New Diversity strategy targets race, disability, and senior judicial appointments after years of slow progress
The judiciary of England and Wales has launched a new five-year Diversity and Inclusion Strategy, acknowledging persistent shortcomings in representation and workplace culture, including the fact that Black judges continue to account for just 1% of the judiciary despite more than a decade of reform efforts.
The Judicial Diversity and Inclusion Strategy 2026–2030, published in January, sets out a renewed framework aimed at improving representation, fostering inclusive working environments and strengthening career development across all judicial roles. It builds on the previous 2020–2025 strategy, which judicial leaders say created important foundations but did not resolve entrenched disparities.
The strategy identifies three headline objectives. These are to promote dignity and respect across the judiciary, increase diversity within the applicant pool for judicial office, and support the career progression of both salaried and fee-paid judges. Responsibility for delivering these aims is placed on all judicial office holders, with leadership judges expected to play a central role.
For the first time, the judiciary has formally identified the stagnation in the number of Black judges as an “area of acute need”. Published diversity data confirm that Black representation has remained at 1% for more than ten years. Alongside race, the provision of reasonable adjustments for disabled judicial office holders has been designated a second urgent priority.
A third focus area for the opening year of the strategy is the lack of diversity at the most senior levels of the judiciary, particularly in the High Court and above. The judiciary has acknowledged that progress achieved in lower courts and tribunals has not translated into meaningful change within senior judicial ranks.
The strategy also responds to evidence from the Judicial Attitude Survey, which indicates that judges with protected characteristics are more likely to experience bullying, harassment, discrimination or exclusionary behaviour. In response, leadership judges will be required to report annually on diversity and inclusion practices. New guidance and training will be developed to clarify unacceptable conduct and strengthen accountability.
Improved reporting pathways and support structures are also promised, with the stated aim of creating an environment in which concerns can be raised and addressed effectively.
Solicitors are a key focus of the strategy’s outreach ambitions. The judiciary has committed to expanding mentoring, shadowing and outreach schemes targeted at under-represented groups, including solicitors, disabled lawyers and those from socially disadvantaged backgrounds. The Judicial Outreach Mentoring Scheme and Judicial Workplace Shadowing Scheme will continue throughout the life of the strategy, with enhanced tracking of participant outcomes.
The judiciary has reiterated that outreach activity is designed to remove barriers rather than confer advantage, and that appointments will continue to be made on merit.
Progress will be reviewed twice a year, with annual public updates and a full evaluation scheduled for 2030. Judicial diversity statistics will continue to be published annually to inform future priorities.