We have a duty in law to have regard to the need to encourage diversity in the range of persons available for judicial selection. To help us achieve this, we have developed a comprehensive diversity strategy with a focus on four groups that are currently under-represented in the judiciary:
- women
- ethnic minority individuals
- disabled individuals
- solicitors
Our diversity strategy
Our diversity strategy covers three core elements.
1. Outreach
We aim to increase the reach of our vacancies by:
- ensuring all upcoming roles are advertised on our website
- taking part in seminars, conferences and targeted events for candidates
- using online channels such as X (previously Twitter), LinkedIn and our online newsletter to promote awareness of roles
- publishing articles in relevant media to inform potential candidates
- providing information and guidance for candidates, including case studies and podcasts
- identifying and targeting under-represented groups with advice and mentoring
- supporting the Targeted Outreach and Research team
2. Fair and non-discriminatory selection processes
To ensure standards are maintained consistently and that all stages of recruitment are free from bias, we:
- assign a commissioner to oversee each exercise
- run quality assurance checks for all selection materials
- continually monitor all stages of the selection process
- brief panel members before each stage of the selection exercise
- consider reasonable adjustments for candidates
Read more about how we safeguard standards.
3. Working with others to break down barriers
We collaborate with other organisations as we:
- chair the Judicial Diversity forum, bringing together leaders, ideas and initiatives from across the legal sector
- speak about our selection process at events run by a wide range of groups
- help the legal profession to develop relevant support programmes
- support the Pre-Application Judicial Education programme (PAJE), targeted at prospective candidates from under-represented groups
Reporting against our diversity strategy
We publish a range of documents that detail our diversity work, including:
Diversity monitoring data
As part of our monitoring processes, we request demographic data from all candidates at the application stage.
All information is voluntary and is treated in the strictest confidence. We use this information to help us:
- monitor our selection processes
- consider if our equal merit approach is applicable (this is the only time diversity information may play any part in selection)
If we recommend a candidate for a role and they give us their consent, we will also share demographic information with the Ministry of Justice, Judicial Office and HM Courts and Tribunal Service. This is for diversity monitoring purposes.