IPEM is committed to promote proactively a culture of equality, diversity and inclusion within our discipline as a professional body and as an employer. Our Equality Action Plan implements this commitment and our policy can be found here. If you have any comments or resources which you think would be useful to share with our members please contact Eva McClean. Inclusiveness is one of our three main strategic values.
By signing the Royal Academy of Engineering’s Engineering Diversity Concordat in October 2013 and the Science Council's diversity declaration in October 2014 we agreed to achieve the following objectives:
IPEM has started using the framework to evaluate all areas of our organisation with input from trustees, staff and members in the relevant areas:
1 Governance and leadership
2 Membership and professional registration
3 Meetings, conferences and events
4 Education and training, accreditation and examinations (delivered by IPEM)
5 Accreditation of education and training (delivered by others)
6 Prizes, awards and grants
7 Communications and marketing (promotion of IPEM, its activities and services)
8 Outreach and engagement (activities to engage and increase interest in STEM)
10 Monitoring and measuring
Each of areas are to be assessed on a 4 level scale:
1. EMERGING, data and insights just being gathered, action tends to be informal, isolated, bottom-up, one-offs.
2. TRANSFORMING the culture and systems of the organisation with clear evidence of change.
3. CASE FOR CHANGE is clear, Responsibility and accountability being formalised, guidelines being developed
4. WELL ESTABLISHED change, sustained senior level support in place, clear signs of change.
Once this is completed we will submit our analysis to an independent agency who will benchmark us against other professional science and engineering bodies and provide us with a report to help us identify areas that require improvements. Click here for more information or contact Eva McClean .
As part of IPEM’s continuing policy of promoting a culture of equality, diversity and inclusion, the Board of Trustees have undertaken training on recognising and dealing with unconscious bias.
We have put together a Training Document (based on a similar one of the Royal Society) and encourage all members who take part in selection, interview or awards panels to complete this training (can be used for CPD), which will help them to recognise their own unconscious bias. The link to this is here.
"I'd like to say that as a member of the LGBTQ+ community the fact that IPEM is taking these issues seriously is quite assuring"
"The unique challenges that are put in our paths, which reflect our backgrounds and individuality, most certainly differ and we are grateful they are being addressed by IPEM.”
A House of Commons and InterEngineering Report:
A report from NHS Employers about Diversity and inclusion
The Power of research in driving change: How to use research and data to promote inclusive workplaces
A Stonewall report from a YouGov Survey on
"Unhealthy Attitudes" in Health and Social Care
Royal Academy of Engineering - videos
The Royal Academy of Engineering, InterEngineering and Mott MacDonald have produced a series of videos profiling lesbian, gay, bisexual and transgender (LGBT) engineers. On 1st February 2017 Fiona Wall, IPEM's VP External, attended the video launch event on our behalf. To read Fiona's blog click here
The findings of the report on "Creating Inclusive cultures where all engineers thrive" were also summarised in a video.
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