Murgitroyd’s Anti-Racism Statement

Murgitroyd is committed to equality, inclusion, and creating better lives for all.

We stand with all Ethnic Minority communities against all forms of racism, whether overt, insidious, or structural, and we encourage our colleagues, clients, and profession to do the same.

We recognise that racism and discrimination are faced by Ethnic Minority communities every day, and the IP profession is not immune to these scourges. It is not enough for us simply to condemn racism; we must be actively anti-racist.

What does anti-racism mean to Murgitroyd?

It means we will endeavour to drive education throughout the business; embrace individuality; provide equality and equity; be empathetic and committed to improve others’ well-being; and provide allyship.

So, what are we actually doing?

We’ve formed our IM:PACT group to discuss and address these important issues and grown a number of existing teams to support this area:

  • Diversity and Inclusion
  • Community outreach and engagement
  • Charitable giving and support of charities through events and other activities; and
  • Environmental issues and corporate social responsibility

2021 will see enhanced awareness raising programmes from each of the groups.

We have developed a Focus on Race programme with the assistance of an external provider, which provides a structured racial awareness training scheme. The roll-out of this programme is ongoing, and we expect all colleagues in the business to have received this training by the end of 2021.

Our external partner is also conducting a focus group in early 2021 for our colleagues who identify as members of an Ethnic Minority, creating a safe space for honest, open discussion about their experiences working at Murgitroyd. The results of the focus group will be fully anonymised and fed back, to help us understand where we can improve our business to best support our Ethnic Minority colleagues.

We have also signed up to the Race at Work Charter to assist us as a business committing to five practical steps in support of that Charter:

  • Appoint an Executive Sponsor for race – our Sponsor is Gordon Stark, CEO
  • Capture ethnicity data and publicise progress
  • Commit at Board level to zero tolerance of harassment and bullying
  • Make clear that supporting equality and equity in the workplace is the responsibility of everyone not just leaders and managers; and
  • Take action that supports Ethnic Minority career progression

Intersectionality amplifies inequality for Ethnic Minorities. Murgitroyd is actively involved in several projects and initiatives to improve opportunities, access, and equality across all minority groups.

Our involvement includes:

  • Three of our senior colleagues Cath Coombes, Russell Thom and Steven Suer have signed up to be part of the CIPA and CITMA joint think tank, supported by IP Inclusive, to improve D&I across the IP profession.
  • Support for the Careers in Ideas schools programme, to raise awareness of the IP profession and the wide variety of routes to working within it.
  • Laurence Cheney is Lead of IP Inclusive Scotland network, and a number of colleagues host local IP Inclusive coffee programmes, where members of the profession gather to chat over topics suggested by the IP Inclusive communities, and share best practice ideas.
  • For graduate recruitment, our process has been reviewed to move away from CV use and to achieve consistency in applications for advertised roles and create a level playing field for applicants applying for those roles.
  • We are holding our first Graduate IP Recruitment Day in 2021, where interested candidates can come along and learn more about what is involved in becoming and being a Patent Attorney in an informal setting, including advice on the application and interview stages.

Murgitroyd stands with our Ethnic Minority colleagues, clients, and communities against all forms of racism.

We commit to being anti-racist, and doing everything we can to bring about positive change.

We encourage constructive suggestions and feedback to assist us on this journey.


Mary Quinn

Mary Quinn

Director, Human Resources

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