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Judicial Diversity and Inclusion Strategy 2020-2025 published


11 November 2020
Judicial Diversity and Inclusion Strategy 2020-2025 published

A Judicial Diversity and Inclusion Strategy has been published for 2020-2025, setting out several objectives to increase the diversity of the judiciary. In the strategy’s foreword, the Lord Chief Justice describes its aims as to ‘capture talent that is currently lost to us and help cement the confidence of the public that the judiciary broadly reflects society’.

The five-year strategy outlines four core objectives:

  • Creating an environment in which there is greater responsibility for and reporting on progress in achieving diversity and inclusion. Responsibility will rest with judicial office holders in leadership and management positions, who will receive training and support. Supporting documents and frameworks will be introduced from Spring 2021
  • Supporting and building a more inclusive and respectful culture and working environment within the judiciary. This will include training (both induction and continuation) on the topic of bias. An audit of all training will be undertaken by the end of 2021 to identify what training is being delivered on diversity and inclusion, and a comprehensive update to the Equal Treatment Bench Book is expected in early 2021. Wellbeing and resilience within the judiciary will also be supported and developed, with proactive work undertaken to promote positive mental health
  • Supporting and developing the career potential of existing judges. By 2022, leadership judges will have received training to provide focused support for the career aspirations of all serving judicial office holders. The Judicial Diversity Committee will continue to offer application seminars, information and support to judicial office holders wishing to progress their judicial careers
  • Supporting greater understanding of judicial roles and achieving greater diversity in the pool of applicants for judicial roles. Online platforms will be used to support and built outreach in local communities and in under-represented groups, utilising case studies and visible role models. The strategy promotes collaborative working with partners including the Ministry of Justice, HMCTS, the Judicial Appointments Commission and Public Legal Education charities to connect with communities and promote routes into the judiciary. Diversity and Community Relations Judges and magistrates will continue to engage with communities and increase understanding and awareness of the judiciary and of judicial careers

 

The strategy also commits to improving its collection and reporting of diversity data to inform and improve policies, procedures and practices. This includes the capture and analysis of data of the magistracy profiles within each Advisory Committee. By March 2021 all judicial office holders will be encouraged to self-classify against a wider range of diversity characteristics, while data on patterns and trends will also be published. By Autumn 2021 the Judicial Diversity Committee will evaluate and review its initiatives, using the findings to focus future activity.

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