We're delighted to publish, here, the finalised version of our 2018 Annual Report, incorporating a brief financial report for the year.
Please share as widely as you like.There is plenty to be proud of in the things that IP professionals achieved last year by working together to promote equality, diversity and inclusion. We hope the report inspires you to do even more in 2019...
Busy, busy, busy!
IP Inclusive is manned solely by volunteers. Busy volunteers. Everything we do is the result of someone’s generosity with their time, expertise, contacts and ideas; or their kindness in organising, hosting or catering for our events; or their sponsorship of projects such as websites and other resources.
And that’s all great, because it brings people together, united under the IP Inclusive umbrella in pursuit of a common cause. It allows us to share and learn from one another, to meet new people and hear different perspectives.
But if you want to help us do more, the one thing we could really use right now is time. We appreciate that volunteering has to be fitted around demanding day jobs, but if a few IP organisations donated, instead of money or an event venue, a couple of hours of staff time a week for IP Inclusive activities, there is so much more we could do together…
Ahead of our 2019 annual meeting on 22 January, you can read our 2018 Annual Report here. The financial report will follow shortly.
We've a lot to celebrate about 2018, and plenty to look forward to in 2019. Happy reading!
“If Diversity is being asked to the party and Inclusion is being asked to dance then Belonging is feeling able to dance like no one is watching….”
On 17 January we're running an event on "Allies, advocates, and supporters". Hosted by Norton Rose Fulbright, this is a joint project between our three support groups IP Out, IP & ME and Women in IP, which will explore how we can all be allies, advocates and supporters for each other.
Ahead of this event, Tracy Powley of Focal Point Training and Consultancy takes a look a the importance of a culture of "belonging", and how we can create that culture in our own workplaces.
Last month, the Women in IP group held their annual panel discussion and networking event. Today's blog article has kindly been written by Meg Booth, trainee patent attorney at Appleyard Lees, and is a report from the event. Appleyard Lees is one of our Charter signatories.
Meg writes: "On 22nd November 2018, the Women in IP group held its third annual panel discussion. This year’s meeting was dedicated to an exploration of the concept of flexible working and was hosted at Gowling WLG, London. The event was over subscribed and more than 100 people from various backgrounds within the IP profession were in attendance. As well as raising thought-provoking points of view, there were also some very practical tips on how to go about requesting flexible working.
After a short introduction by the co-chairs of Women in IP, Barbara Fleck (Partner at Appleyard Lees) and Joanna Conway (Of Counsel, Norton Rose Fulbright), chair Alexandra Brodie (Partner at Gowling WLG) introduced the panel. From an employment lawyer to a keen traveler, each member of the panel was able to bring their own unique insight into working flexibly. The panel included HHJ Melissa Clark (Senior Circuit Judge), Vicki McKinney (Senior Patent Attorney, Shell International LTD), Heather Lane (Partner, GJE), Anna Fletcher (Director, Gowling WLG) and Ben Hoyle (Director, Hoyle IP).
Flexible working challenges the traditional working day (i.e. 9-5, Monday to Friday) and allows employees to adopt a working lifestyle that can benefit both the employee and employer. It was clear from the discussions that various different models for flexible working exist, such as compressed hours, working part-time, flexi-time (allowing an employee to choose their own working hours within agreed ‘core hours’) and working from home. Also, the reasons for flexible working are diverse.
On 28 November we broadcast a webinar with CIPA on "Managing strong emotions at work". Our speaker, returning to IP Inclusive after a hugely popular webinar on "Imposter Syndrome" in September 2017, was career and leadership coach Jo Maughan. Andrea Brewster chaired. Jo's presentation was followed by a lively, insightful and candid Q&A session, with many helpful contributions from webinar delegates.
In the USA it is now illegal to ask what an applicant’s previous salary was in a number of states and cities, including the state of California and the city of New York. At present they are in the minority but it does appear to be a growing trend.
Today our guest blogger Pete Fellows, Managing Director of Fellows and Associates and its new subsidiary Fellows Finance, considers the pros and cons of asking for salary history and what it might mean for the IP professions.
Today's blog article has kindly been provided by Wynne Jones IP, which is one of our Charter signatories.
Wynne Jones writes: "Diversity isn’t necessarily the first word that would traditionally be used when discussing the intellectual property industry.
Misconceptions around IP over the years have included that it is male dominated and may lack women in positions of power, and that attorneys are chosen based on the elite educational institutions they have attended.
Of course, a chat with anyone at many firms throughout the UK will quickly dispel these myths.
Over the years specialist groups including IP Inclusive have worked tirelessly to address and improve issues surrounding diversity and inclusivity, which might have previously been associated with the profession.
And while it is clear that great strides have been made in creating a more equal IP landscape, where employees feel respected regardless of their gender, race, religion, sexuality, and cultural differences, there is still some work to be done.
A recent report from Fellows and Associates at an IP Inclusive event revealed that 43% of respondents had experienced some form of discrimination based on personal attributes including gender, age, mental health, race, and sexuality.
And when the patent application landscape in particular is analysed more closely, it is clear gender-based divisions still exist. According to the World Intellectual Property Organisation (WIPO) just 30.5% of the international patent applications filed included at least one women inventor.
Fiona Watkins, diversity and inclusivity officer at leading intellectual property firm Wynne Jones IP, said that while awareness around these issues across the industry has demonstrably improved, she believed more needed to be done to actually embrace and demonstrate greater diversity and inclusivity.
...a round-up of who's doing what & involving whom
With IP Inclusive week coming up, today's guest blogger Andrea Stallan from Focal Point Training and Consultancy Ltd takes a look at some of the initiatives organisations are implementing to create a more diverse workforce and build a culture where everyone is respected and valued.
Read on for some inspiration!
Looking for an IP Inclusive event to go to? Wanting to get more involved and meet others who care about diversity in IP? Here’s an up-to-date events listing.