If you've registered to attend our workshop on “Managing inappropriate behaviour at work” on 1st February, this message is for you.
In an attempt to reduce paper wastage, we've posted the following handouts for the event below for you to download:
1. An agenda and speaker biographies; and
2. Background information about IP Inclusive.
Please feel free to bring these with you on your phone, tablet or laptop. And since you’ll then have your electronic devices to hand, we’ll be more than happy for you to live tweet during the event, tagging @IPInclusive, @KilburnStrode and/or @focalpointuk if you wish.
We look forward to seeing you there. If you have registered but are now unable to attend the workshop after all, please, please let us know beforehand so that we can offer your place to someone else and also ensure we get the room layout and catering right. You can email us with late cancellations and queries.
And if you won't be joining us on Thursday, keep an eye out for a report on our blog very soon!
Discriminatory behaviour is, unfortunately, not limited to Westminster and Hollywood. It happens in our own profession, often before our very eyes. And it can be difficult to know how to deal with this, whether as victim or observer, when you belong to such an apparently upright and genteel profession as ours.
Ahead of IP Inclusive's workshop on "Managing inappropriate behaviour at work" on 1st February, I thought it would be useful to revisit something our guest blogger Michele Fellows, of Fellows and Associates, wrote for us back in July about the results of her firm's annual salary survey.
For the first time ever, Fellows and Associates' 2017 survey included questions about workplace discrimination. It asked respondents whether they had encountered discrimination, and if so of what type, over the previous two years, whether directed at themselves or at someone else.
The results were sobering: 43% of respondents had experienced some form of discrimination, on the grounds of gender, sexual orientation, parental issues, age, mental or physical health, race or place of origin, marital/civil partnership status, or religious or cultural beliefs.
So discriminatory behaviour is alive and kicking, even in the IP professions. Also worrying was that for many forms of discrimination, higher numbers reported discrimination observed against others than reported discrimination experienced themselves. This to me suggests that discrimination may be going on all around us, the victims themselves reluctant to report it, and the observers perhaps doing less to address it than they should. That makes us all culpable.
We are delighted to publish, ahead of our "AGM" on 23rd January, IP Inclusive's first annual report. The report includes our 2017 highlights, and details on what the four workstreams achieved during the year. Thank you to everyone who helped make it all happen in 2017, and to everyone who continues to support IP Inclusive and is committed to making the IP professions more diverse and inclusive!
Watch this space to see what we're planning for 2018!
The IP & ME committee invite you to their inaugural event - a post-work celebration of Chinese New Year on Monday 26th February 2018.
Baker McKenzie, one of the IP Inclusive Charter signatories, are kindly supporting IP & ME and hosting the event at their London office.
The event will be informal, with a focus on having fun! There will be some short, educational talks from guest speakers on the traditions/cultural significance of Chinese New Year, as well as tips on business/cultural awareness. Following that, there will be refreshments/drinks and a chance to network.
Further details about the event, and how to register, will follow soon. For now, please save the date and we hope you will be able to come along and support the first IP & ME event.
EDIT 12-01-2018: You can now see more information about the event and book your spot here!
Struggling to convince your colleagues about the importance of diversity and inclusivity (D&I)? Perhaps our latest IP Inclusive presentation will help.
Based on the outcomes from our workshop held last November, our presentation is a collection of arguments and evidence in support of committing business resources to D&I, and the resultant benefits.
We've divided the key points into four categories. Specifically, we focus on the impact that D&I can have on an organisation's:
Not surprisingly, the positive effects in these four areas will ultimately translate into greater financial health for the organisation.
You can download the presentation, either as Powerpoint slides or as a PDF, here:
These resources are free for use by IP Inclusive supporters. Please share them as widely as you can: the more people we can convince the better!
Huge thanks to the workshop attendees and tutors, in particular to the IPO's Ben Buchanan for his help in putting the presentation together.
IP Inclusive Leader