We have published our second Anti-Racist Strategy progress report, alongside an action plan setting out priorities for the next six months as we work to embed anti-racism across the organisation.
The report highlights progress made during the second year of our Anti-Racist Strategy 2024–2027, which aims to create an inclusive workplace where everyone feels respected, valued and able to thrive. As a regulator, we recognise our responsibility to lead by example and uphold high standards in our own approach to equality, diversity and inclusion.
Achievements over the past year include the introduction of anti-racism e-learning, completed by 86% of our staff, and a Race in the Workplace survey with a 74% completion rate. The findings show that 79% of colleagues from minoritised ethnic backgrounds feel their backgrounds are respected by colleagues, an increase of 20 percentage points since 2021.
We have also introduced an anti-racism commitment into our Board Code of Conduct, launched a new whistleblowing and dignity at work reporting tool, and set our first ethnic diversity target for management-level roles: 25–30% of colleagues in job levels 1–4 to come from minoritised ethnic backgrounds by 2031.
Our report also recognises the challenges that remain. The proportion of colleagues from minoritised ethnic backgrounds in management roles fell from 26% in 2024/25 to 17% in 2025/26, highlighting the need to strengthen career development and progression pathways. We will continue to use staff feedback and workforce data to identify where further action is needed.
Our action plan, covering October 2026 to April 2027, sets out the next steps to embed anti-racism into everyday working practices. Priorities include:
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launching a Values and Behaviours Framework that incorporates anti-racism,
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training to help reduce bias in performance processes,
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strengthening career development and progression into management,
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publishing workforce data on recruitment and progression, and
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improving confidence in reporting workplace concerns through our whistleblowing and dignity at work tool.
Phil Golding, Director General, The Bar Standards Board, said:
“I am proud of the progress we have made, but we recognise there is more to do. Our action plan sets out practical next steps, from tackling bias in performance processes to improving career progression and confidence in reporting concerns. As we work with the profession to promote equality of opportunity, it is vital that we practise what we preach and embed anti-racism into our everyday work.”
