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Senior barristers reflect on the progress made since the publication of Race at the Bar: A Snapshot Report in 2021, as well as the persistent challenges and cultural shifts still needed. Interviews by Mariam Diaby
Race equality at the Bar remains a work in progress. The Bar Council’s Race at the Bar: Three years on report presents a mixed narrative: notable advancements in some areas, yet stagnation in others.
To delve into the report’s findings, I sought reflections from Laurie-Anne Power KC, Co-Chair of the Race Panel; Simon Regis CBE, Chair of the Employed Barristers’ Committee and former Co-Chair of the Race Panel; Eleena Misra KC, Chair of the Law Reform Committee; Jason Pitter KC, Leader of the North Eastern Circuit; and Harpreet Sandhu KC, Leader of the Midland Circuit.
As the 2024 report emphasises, a ‘community problem requires a community solution’. This sentiment resonated with the barristers who acknowledged the progress made while recognising the significant work that remains.
Regis observed that the profession can take comfort from some of the progress made since the 2021 report, highlighting Barbara Mills KC’s appointment as Chair of the Bar 2025: ‘That achievement is not to be understated and must be actively celebrated.’
Sandhu agreed: ‘While there is much for us to do, our work – work we must all undertake together – has begun in earnest. It is heartening to see that the Bar is more ethnically diverse and that some contributors to the research feel the Bar is beginning to feel more inclusive.’
‘There has been some progress in terms of race equality, but it is very modest,’ said Misra, acknowledging the likely frustration for those wishing to see a more diverse Bar and Bench. However, she stressed the need to consider the overall population statistics and the number of minority ethnic practitioners to maintain perspective.
Pitter said that the greater willing for us to move in the right direction is a testament to the way the Bar as a whole, and on Circuit, has engaged with the issues raised in the 2021 report. He underlined that notable advances have not been as uniform as they should have been. Emphasising the need for continued joint effort, he explained: ‘We must do what we can to encourage and support our members and key entities to maintain and increase our trajectory in the right direction.’
One key finding highlighted disparities in conversion rates from pupillage to tenancy. While overall rates are similar across ethnic groups, Black pupils face specific challenges: they are less likely to secure immediate tenancy where they trained, more likely to be offered probationary tenancy, and disproportionately represented among those who initially become squatters.
Power stated that this data is the clearest indicator that race inequality is not just an issue at entry level but persists through the early years of practice, which could of course be determinative of a person’s career trajectory. She hopes that chambers will consider this data when implementing education and training initiatives with an enhanced focus on these differences.
Misra stressed the need to address root causes, noting that tenancy recruitment practices vary widely. Power added that acknowledging the experiences of minority ethnic pupils navigating a culture which may be unfamiliar as an ‘an important step in making the profession more inclusive’. She pointed out that the parity across racial groups in securing tenancy is ‘an encouraging point to advance.’
Another key finding was that Black and Asian barristers consistently earn less than their White colleagues at every stage, from junior barristers to silks. ‘The harm caused by earnings disparity goes beyond financial remuneration – it directly impacts career progression, personal affairs, and can even become a barrier to applying for silk,’ said Power.
Misra described earnings disparity as ‘a matter of serious concern’. She highlighted the patronage system of led work – which, though antiquated, remains the norm – and affinity bias as barriers that require systemic change.
Power called for conscious clerking and promotion of those who are most affected to level the playing field: ‘This isn’t about positive discrimination to the detriment of male barristers but about ensuring equality of opportunity for all.’
The 2024 report noted an increase in minority ethnic silks, especially among Asian and mixed-race barristers. However, the number of Black KCs remains critically low, sitting at 26 and including just eight Black women – a figure unchanged from 2022. On the judicial appointment front, there has been no progress on the number of minority ethnic candidates being recommended to become judges since 2021.
Pitter found these numbers unsurprising: ‘While there are some improvements, it is plain there is more that needs to be done. The reasons for the lack of progress are nuanced, complex, and intertwined with other factors, including socio-economic challenges.’
Misra added: ‘As a non-White British woman in silk, also holding a judicial appointment, I do not feel I faced any barriers, but I am acutely aware that my experience is but one of many. It is more important to listen to those who have faced tougher journeys.’
On the representation of Black women silks, Power noted that the use of the standard Census categories meant the current figure of women who identify as Black is higher. ‘If you are Black and mixed with any other race, according to Census you are not classified as “Black”. The only applicable box would therefore be “Mixed Ethnicity” regardless of whether you identify as being Black or not,’ she explained.
Therefore, she emphasised the importance of looking at the wider picture in considering the number of Black silks. ‘It may be that in the future there will be a way in which the mix of race referred to is particularised so as to give a clearer, more reflective picture of progress,’ she suggested.
Workplace culture was one of the most challenging areas identified in the report. Barristers from minority ethnic backgrounds reported lower job satisfaction and higher rates of bullying, harassment, and discrimination compared to their White colleagues.
‘This is the more amorphous and intangible aspect of life at the Bar,’ Regis observed. ‘But culture is such an important factor of your professional life that it cannot be ignored.’
Despite these concerning findings, he pointed to signs of hope, such as positive reflections on collaboration and the Bar Council’s new Race Equality Toolkit, which provides practical steps to improve workplace culture.
Recognising the diverse needs across the profession, the report also highlighted key recommendations that are applicable to specialist Bar associations, Inns of Court and Circuits. Such recommendations include sharing good practice on implementing race equality interventions and programmes.
Pitter welcomed this approach, noting that substantive change requires time and resources, and that needs differ between London and the Circuits.
Sandhu added that the Circuits’ ‘commitment will be reinforced by incorporating the report’s key recommendations into their work’.
The Bar’s continued progress hinges on collective action to tackle structural inequalities, foster a more inclusive culture, and ensure equality at all levels.
To aspiring barristers, race equality has never been more firmly on the Bar’s agenda. There are genuine efforts being made across the profession and a growing number of support networks. I hope the ongoing work does not deter you but continues to inspire your pursuit of ambitions, knowing that the Bar is working, as a community, to become more inclusive.
Mariam Diaby is a policy analyst for equality and diversity and CSR at the Bar Council. She is also undertaking the Barrister Training Course at BPP and is a Middle Temple Scholar.
Race equality at the Bar remains a work in progress. The Bar Council’s Race at the Bar: Three years on report presents a mixed narrative: notable advancements in some areas, yet stagnation in others.
To delve into the report’s findings, I sought reflections from Laurie-Anne Power KC, Co-Chair of the Race Panel; Simon Regis CBE, Chair of the Employed Barristers’ Committee and former Co-Chair of the Race Panel; Eleena Misra KC, Chair of the Law Reform Committee; Jason Pitter KC, Leader of the North Eastern Circuit; and Harpreet Sandhu KC, Leader of the Midland Circuit.
As the 2024 report emphasises, a ‘community problem requires a community solution’. This sentiment resonated with the barristers who acknowledged the progress made while recognising the significant work that remains.
Regis observed that the profession can take comfort from some of the progress made since the 2021 report, highlighting Barbara Mills KC’s appointment as Chair of the Bar 2025: ‘That achievement is not to be understated and must be actively celebrated.’
Sandhu agreed: ‘While there is much for us to do, our work – work we must all undertake together – has begun in earnest. It is heartening to see that the Bar is more ethnically diverse and that some contributors to the research feel the Bar is beginning to feel more inclusive.’
‘There has been some progress in terms of race equality, but it is very modest,’ said Misra, acknowledging the likely frustration for those wishing to see a more diverse Bar and Bench. However, she stressed the need to consider the overall population statistics and the number of minority ethnic practitioners to maintain perspective.
Pitter said that the greater willing for us to move in the right direction is a testament to the way the Bar as a whole, and on Circuit, has engaged with the issues raised in the 2021 report. He underlined that notable advances have not been as uniform as they should have been. Emphasising the need for continued joint effort, he explained: ‘We must do what we can to encourage and support our members and key entities to maintain and increase our trajectory in the right direction.’
One key finding highlighted disparities in conversion rates from pupillage to tenancy. While overall rates are similar across ethnic groups, Black pupils face specific challenges: they are less likely to secure immediate tenancy where they trained, more likely to be offered probationary tenancy, and disproportionately represented among those who initially become squatters.
Power stated that this data is the clearest indicator that race inequality is not just an issue at entry level but persists through the early years of practice, which could of course be determinative of a person’s career trajectory. She hopes that chambers will consider this data when implementing education and training initiatives with an enhanced focus on these differences.
Misra stressed the need to address root causes, noting that tenancy recruitment practices vary widely. Power added that acknowledging the experiences of minority ethnic pupils navigating a culture which may be unfamiliar as an ‘an important step in making the profession more inclusive’. She pointed out that the parity across racial groups in securing tenancy is ‘an encouraging point to advance.’
Another key finding was that Black and Asian barristers consistently earn less than their White colleagues at every stage, from junior barristers to silks. ‘The harm caused by earnings disparity goes beyond financial remuneration – it directly impacts career progression, personal affairs, and can even become a barrier to applying for silk,’ said Power.
Misra described earnings disparity as ‘a matter of serious concern’. She highlighted the patronage system of led work – which, though antiquated, remains the norm – and affinity bias as barriers that require systemic change.
Power called for conscious clerking and promotion of those who are most affected to level the playing field: ‘This isn’t about positive discrimination to the detriment of male barristers but about ensuring equality of opportunity for all.’
The 2024 report noted an increase in minority ethnic silks, especially among Asian and mixed-race barristers. However, the number of Black KCs remains critically low, sitting at 26 and including just eight Black women – a figure unchanged from 2022. On the judicial appointment front, there has been no progress on the number of minority ethnic candidates being recommended to become judges since 2021.
Pitter found these numbers unsurprising: ‘While there are some improvements, it is plain there is more that needs to be done. The reasons for the lack of progress are nuanced, complex, and intertwined with other factors, including socio-economic challenges.’
Misra added: ‘As a non-White British woman in silk, also holding a judicial appointment, I do not feel I faced any barriers, but I am acutely aware that my experience is but one of many. It is more important to listen to those who have faced tougher journeys.’
On the representation of Black women silks, Power noted that the use of the standard Census categories meant the current figure of women who identify as Black is higher. ‘If you are Black and mixed with any other race, according to Census you are not classified as “Black”. The only applicable box would therefore be “Mixed Ethnicity” regardless of whether you identify as being Black or not,’ she explained.
Therefore, she emphasised the importance of looking at the wider picture in considering the number of Black silks. ‘It may be that in the future there will be a way in which the mix of race referred to is particularised so as to give a clearer, more reflective picture of progress,’ she suggested.
Workplace culture was one of the most challenging areas identified in the report. Barristers from minority ethnic backgrounds reported lower job satisfaction and higher rates of bullying, harassment, and discrimination compared to their White colleagues.
‘This is the more amorphous and intangible aspect of life at the Bar,’ Regis observed. ‘But culture is such an important factor of your professional life that it cannot be ignored.’
Despite these concerning findings, he pointed to signs of hope, such as positive reflections on collaboration and the Bar Council’s new Race Equality Toolkit, which provides practical steps to improve workplace culture.
Recognising the diverse needs across the profession, the report also highlighted key recommendations that are applicable to specialist Bar associations, Inns of Court and Circuits. Such recommendations include sharing good practice on implementing race equality interventions and programmes.
Pitter welcomed this approach, noting that substantive change requires time and resources, and that needs differ between London and the Circuits.
Sandhu added that the Circuits’ ‘commitment will be reinforced by incorporating the report’s key recommendations into their work’.
The Bar’s continued progress hinges on collective action to tackle structural inequalities, foster a more inclusive culture, and ensure equality at all levels.
To aspiring barristers, race equality has never been more firmly on the Bar’s agenda. There are genuine efforts being made across the profession and a growing number of support networks. I hope the ongoing work does not deter you but continues to inspire your pursuit of ambitions, knowing that the Bar is working, as a community, to become more inclusive.
Senior barristers reflect on the progress made since the publication of Race at the Bar: A Snapshot Report in 2021, as well as the persistent challenges and cultural shifts still needed. Interviews by Mariam Diaby
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