Saturday, July 24, 2021


The National Law School of India Review (“Journal”) is a student-run, peer-reviewed, academic journal. The journal’s editorial team is cognisant of the lack of diversity and representation of scholars from marginalised and vulnerable communities in the legal academia. It also acknowledges the undesirable consequences of such lack of diversity, namely the unconscious bias, on the integrity of the editorial process. Hence, the editorial team is committed to ensure that its editorial processes and outcomes do not deny academic/professional advancement opportunities to anyone on account of their structural disadvantages. Hence, we strive for maximum transparency in how we approach selection opportunities. This ‘Diversity and Inclusion Statement’ (“Statement”) describes our efforts to actively mitigate the exercise of unconscious bias. This is intended to educate our staff, editors, authors and reviewers about how unconscious bias can be identified and how it can be overcome. All persons associated with the Journal, in the capacity of author, reviewer, and editor, are expected to acquaint themselves and adhere to the terms of this Statement.

1. Composition of Editorial Board

The journal strives for greater transparency and diversity with regards to editors and board members. Consequently, the selection process for trainee editors provides for compensatory points on the basis of a multi-dimensional deprivation index. The year-round training and mentorship is aimed at providing these trainees from diverse backgrounds a level playing field in the competitive selection process for the editorial positions.

2. Editorial Review Process

All editors and members of the journal’s team are required to take the Harvard Implicit Association Test so as to identify and rectify various manifestations of unconscious bias. The journal follows a rigorous double blind peer review process where complete anonymity about the identity of the author is maintained. All editors are required to ensure that they are cognisant of the concerns for diversity while inviting practitioners and scholars to contribute to the journal. The editorial team regularly conducts internal briefings to raise staff awareness about unconscious bias. The team also periodically review the individual and team efforts to eliminate unconscious bias.

3. Workshop/Symposia Opportunities

The journal organises a number of academic workshops and research symposiums every year. Considering the exclusionary socio-economic and gender barriers preventing the participation of scholars from marginalised backgrounds, the organising committee covers the full cost of air travel, logistics and accommodation for the academicians participating in its programmes. Moreover, the organising teams take positive steps to reach out to presenters and speakers from marginalised backgrounds in order to prevent unconscious bias and enrich the academic engagements

4. Citational Practices

In view of the emerging evidence of under-representation of female and minority scholars in academic scholarship, the NLSIR is committed to ensure just and fair intellectual acknowledgement through citations, regardless of race, gender, class, professional standing, or other categorical attributes. To that end, our submission guidelines specifically mention the need for inclusive citational practices on part of the authors. We also require our editors and peer reviewers to be cognisant of the representativeness of citational practices manifested in the submissions.

5. Peer Reviewers

The NLSIR Peer Review Policy provides for the positive duty of the editorial board to invite a representative cohort of peer reviewers or referees with due regard to gender and social diversity.

6. Further Information

The Journal has its own official website at with information about the aims and scope, members of the editorial board and advisory board, the publishing process, editorial policy, peer review policy, diversity policy, subscriptions, and contact information.

Any queries or complaints regarding the information provided above or otherwise may be addressed to the Editor-in-Chief at [email protected]

7. References

The following links may be used for further reading on the subject matter, and to understand the best practices adopted herein.

1. Unconscious bias <> accessed 11 July 2020.
2. Cambridge Global Constitutionalism Manuscript Submissions <> accessed 12 July 2020.
3. Harvard Implicit Association Test <> accessed 11 July 2020.
4. Gender Bias in Peer Review < lerback/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+ScholarlyKitchen+%28The+Scholarly+Kitchen%29> accessed 13 July 2020.