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Anti-Racism Statement 2025

At a time when the need for EDI programmes is being questioned in some quarters, despite substantial data and evidence of continuing disparities in opportunity, the Inn unambiguously affirms its commitment to equality, diversity and inclusion as one of its core values.

Equality, diversity and inclusion are not new concepts for The Inner Temple. The Inn introduced a Master of Diversity in 2009 who oversaw the introduction of our Equality & Diversity Policy and E&D training for members and staff (recently updated and made mandatory for all those involved in governance and volunteering). In 2019 the Equality, Diversity and Inclusivity Sub-Committee was formed, comprising a diverse group of Governing Benchers and members, each selected due to their expertise on EDI issues. The committee meets five times a year and membership is refreshed annually in order for the Inn to benefit from new perspectives and approaches. The committee reports to the Executive Committee and has a remit for addressing all matters concerning equality, diversity and inclusion relating to the Inn’s activities; overseeing policies and initiatives to widen access to and strengthen diversity in our membership and staff; and providing advice and assistance to the Inn in highlighting and considering ways in which our activities can assist in breaking down barriers to accessing the profession. EDI is embedded throughout the Inn’s work, structure and culture.

The Inner Temple welcomes the valuable reports published by the Bar Council in relation to Race at the Bar, including the most recent report ‘Race at the Bar: Three Years On’ and encourages all members to take some time to read it, together with the Race Equality Toolkit – available below:

This valuable and informative report shows some progress since the original report in 2021 – for example, the pupillage-to-tenancy conversion rates are comparable between different ethnic groups; overall representation of minority ethnic barristers at the Bar and the total number of silks from minority ethnic backgrounds is improving; and leadership both nationally and on circuit has become more diverse, which is helping to improve the landscape. However, the report also indicates that there are still significant problems faced by Black barristers, who, for example, are less likely to get immediate tenancy, and only represent a low number of KCs – the number of Black women silks has remained static at eight in total since 2022. It is perhaps helpful to note that this report’s findings show that “attitudes at the Bar have shifted to the extent there is now widespread acceptance that there are serious structural and cultural challenges around race” and that “since the 2021 report, the spotlight on race has prompted many chambers and organisations to look at their policies and culture and take active steps to address inequalities and promote inclusivity”.

It is clear that there is much more that can be done, particularly in relation to the experience of Black barristers and Black aspiring barristers, students and pupils. The Race Equality Toolkit offers meaningful guidance and actions that chambers and organisations can take to act on race inequality.

The Inn acknowledges the harm caused by racism and discrimination in all its forms, and that racism is a major obstacle to racial equality. We also recognise that structures and practices that create or perpetuate racial inequality or discrimination are incompatible with a meritocracy. The Inner Temple is committed to a policy of fairness and equality of opportunity and to being an anti-racist organisation. We believe that means not merely refraining from acting in a racially discriminatory way but taking proactive steps to make changes that promote racial equality within our organisation and in our work.

We recognise our duty to seek to identify and eliminate discrimination by reviewing our systems, policies and practices, and addressing attitudes and cultures which inhibit equality. Our aim is to promote diversity, inclusivity and equality of opportunity for all individuals, regardless of race, or any other protected characteristic or social background. We will do this by:

  1. continuing to monitor our activities to ensure that they are devised with inclusion and equality of opportunity in mind and that decisions are made by reference to sound, objective criteria and based on merit, personal skill and ability.
  2. continuing to require all our members who generously dedicate their time and expertise to education and training at the Inn, and those involved governance (as well as all our staff), to complete mandatory EDI training.
  3. continuing to provide scholarships, education and training programmes and other events to encourage visibility, and to provide an environment and culture where members can be open about the challenges they face within the profession in order to identify ways in which these challenges can be overcome.

Finally, we urge all of our members to call out discrimination. If any member has any concerns about racism or any other forms of discrimination or harassment, please refer to the Inns of Court Anti-Harassment Policy and reporting procedure here or visit Talk to Spot, the Bar Council’s secure online tool to support anyone working at and around the Bar to confidentially raise concerns about inappropriate and abusive behaviour.