IP Inclusive Senior 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
  1. 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
  1. 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 all staff, through those systems and targets, to:
      • seek out and value diversity in their teams
      • champion under-represented groups, in particular when allocating work within teams
  1. 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
  1. 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
  1. 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
  1. 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
  1. 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


To find out more about the IP Inclusive Senior Leaders' Pledge, contact us.

Russel Thom Photo

Dr Russell Thom

Regional Head, Patents UK

Keep up to date with the latest news and legal updates, or learn more about protecting your intellectual property

News & insights
Keep up to date with our latest News and Comment.
View our latest event programme. If you are going or want to go - let us know!
Register early for our latest online seminars, experience in-depth presentations on current IP topics - very popular with IP Professionals.