Nick Shipp'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

• Publicising my commitment in regular corporate communications, both internally and externally

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

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

   

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

• 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

• Encouraging all staff, through those systems and targets, to:

  • champion under-represented groups, in particular when allocating work within teams

  • seek out and value diversity in their teams

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

• 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:

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

6. Sharing my privileges, by:

• Widening the channels through which we advertise vacancies in the organisation, including through external recruitment consultants

• Where feasible, adopting the IP Inclusive guidelines on recruiting for social mobility See https://ipinclusive.org.uk/resources/recruiting-for-social-mobility/ and on improving social mobility and access to the IP professions See https://ipinclusive.org.uk/resources/steps-to-improve-social-mobility-and-access-to-the-ip-professions/

7. Insisting on equity, by:

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

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

• Allowing them access to D&I-related training and professional development and valuing the expertise they acquire from it