Alexander Korenberg's IP Inclusive Leaders’ Pledge

Alexander Korenberg'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 

  • Putting my name to a public statement of the organisation’s commitment to D&I and of its D&I objectives, strategy and policies 

  • Acting as an ally to, and champion for, colleagues from under-represented groups 

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

  • Acting as, or appointing, a D&I champion at board/partnership level 

  • Including D&I as a standing agenda item at board/partnership meetings 

  • 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:

  • Building a culture in which the whole of my organisation is involved in the quest for D&I 

  • Recognising D&I-related achievements in performance evaluation and professional development systems 

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

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

  • Introducing a zero-tolerance policy on discrimination and harassment 

  • 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 

  • Setting up informal mentoring or buddy schemes so that all staff have a trusted friend to speak with one-to-one, separate to their line manager, if they wish 

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

  • Introducing a reverse mentoring scheme for senior staff to learn from more junior professionals and professionals in under-represented groups; participating in that scheme myself 

  • Providing allyship, privilege awareness and/or unconscious bias training for staff at all levels, including board/partnership level 

6. Sharing my privileges, by:

  • Involving my organisation in some form of outreach scheme to improve access to the IP professions (eg a work experience, internship, sponsored placement or similar scheme), working where appropriate with outreach charities and community interest groups  

  • 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:

  • Establishing fair, diversity-enhancing recruitment and promotion procedures throughout my organisation 

  • 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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