Equality, diversity and inclusion

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 equality@ipem.ac.uk

 

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:

 

 

  • Communicate our commitment to equality and inclusion principles and practices.
  • Appoint a Trustee level Diversity Lead (currently Member Trustee Kimberley Saint).
  • Take action to increase diversity amongst those in professional engineering membership and registration. 
  • Monitor and measure progress.
  • Facilitate collaboration and share good practice with other professional bodies.

 As part of this commitment we were involved in the development of and are participating in the Diversity and Inclusion Progression Framework for professional bodies.

 Read an update on the framework in the RAE's latest newsletter on Equality and Diversity issues.

 

Royal Academy of Engineering - video series profiling LGBT engineers

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:


 

Examples of  specific action we have taken:

 
 
     

Encouraged female members to apply for Fellowship, to redress the gender balance in this area of membership which currently has only 10% female members.

  • Featured members of different ages, gender and backgrounds in our careers and other materials and videos.
  • Provided all staff with training on good equality and diversity practice, and undertaken diversity monitoring of all staff and job applicants.
  • Communicated relevant research and information to our members, for example the reports for employers listed below.
  • Promoted relevant events and activites such as WISE and National Inclusion Week.
  • Invited members to form networks for any specific groups within the membership, if they wish to do so.

Understanding unconscious bias

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. Part of their training included watching a film produced by the Royal Society, which can be found here. IPEM encourages all members who take part in selection, interview or awards panels to view this short and informative film, which will help them to recognise their own unconscious bias.  

With thanks to the Royal Society for allowing IPEM to use their film ‘Understanding unconscious bias’.


Diversity and Equality Information 

 

 A House of Commons and InterEngineering Report:

 Engineering Action:  Tackling Homophobia in Engineering
   A report from the Royal Academy of Engineering:
ncreasing diversity and inclusion in engineering – a case study toolkit - See more at: http://www.raeng.org.uk/policy/diversity-in-engineering/bis-programme/employers#sthash.Eeb9SNVM.dpuf
Increasing diversity and inclusion in engineering – a case study toolkit - See more at: http://www.raeng.org.uk/policy/diversity-in-engineering/bis-programme/employers#sthash.Eeb9SNVM.dpuf


Increasing diversity and inclusion in engineering -
 a case study toolkit
 

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

 

 

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