodies such as the JAC. 
  • In July, the JLDB published the seventh Diversity of the Judiciary statistical report, bringing together data on the diversity of the judiciary, judicial appointments, and the relevant legal professions. The data shows that since the JAC’s inception in 2006, it has overseen positive steps towards increased diversity in applications and appointments across all groups. For legal exercises reporting in 2025 to 2026, women made up 55% of recommendations (up from 52% the previous year) and candidates from ethnic minority backgrounds made up 18% (up from 17%), in line with, or slightly above, ethnic minority representation in the eligible pool for the fourth year running. Both women and ethnic minority candidates accounted for a higher proportion of legal recommendations than in any previous year.  
  • We have undertaken a comprehensive review of the Equal Merit Provision (EMP), which currently applies to women and ethnic minority candidates. This review examines how EMP is implemented and whether the evidence supports extending the provision to cover additional protected characteristics, such as disability. A decision on whether to expand EMP will be considered by the Commission in 2026 to 2027. 
  • We launched a new JAC website in January, aimed at improving functionality, accessibility, and overall user experience. The new structure provides candidates with a clearer understanding of JAC processes and expectations during the selection process, including a new preparation resource for the Scenario Test stage. 

Section 1 – outreach and support  (Back to top)

New activity

  • The JAC Targeted Outreach programme, founded in 2020, continues to support candidates in all legal selection exercises. As of June 2026, the programme has received over 1,300 applications. Following sifts by former JAC Commissioners, 716 candidates are taking part in the programme and receiving support from a former Commissioner, a Judicial Guide, or both. Of accepted candidates, 72% are women, 59% are from an ethnic minority background, 20% declared a disability, and 68% are solicitors. 
  • The Judicial Guide Scheme, part of the JAC Targeted Outreach programme, marked 5 years of judge-led candidate support in 2026. 
  • Over the last 6 months, we have enhanced the Targeted Outreach programme delivery by: 
    • delivering interactive training sessions for all Judicial Guides, utilising peer expertise to inform consistent and high-quality support to candidates 
    • developing and launching stage-by-stage resources for Targeted Outreach programme candidates, from November 2025 
    • collaborating with specific jurisdictions to develop bespoke insight resources targeted at under-represented candidates, including the Immigration and Asylum Chamber and High Court Masters 
    • publishing an online resource for unsuccessful candidates, to support candidates thinking of reapplying and strengthen the quality of their applications. 
  • We have expanded our outreach activities and supported events with the Law Society, the Bar Council, CILEX and the Society of Legal Scholars to demystify the selection process and encourage applications from a range of professional backgrounds. 

Ongoing activity 

  • Monitoring and evaluation remain central to the Targeted Outreach programme. Analysis shows that female ethnic minority solicitors on the programme have been appointed at rates approximately 2 and a half times higher than comparable candidates over the last 3 years, and Black candidates have been shortlisted at more than twice the rate of all Black applicants to legal exercises. 
  • As of June 2026, 60% of participants who have been on the programme for at least 12 months and made at least one application have reached a selection day or been recommended for appointment, and 33% have been successfully recommended for a judicial role. 
  • The Judicial Guide scheme continues to provide targeted support to candidates navigating the JAC selection process. To date, over 380 candidates have received support from a member of the judiciary, and 145 Judicial Guides have been trained and accredited through the scheme. 
  • We continue to deliver an extensive programme of outreach activities, and we expect to support over 30 events in 2026. Collaboration with judicial diversity partner networks includes the Judicial Office Mentoring Scheme, Government Legal Department and the Black Solicitors Network and future events are scheduled with HerBar, The Society of British Bangladesh Solicitors, and The Crown Prosecution Service.  
  • The JAC remains a key partner in the delivery of the Pre-Application Judicial Education (PAJE) programme and supported a review of the programme in 2025. Evidence indicates that PAJE successfully targets under-represented groups and correlates with improved success rates in judicial exercises. The JAC is currently supporting the implementation of the review’s recommendations. 

Section 2 – fair and non-discriminatory selection processes  (Back to top)

New activity 

  • Last year we launched a research project to improve our understanding of the latest research and best practice in supporting neurodivergent applicants through recruitment processes, so that this can be practically applied within the judicial appointments process. Findings identified many examples of good practice already in place, and appetite for continued improvement. We published the research and the accompanying action plan to address the recommendations in November 2025, with the majority of actions completed this year. The remaining actions will be considered during 2026 to 2027. 
  • We have commenced a review of our reasonable adjustments policy in light of the research on neurodiversity best practice to address the remaining recommendations and further strengthen the accessibility of the selection process. This work will ensure we are doing all we can to support disabled candidates and those with long-term health conditions to participate fully and fairly in all stages of the process. 
  • In 2026, we conducted analysis into the information shared with us by disabled candidates, to better understand differing experiences, success rates and barriers for those with different categories of disability. We commissioned external input from Work Psychology Group, who advised us on how to contextualise the analysis within a wider recruitment setting and next steps to ensure more standardised collection of data in this area. 
  • We have undertaken a comprehensive review of EMP, which currently applies to women and ethnic minority candidates. This review examines how EMP is implemented and whether the evidence supports extending the provision to cover additional protected characteristics, such as disability. A decision on whether to expand EMP will be considered by the Commission in 2026 to 2027. 
  • Widening public participation in the judicial selection process remains a priority for the JAC. A proposal to include the JAC lay panel member role under Section 50 or the Employment Rights Act 1996 (giving the right to time off work) is currently under public consultation as part of a wholescale review of the legislation by the UK Government. 

Ongoing activity 

  • The JAC has adopted the revised Judicial Skills and Abilities Framework (JSAF), which was published by the judiciary in January 2025. The framework sets out what is universally expected of those in judicial roles, and it has been developed to be comprehensible and accessible to all. Guidance on demonstrating legal JSAF skills and abilities and the skills required for non-legal roles has been published on the JAC website.  
  • The JAC applies robust quality assurance checks throughout every stage of the selection process to ensure fairness and prevent bias. All protected characteristics under the Equality Act 2010 are considered, alongside broader factors such as socio-economic and professional background. 
  • Selection exercise materials are developed with independent expert advice and are reviewed throughout their development for potential unfairness. Each exercise is overseen by a JAC Commissioner, materials are reviewed by staff and the advisory group, and all assessments are tested with mock candidates to refine content and timing. 
  • The selection process is actively monitored, including progression analysis for target groups, briefing panel members on fair selection before each stage, and observing all elements of the process to ensure consistency and adherence to fair selection principles. 
  • Since September 2021, the JAC has monitored the ethnic diversity of panels for each selection exercise, working with the Judicial Office to convene balanced lay and judicial panels. The pool of 305 judges comprises 51% women, 21% ethnic minority judges, and 49% solicitor judges. Among lay panel members, 78% are women, 21% are ethnic minority, and 16% have declared a disability. Panel diversity data has been published in the JAC Annual Report since 2022. 
  • The JAC is committed to attracting Welsh-speaking panel members and increasing the observation of lay panels to support a positive candidate experience, alongside wider work to enhance recruitment, retention, and development of lay panel members. 
  • Changes to statutory consultation introduced in 2022 were evaluated in 2025. The evaluation found the revised approach to be effective, with most candidates now participating in exercises where statutory consultation is waived. The JAC has worked with stakeholders to ensure candidates are aware of the guidance documents and published material available to them in advance of applying for any exercise. You can read the evaluation of the revised approach to statutory consultation and the updated guidance on statutory consultation. 
  • Reasonable adjustments are considered at all stages of the selection process, with candidates invited to request adjustments at the application stage and again ahead of each assessment stage, for candidates with disabilities, and long-term health conditions. 
  • The JAC continues to make full use of the EMP to advance diversity where 2 or more candidates are judged to be of equal merit. EMP can be applied at shortlisting and final decision-making for under-representation in ethnicity or gender. During the 2025–26 reporting period, 40 candidates were advanced at shortlisting, and 14 candidates were recommended at final decision-making as a result of EMP. 

Section 3 – working with others to break down barriers  (Back to top)

New activity 

  • The JAC Vice Chair and Chief Executive attended the first meeting of the new JLDB in May 2026. The JLDB is a cross-sector strategic forum replacing the Judicial Diversity Forum that coordinates efforts to improve diversity across the legal professions and judiciary while respecting constitutional boundaries and the independence of bodies such as the Judicial Appointments Commission. The Board prioritised work to better understand the potential barriers facing employed lawyers and to address the underrepresentation of Black judges.  
  • We have established new, and built upon existing, relationships with key stakeholders to promote and highlight opportunities for roles within the judiciary and support for those who wish to apply. This has included work to enhance our outreach to groups underrepresented in the judiciary. We are working to better understand the barriers faced by underrepresented groups and how we can improve awareness of judicial opportunities. This will help build stronger foundations for future targeted outreach activity with trusted partners. 
  • We are working with the Judicial Office to deliver against the Judicial Diversity and Inclusion Strategy 2026-2030. This includes enhancing the monitoring and evaluation of candidate outreach and support schemes and considering ways to expand diversity in the applicant pool for the High Court and above. 

Ongoing activity 

  • We are continuing to work with the Ministry of Justice and Judicial Office to develop a centralised online portal to help candidates access support across all partner support initiatives, which is scheduled to launch in Autumn 2026. 
  • We continue to work with the Ministry of Justice and HM Courts and Tribunals Service to promote flexible working in judicial vacancies. The JAC’s position remains that flexible working should be offered by default unless there are clear and specific reasons why it is not practical, and we have seen a gradual shift towards this approach. 
  • The JAC continues to publish blogs to highlight different aspects of our work. We published a blog debunking common myths about the judicial appointments process, including the idea that only barristers are selected for judicial roles and the misconception that being a judge is about who you know. 
  • The JAC continues to work alongside Judicial Office and the Foreign and Commonwealth Office to support and engage with judicial appointments bodies and judicial office holders from other jurisdictions, including international engagement. 

Section 4 – diversity data (applications and outcomes)  (Back to top)

his section presents diversity data relating to JAC applications and outcomes. All figures are taken from the JLDB’s annual Diversity of the Judiciary Statistics Report, published in July 2026. 

Lawyers in the eligible pool for legal exercises 
The ‘eligible pool’ comprises lawyers meeting the minimum statutory criteria for judicial appointment (typically, at least 5 years of post-qualification legal experience). Data from the Bar Standards Board, Solicitors Regulation Authority and the Chartered Institute of Legal Executives shows that diversity in the eligible pool is increasing. 

However, applications for judicial appointment tend to come from lawyers with more experience than is required by statute. During the 2025-26 reporting period, applicants to roles requiring 5 or more years’ experience held an average of around 18 years post-qualification experience. Diversity at more experienced and senior levels of the legal professions remains lower, although this is increasing. 

Legal exercises 

Women comprised 50% of the pool eligible to apply to legal exercises in 2025 to 2026, 51% of those who applied and 55% of those recommended. Overall, there is no evidence of any disparity in outcomes between male and female candidates in legal judicial selection in 2025-26. 

Ethnic minority candidates comprised 16% of the pool eligible to apply to legal exercises in 2025 to 2026, 30% of those who applied and 18% of those recommended. 18% is the highest representation of ethnic minority candidates in recommendations on record, an increase from 17% in 2024 to 2025 (which was the previous highest). 

Ethnic minority candidates were recommended for legal exercises in line with their representation in the eligible pool, suggesting no disparity in outcomes relative to White candidates when comparing recommendation rates from the eligible pool. 

However, ethnic minority candidates made up a much higher percentage of applications than their representation in the eligible pool, and their representation decreased between each exercise stage, from application to shortlisting to recommendation for appointment. The progression rate for ethnic minority candidates was lower than that for White candidates and continues to be more notable at the shortlisting stage. 

Looking at the more granular ethnicity groupings, all groups (Asian, Black, Mixed and Other ethnicity) were recommended either in line with their eligible pool representation or above. 

Black candidates made up 3.2% of legal recommendations in 2025 to 2026, the highest proportion on record, and significantly higher than the previous highest proportion of 2.1% in 2023-24. This continues a positive upward trend for Black candidates, who comprised only 0.7% of recommendations across the period 2018 to 2022, but in the subsequent three-year period from 2023-26 have comprised 2.4% of recommendations, which is approximately in line with eligible pool representation in this period (2.5%).  

Disabled candidates comprised 13% of applicants and 13% of recommendations in legal exercises in 2025 to 2026 (up from 11% and 8% in 2024 to 2025). They were recommended at a rate equal to non-disabled candidates. 

Candidates with a solicitor background made up 56% of applicants for legal exercises in 2025 to 2026 and 44% of those recommended.  Solicitors continue to be recommended at lower rates than those of barristers (9% vs 15%). This difference in outcome is shown by the lower progression rates from application to shortlisting and shortlisting to recommendation. 

For legal exercises in 2025 to 2026, 101 applicants declared ever holding the role of Chartered Legal Executives. 14 of those were shortlisted and five were recommended for immediate appointment. 

For all legal exercises in 2025 to 2026, individuals who attended a UK state school made up 72% of applications and 71% of recommendations for appointment. 

For all legal exercises completed in 2025 to 2026, applicants from a lower socio-economic background (based on the occupation of the main household earner when the candidate was aged 14) had a lower recommendation rate (8%), compared to those applicants with a professional or intermediate socio-economic background who had rates of 14% and 10% respectively. This is also shown by the drop in representation from 28% of applications to 20% of recommendations for those from a lower socio-economic background. 

Non-legal exercises 

Non-legal exercises continue to see positive target group representation. There was no evidence of a disparity between female and male candidates, nor between White and ethnic minority candidates in non-legal selection exercises completed in 2025-26. 

Women made up 59% of applications and 61% of recommendations for non-legal exercises in 2025-26. Ethnic minority candidates made up 40% of applications and 35% of recommendations. 

Candidates who declared themselves to have a disability constituted 17% of the applications and 17% of recommendations for all non-legal exercises completed in 2025-26.