The Bar Standards Board (BSB) has recognised the need to strengthen diversity in its management ranks and is preparing to set targets to achieve this, with nearly half of the regulators staff now coming from ethnic minority backgrounds. 

Figures published in a progress report on the BSB’s three-year anti-racist strategy show that the proportion of minority ethnic staff rose from 41% to 47% by the end of 2024. At a management level, however, the percentage dropped slightly over the same time period, from 29% to 26%. 

The regulator said it had “agreed in principle the identification and setting of targets for diversity” at management level, after reviewing the approaches taken by other regulators. It noted, however, that there had been “significant progression” in the proportion of managers from Black backgrounds, which increased from 9% to 13% 

The anti racist strategy, launched last summer with a year one action plan, sets out the BSB’s ambition to become an explicitly anti-racist organisation and to lead by example within the profession.  

Achievements and Next Steps 

The report highlights the “engagement and support of colleagues” as its biggest achievement to date, with many staff volunteering their time to advance diversity and inclusion initiatives. Other milestones included: 

• The senior leadership team adopting a race equality objective to encourage participation in diversity learning events 
• More than 100 staff completing compulsory race relations training 
• Amendments to the board’s code of conduct to include a formal commitment to anti-racism 

The BSB said it had identified that white colleagues were “slightly more likely” to secure promotions than those from minority backgrounds. It pledged to continue monitoring internal moves and promotions annually to track any emerging trends. 

Looking ahead, the regulator committed to boosting participation in learning and development programmes by staff from diverse backgrounds, improving data collection at the application, shortlist and offer stage of recruitment, and exploring the creation of an anonymous reporting tool to give staff confidence in reporting racism. 

Leadership Reflections 

Professor Leslie Thomas KC, board sponsor for the anti-racist strategy, said the progress report demonstrated the BSB’s commitment to turning words into action: 

“The legal profession must be a place where all individuals, regardless of background, can thrive, be respected, and feel they belong. That cannot happen unless we remain vigilant and committed to rooting out systemic bias wherever it persists.” 

He described the progress made as “a reminder of the distance we still need to travel” but emphasised that the regulator remains resolute in embedding anti-racist practice into all aspects of its work. 

Mark Neale, director general of the BSB, echoed that message: 

“Our progress shows our real commitment to promote a diverse and inclusive workplace. As we move forward, in partnership with the profession, to set out clear expectations of chambers and employers in promoting equality of opportunity, it is particularly important that we are seen to practise what we preach.”