Caelia Bryn-Jacobsen'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:

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

• 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 system
   

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

• Reinvigorating an internal D&I forum with representatives from all roles and all levels within the organisation

• Attending some of the forum’s meetings myself
   

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

• Being actively involved in one it more IP Inclusive Communities and feeding back my learning to my colleagues

• 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:

• Involving my organisation in some form of outreach scheme to improve access to the IP professions 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