Elizabeth Crooks' IP Inclusive Leaders’ Pledge

Elizabeth Crooks' 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:

  • Ensuring an internal D&I  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


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

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

  • 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 (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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