9 December 2021
We have today published our latest diversity update. In the update, you can read about our ongoing work to attract and better prepare potential candidates from under-represented groups for judicial appointment and ensure selection processes are fair and non-discriminatory. The update includes notable developments and projects from the last six months – recent highlights include:
- Today we have also published a report of the ‘deep dive’ statistical analysis that we commissioned in 2018 to examine the differences in success rates for target group candidates in some recruitment exercises. This new, exploratory analysis is another of our contributions to support efforts across the legal sector to try and speed up the pace of diversity change.
- In July 2021 our Chairman, Lord Kakkar announced to the Justice Select Committee that we would be launching a comprehensive, independent review into the operation of the Statutory Consultation process with the findings expected in the New Year.
- In September 2021 we formally launched our diverse panels policy, committing to monitor the diversity data of our sift and selection panels across all exercises with an aim of securing on average a target of 14% Black, Asian and minority ethnic members on our panels over the course of an exercise.
Diversity has been at the heart of our business continuity planning since March 2020 as we adapted to the challenges of COVID-19, running all selection activity remotely, and then implementing learning from this remote approach when face-to-face activity became possible again. In April 2021, we completed a full evaluation of our remote assessment processes, which showed no disproportionate negative impacts on the diversity of applicants applying or progressing through our selection exercises. The evaluation also highlighted some positive findings in relation to our outreach activities, where through close partnership working and better use of technology, we have been able to reach wider audiences.
Since November 2021, we have returned to some face-to-face selection activity, and our current approach involves assessment up to selection day being run remotely across all exercises. We are continuing to monitor progression rates to feed into the broader evaluation of our remote approaches.
We continue to tailor our communications approaches where necessary to support candidates and offer flexibility by way of reasonable adjustments.
Working to support a world class judiciary that reflects the society it serves is a core part of what we do at the JAC, and we continually review and improve our selection tools and processes to make sure they meet this aim.
We publish diversity updates twice a year. You can read the JAC’s previous diversity updates here.