The Legal Services Board has abandoned plans to introduce a new statutory policy statement designed to strengthen regulatory action on equality, diversity and inclusion across the legal profession.
Why has the LSB changed its approach?
In an announcement published on 1 October 2026, the Legal Services Board (LSB) said it had decided not to proceed with its proposed statutory statement of policy on encouraging a diverse legal profession at this time.
The proposed policy followed several years of work by the oversight regulator with legal regulators, professionals, researchers and other stakeholders to understand the barriers affecting diversity and the role regulation could play in addressing them.
The LSB consulted on the proposed statutory statement between November 2025 and March 2026. After reviewing the responses, it concluded that a single statutory policy statement would not necessarily be the most effective way to achieve meaningful change across different parts of the legal profession.
“We have carefully considered the consultation feedback and made the decision not to pursue a statutory statement of policy at this time.”
What did the consultation find?
The LSB said there was strong support for the objective of encouraging a diverse and inclusive legal profession. However, responses also highlighted different views about how far regulation should be used to achieve that objective.
Some respondents raised practical concerns about applying one policy statement across regulators operating under different statutory frameworks, organisational structures and existing programmes.
Resource implications were another significant issue. Respondents warned that the proposals could create substantial demands for organisations with limited human resources infrastructure, with smaller firms potentially facing a disproportionate impact.
The consultation also identified existing work being undertaken within the different legal professions. The LSB said there was meaningful experience and progress to build upon, although significant barriers to diversity remain.
| Issue | LSB’s response |
|---|---|
| Different regulatory frameworks | A single policy approach may not work equally well across all regulators and professions. |
| Resource impact | Additional regulatory requirements could place significant demands on smaller firms and organisations with limited HR infrastructure. |
| Existing initiatives | There is already meaningful work taking place across the professions that can provide a foundation for further progress. |
| Continuing barriers | The LSB acknowledged that substantial barriers to equality and diversity remain despite progress in some areas. |
What guidance will remain in place?
The LSB confirmed that its 2017 statutory guidance on encouraging a diverse workforce will remain in place following the decision.
The guidance requires regulators to ensure that their work on diversity is evidence-based and effective. It also gives regulators flexibility to determine how they should respond to the particular circumstances and risks within their professions.
The LSB said regulators are expected to identify barriers to diversity and work with employers, professional bodies and other stakeholders to address them.
- The LSB’s statutory guidance on encouraging a diverse workforce comes into force.
- The LSB launches consultation on a proposed statutory statement of policy.
- The consultation period closes after responses from regulators and other stakeholders.
- The Judicial and Legal Diversity Board is launched to address barriers to judicial careers.
- The LSB announces that it will not proceed with the statutory statement at this time.
How will regulators be held accountable?
The decision does not mean that diversity will cease to be a regulatory priority. The LSB stressed that encouraging an independent, strong, diverse and effective legal profession remains a statutory regulatory objective shared by the LSB and the frontline regulators.
The oversight regulator will continue to assess progress through its regulatory performance framework. This allows the LSB to examine whether regulators are meeting the standards expected of them and whether their interventions are producing meaningful results.
Importantly, the LSB said its assessment will look beyond whether a policy or initiative exists. It will also consider whether regulators can demonstrate that their approach is making a difference.
| Expectation | LSB approach |
|---|---|
| Identify barriers | Regulators should identify barriers to diversity within their professions and understand the evidence behind them. |
| Take action | Regulators should work with employers, professional bodies and other stakeholders to address identified barriers. |
| Evaluate impact | Regulators should be able to demonstrate whether their initiatives and interventions are producing effective outcomes. |
| Regulatory oversight | The LSB will consider progress through its regulatory performance framework and risk-based oversight. |
What does the decision mean for the profession?
The LSB’s decision places greater emphasis on flexibility rather than imposing a single statutory model across the legal professions.
For regulators, this means there will be scope to develop approaches that reflect the specific characteristics of the communities they regulate. The LSB said meaningful change would require regulators to be able to adopt different approaches suited to different parts of the profession.
For solicitors and law firms, the decision does not remove the wider expectation that equality, diversity and inclusion should remain part of effective regulation and professional development. Regulators will continue to be assessed on how effectively they meet their responsibilities in this area.
The LSB also highlighted its continuing involvement in wider sector initiatives. It is a member of the Judicial and Legal Diversity Board, which brings together government, the judiciary, the Judicial Appointments Commission and organisations representing the legal professions to address barriers to judicial careers.
The regulator has also brought together its published equality, diversity and inclusion resources, including research, diversity data and material designed to help organisations evaluate their initiatives.
The decision therefore represents a change in regulatory method rather than a withdrawal from the objective of building a more diverse legal profession.
Frequently asked questions
Has the Legal Services Board abandoned its diversity objective?
No. The LSB said encouraging an independent, strong, diverse and effective legal profession remains a statutory regulatory objective shared with the legal regulators.
Why is the LSB not introducing the proposed statutory statement?
The LSB said consultation responses raised concerns about applying a single policy across regulators with different statutory frameworks and operating models. Respondents also highlighted the potential resource impact, particularly for smaller firms.
Will the 2017 diversity guidance still apply?
Yes. The LSB confirmed that its 2017 statutory guidance on encouraging a diverse workforce will remain in place.
How will the LSB monitor regulators?
The LSB will assess progress through its regulatory performance framework and risk-based oversight, including consideration of the action regulators take and whether they can demonstrate that their approaches are effective.
Does the decision mean diversity regulation is no longer important?
No. The LSB has said that diversity remains a statutory regulatory objective. The change concerns the method used to encourage progress, with greater emphasis on flexible approaches developed by individual regulators.
What other diversity work is the LSB continuing?
The LSB said it will continue collaborating with organisations across the sector, including through the Judicial and Legal Diversity Board. It has also made its published equality, diversity and inclusion resources available to regulators, professional bodies, employers and others.