Black Judges Remain at One Percent of UK Judiciary Since 2015, Statistics Show
The latest official statistics from the UK Ministry of Justice reveal a troubling stagnation in the representation of Black judges within the UK judiciary. Despite a gradual increase in judges from other ethnic minority backgrounds, the proportion of Black judges has remained at just 1% since 2015.
Between 2015 and 2025, the percentage of judges from all ethnic minority groups rose from 7% to 12%. However, the number of Black judges has not seen any corresponding increase during this period. This disparity has raised significant concerns among legal professionals and advocacy groups.
Barbara Mills, chair of the Bar Council of England and Wales, has criticized the slow pace of change. “Every year we are told that there is gradual progress being made towards a more diverse judiciary, but it’s far too slow for Black lawyers and this is no longer good enough,” she stated. Mills emphasized the need for a committed, broad-based effort to ensure the judiciary better reflects the diversity of the communities it serves.
A key issue highlighted by Mills is the disproportionate exclusion of Black lawyers at each stage of the recruitment process. She stressed the importance of transparency and scrutiny, arguing that the statistical disparities cannot be dismissed as insignificant. Addressing these structural barriers is seen as crucial to achieving meaningful change.
In response to these challenges, the UK Association of Black Judges (UKABJ) was recently launched. Barbara Mills attended the organization’s inaugural event, where she pledged her support in her dual roles as Bar Council Chair and deputy high court judge. The establishment of UKABJ is seen as a step toward fostering greater inclusion and representation within the judiciary.
The Judicial Diversity and Inclusion Strategy 2020-2025 has also aimed to drive progress by introducing new data collection on disability and social mobility, and encouraging judges to self-report diversity data. However, according to the Lady Chief Justice of England and Wales, progress overall remains too slow. She has reaffirmed her commitment to achieving a judiciary that better represents society and announced that the next strategy will set more ambitious targets through 2030.
In summary, the statistics paint a clear picture: Black judges remain at just 1% of the UK judiciary, unchanged since 2015, despite a broader rise in ethnic minority representation to 12%. Leadership from the Bar Council and judicial authorities acknowledges that progress is too slow, particularly for Black lawyers, and are calling for more robust efforts and investment. Structural barriers in the recruitment and promotion process continue to disproportionately affect Black candidates. Initiatives like the launch of the UK Association of Black Judges and new strategic plans signal a desire for substantial change, but the impact remains to be seen.
Deepening Concerns Over Recruitment Disparities and Structural Barriers
The 2025 annual report from the UK Ministry of Justice provides further context, including detailed definitions, methodology, and quality of the statistics, which are essential for interpreting the findings. This report underscores the complexity of the issue, highlighting the need for a more nuanced approach to addressing the underrepresentation of Black judges.
Lady Chief Justice of England and Wales has emphasized that while some progress has been made in certain areas, such as increased data collection on disability and social mobility, the overall pace of change remains insufficient. She has announced that the next Judicial Diversity and Inclusion Strategy, covering the period through 2030, will set more ambitious targets to address these disparities.
The UK Association of Black Judges (UKABJ), launched recently, aims to provide a platform for supporting Black judges and lawyers. Barbara Mills, chair of the Bar Council of England and Wales, attended the launch and expressed her commitment to fostering greater inclusion within the judiciary. The establishment of UKABJ is seen as a positive step toward addressing the systemic barriers faced by Black legal professionals.
Despite these initiatives, the persistent underrepresentation of Black judges raises questions about the effectiveness of current strategies. Advocates argue that more robust measures are needed to address the structural barriers that disproportionately affect Black candidates throughout the recruitment and promotion process. Greater transparency, accountability, and targeted support systems are being called for to ensure equitable opportunities for all legal professionals.
Conclusion
The underrepresentation of Black judges in the UK judiciary remains a critical issue, despite incremental progress in data collection and targeted initiatives. The 2025 UK Ministry of Justice report highlights the complexity of addressing recruitment disparities and structural barriers. While the launch of the UK Association of Black Judges and the upcoming Judicial Diversity and Inclusion Strategy are positive steps, advocates emphasize the need for more robust measures to ensure equitable opportunities. Greater transparency, accountability, and targeted support systems are essential to dismantle systemic barriers and achieve meaningful change in the judiciary.
Frequently Asked Questions
What is the current representation of Black judges in the UK judiciary?
The 2025 UK Ministry of Justice report highlights the persistent underrepresentation of Black judges, emphasizing the need for more nuanced approaches to address these disparities.
What are the main barriers to increasing diversity in the judiciary?
Structural barriers, including biases in the recruitment and promotion process, lack of targeted support, and insufficient transparency and accountability, disproportionately affect Black legal professionals.
What initiatives are in place to improve judicial diversity?
The UK Association of Black Judges (UKABJ) has been established to support Black judges and lawyers, while the upcoming Judicial Diversity and Inclusion Strategy aims to set more ambitious targets through 2030.
How can recruitment disparities be effectively addressed?
Advocates call for greater transparency, accountability, and targeted support systems to ensure equitable opportunities for Black legal professionals throughout the recruitment and promotion process.
