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External review on neuroinclusive judicial recruitment

Published:
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The Judicial Appointments Commission (JAC) publishes an external review on neuroinclusive judicial recruitment. Independent research provided 17 recommendations to enhance JAC selection processes, supporting neurodivergent candidates.

As part of our 2024–27 Strategy, the Judicial Appointments Commission (JAC) committed to regular review and improvement of our selection tools and practices to ensure our processes are supporting the achievement of greater judicial diversity.

As part of this work, we commissioned independent research to assess how our tools and processes align with best practice in neuroinclusive recruitment.

You can read the executive summary for the report on our website.

HHJ Angela Rafferty KC, said:

This research is very important. The 17 recommendations it makes are extremely thoughtful and helpful. The findings provide robust evidence to help shape meaningful enhancements to the JAC selection practices.
 
We are deeply grateful to everyone who worked tirelessly, especially Work Psychology Group and the team at the JAC. The report reinforces the JAC’s commitment to continuous improvement and will reinforce existing strengths in the candidate- led reasonable adjustment approach. We hope it will assist to further embed inclusivity at all stages of selection. We now have made a significant step forward to better support neurodivergent candidates while maintaining fairness and integrity for all.

Key findings and next steps

The research highlighted several examples of good practice already embedded in JAC processes, including our candidate-led approach when discussing reasonable adjustments and our commitment to avoiding a ‘one size fits all’ model.

It also acknowledged the need to balance individual adjustments with the integrity and fairness of the overall selection process.

17 recommendations were identified for consideration across all stages of selection to further enhance our approach. These will guide our ongoing efforts to enhance the inclusivity of our recruitment practices for neurodivergent candidates.

The JAC has responded in full to the review, saying:

We would like to extend our thanks to all who contributed their time and insights to inform this research and to the Work Psychology Group for conducting this review. The insights used to inform this research has provided valuable evidence that will inform ongoing enhancements to our selection practices and support the JAC’s commitment to continuous improvement.”

Our strategic commitment

This work supports our strategic objective to be a centre of excellence in judicial selection — applying best practice to fairly identify talented individuals with the skills and abilities required across all judicial roles.

We remain committed to continuous improvement and ensuring accessibility within the selection process that upholds the highest standards of fairness.

For more information, please contact enquiries@judicialappointments.gov.uk