Adam Cohn's IP Inclusive Leaders’ Pledge

Adam Cohn's IP Inclusive Leaders’ Pledge

I commit to:

1. Providing visible and proactive leadership to improve D&I in my organisation, by:

  • Being personally involved in, and contributing to, D&I projects and events

  • Having the courage to speak out about difficult D&I issues and share my own experiences


2. Taking D&I seriously at the highest level, by:

  • Including D&I in my organisation’s corporate strategy and business plans

  • Allocating corporate budget to D&I work

  • Encouraging my senior colleagues to do as I do to provide visible and proactive leadership on D&I issues


3. Embedding and valuing D&I throughout the organisational culture, by:

  • Encouraging and allowing time for staff to work on D&I-related projects and training (including outreach and wellbeing initiatives)

  • Ensuring that internal communications regularly include D&I-related content


4. Building trust and safe spaces throughout the organisation, by:

  • Ensuring that forum includes, and/or has access to, a D&I champion at board/partnership level

  • Attending some of the forum’s meetings myself

  • Encouraging all staff, at all levels, to bring their whole selves to work and speak openly about their identities

  • Leading by example in sharing my own identity and experiences


5. Educating myself and my colleagues about D&I issues, by:

  • Adding key D&I-related awareness dates (eg LGBT+ History Month, Black History Month, International Women's Day) to the organisation’s internal calendar and encouraging staff to learn about and mark those dates


6. Sharing my privileges, by:

  • Encouraging staff in all roles and at all levels to get involved, and leading by example with my own involvement


7. Insisting on equity, by:

  • Regularly reviewing the procedures with HR colleagues to evaluate their impact on D&I levels in the organisation and if necessary improve them


8. Working closely with HR and management colleagues to achieve this, by:

  • Involving HR personnel in board/partnership level decision making on D&I-impacting issues

  • Encouraging involvement of board/partnership level colleagues in HR communications, conversations and projects

     

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