Nine in 10 chambers are taking action to tackle race inequality at the bar, latest figures published by the Bar Council suggest. However, limited time and resources are slowing down progress.
Following its landmark ‘Race at the Bar’ report, which found that barristers from ethnic minority backgrounds, and especially black and Asian women, faced systemic obstacles to building a sustainable and rewarding career, the Bar Council wanted to see what actions chambers have since taken.
A Bar Council ‘action plan’ lists 23 steps for chambers to take, including target setting and evaluation, monitoring income by ethnicity and better recruitment processes.
The progress report is based on the findings of 67 out of 322 chambers that responsed to an online survey in September.
According to the findings, 90% of respondents adopted at least one of the Race at the Bar report's recommendations.
Access to the bar was the most common focus for action, which included targeted work experience and diverse recruitment panels. Nearly half (46%) of respondents focused on retention of ethnic minority barristers while 49% took action in relation to improving progression, which included monitoring income and work distribution.
Nearly eight in 10 respondents took action to create a more inclusive culture, which included race awareness training and cultural activities.
Only 4% of respondents had not adopted any of the recommendations.
Common obstacles to tackling race inequality were lack of resources and time, the council said.
One respondent commented: ‘All these necessary initiatives take time to action – and this means self-employed barristers are taking a financial hit to make this important progress. That is fine (and affordable) in well-paid areas of the bar, but in criminal sets (like mine) people are making a major sacrifice. It is to the credit of members of my chambers that they are doing so without complaint.’
Barbara Mills KC and Simon Regis, co-chairs of the race working group, said: ‘Action so far has focused on access to the profession, but we will be failing if we don’t simultaneously ensure all ethnic minority barristers have equal access to quality work, progression opportunities and an environment free from discrimination.’
Bar chair Mark Fenhalls KC wanted those who have taken action to share their good practice and those who have yet to start ‘pick just one or two actions’.
