On 1st February, IP Inclusive ran a well-attended workshop on how to manage inappropriate behaviour in the workplace. The event, like all IP Inclusive events, was open to everyone working in the IP professions - the participants included recent entrants to the professions, attorneys, solicitors, partners in law firms, members of the UK IPO, and HR representatives.
A summary of the event has been published by Rose Hughes, Patent Assistant at Reddie & Grose LLP, on the IPKat website.
During the event, participants were asked to work in groups to identify examples of appropriate and inappropriate workplace behaviours. The photos below show some of the results of the task:
Today's blog article has kindly been provided by Chris Burnett, IP Inclusive taskforce member and Associate at A. A. Thornton & Co., and is about how his firm approached the IP Inclusive Charter in order to put together their Equality, Diversity and Inclusion Policy. A. A. Thornton & Co. are one of our Charter signatories.
Chris writes: "I was involved with IP Inclusive fairly early on, and was keen that my firm should be among the first to sign the new Charter. I was confident that the partners would agree to sign the Charter, and was pleased that they readily agreed without me having to mount my soapbox (there’s a slight, slight, element of regret about this!). However, agreeing in principle to the commitments of the Charter was one thing; acting on them and bringing them to fruition is another thing entirely.
Fortunately, I could count on our Head of People, Karen Genuardi, to help. Karen had previous experience of implementing diversity and inclusion policies. We sat down and discussed how A. A. Thornton could make each commitment of the Charter happen, and more importantly, work for the firm:
1. The first commitment was easy: “Having in place a named individual within our organisation as Equality, Diversity and Inclusion officer. This person will be sufficiently senior to make change happen and to be accountable for our progress”. Karen gamely volunteered for this role, given her experience, and is part of the senior management team. The second part of the commitment is definitely important – it would be very easy to delegate the role to anyone with enthusiasm, but a partner, CEO or head of HR is much more likely to have the clout to ensure there is firm-wide buy-in.
On 8th November 2017, IP Inclusive held a seminar-cum-workshop on unconscious bias, kindly hosted by Mathys & Squire. Inspired by fabulous views from their Shard office, our group discussions yielded some great ideas about when and how unconscious bias can impact on an organisation and what steps can be taken to overcome it.
Thanks to some incredible follow-up work by one of the tutors, the IPO's Deputy Director of HR and Organisational Development Dominic Houlihan, we've turned those ideas into a "toolkit" for organisations to use in tackling unconscious bias. This is free for all members of the IP Inclusive community to download and use - and we hope it will prove useful in starting conversations, raising awareness and ultimately, in turning the IP profession into a more diverse and inclusive place.
IP Inclusive are running a seminar/workshop on unconscious bias on Wednesday 8th November, between 16:00 and 17:30. Mathys & Squire, one of our Charter signatories, are kindly hosting this for us at their offices in The Shard. The aim is to create a toolkit of practical measures for raising awareness of, and mitigating, the impact of inappropriate biases and assumptions. The seminar will be followed by networking and drinks.
This is a free interactive seminar exploring the effects of unconscious bias in the IP professions and ways to address it. You will learn what unconscious bias is; when and why it occurs; how it impacts on both organisations and the individuals within them; and how to take action against it.
Aimed at anyone involved in recruitment or HR, or with influence over their organisations’ equality, diversity and inclusion policies, the event will include workshop-style discussions to create a “toolkit” of practical measures that you can take back to your own organisation to raise awareness of unconscious bias and overcome its detrimental effects.
Places are limited so please book as soon as possible if you'd like to join us. To register, please visit the registration website here.
Today's blog article has kindly been written by Rhys Williams and is a reflection on his thoughts on diversity and inclusion, from the point of view of a self-“confessed” white, Oxford educated male. Rhys is a partner in Abel & Imray’s Cardiff office, and a member of the firm’s diversity and inclusivity group. Abel & Imray are one of our Charter signatories.
Rhys writes: "I’m a white, Oxford educated, male, so why should I care about diversity? After all, at my firm we employ graduates from both Oxford and Cambridge, so how much more diversity do you need? I suppose we could start looking at Imperial…
My background is fairly liberal, from a family with a mother who did two Open University degrees when we were small, and who fought the coal board in the 1970s for equal coal allowance (and who certainly has short shrift with any sexist behaviour or jokes). I went to a comprehensive school in a middle-class town, and a small, liberal Oxford college known for being an LGB college and taking the most state school students. My paper of choice is the Guardian (though I did throw my Birkenstocks out a few years ago). I sort of assumed that the battle had been won, that no one needed to be marching for equal rights etc. as who would discriminate against someone because they were a woman, gay, lesbian, black, disabled? This is 2017, not 1977.
I listened to experiences of female university friends, many in mainstream professions working for big, multinational companies, with some scepticism that the sexist comments they reported were really made, or whatever was said was misinterpreted by someone looking to be insulted. But these stories began to build up, and I realised that whilst some major battles have been won, there are many forms of discrimination and bias that continue to affect people every day.
The IP Inclusive taskforce held its third annual round-table meeting on 7th February. Following updates from the four working groups on their 2016 achievements, we set our objectives for 2017.
Our key theme for this year will be the business case for diversity and inclusion. We will build this into our training events and outreach activities, so as to raise awareness, spark discussion and improve buy-in from decision makers in the IP professions. If you have any stories or thoughts to share on this, we’d love to hear from you: see for example our recent blog post on the topic.
During 2017 we hope to:
Yesterday's discussion on ethnic diversity in the IP professions (amusingly titled "The Unbearable Whiteness of IP") raised many interesting points about why IP law may not be attracting and/or retaining BAME (Black, Asian and Minority Ethnic) talent, and what we can do to change this. (The reason why we need to change this is simple: diversity drives innovation).
Keynote speaker Maria Petnga-Wallace explained that studies show BAME employee attrition rates in the legal sector are high. This suggests that organisations in the legal sector may lose BAME talent because the workplace is perhaps not as inclusive and welcoming as it could be, and/or because there are no BAME role models (e.g. employees in senior roles or at management/board level). On the plus side, one in four children in school in the UK are from BAME backgrounds, so there is a huge pool of talent available for the IP professions to select from.
A quick survey of the audience suggested very few IP organisations monitor the ethnic background of job applicants. Maria explained that it is important for IP organisations to monitor the ethnic background of (a) job applicants, (b) applicants who are short-listed for interview, and (c) applicants who are hired, because this provides useful information for an organisation to determine where in their hiring process they may lose BAME talent as a result of unconscious bias. For instance, if an organisation notices that the percentage of BAME applicants for a job is low, perhaps the image portrayed by the organisation unconsciously discourages people from BAME backgrounds from applying? Similarly, if an organisation notices that the percentage of BAME applicants who are hired is considerably lower than the number of BAME applicants, perhaps the interview process needs to be analysed. One panellist agreed and noted that simply moving away from interviews conducted by two white men to interviews conducted by a diverse panel radically improved the diversity of new hires.
Lesley Evans, Chief Executive at Haseltine Lake LLP, provides a brief report on last night's IP Inclusive event in London.
"At an event on November 24th to mark the first anniversary of the launch of the IP Inclusive Charter for Equality, Diversity and Inclusion, an audience of interested practitioners from many different parts of the IP professions came together to listen to a panel discussion on a topic that is perhaps overdue for public debate and consideration within the IP world.
The event was generously hosted by Charter signatory Carpmaels & Ransford, and partner David Wilson welcomed attendees and set the scene for an open and positive exchange.
I hear a lot about the business case for diversity. The fact is, we shouldn’t need one. What kind of person needs a business case to treat fellow human beings fairly?
Diversity is not just about changing the proportions of certain types within a community. It’s also about making everyone in that community – whether or not in a minority – feel welcome, comfortable and valued, allowing all to contribute to their full potential. It’s about recognising differences and then respecting, accommodating and embracing them. And it’s about being considerate.
Through leading the diversity-promoting initiative IP Inclusive, I know the IP professions to be full of decent, well-meaning, morally responsible people. So what goes wrong? Why do we still do things that discourage participants from minority groups, that erode our inclusivity and thus our diversity too? Why do we still accidentally serve a bacon sandwich to a Muslim or a steak to a Hindu; urge an alcoholic celebration on someone for whom it’s forbidden; try to fix up a single colleague with a member of the opposite sex; summon a parent to a late night meeting, a Jew to a Friday evening reception, or a wheelchair user to a last-minute central London conference?
In the latest extract from the Almost-Completely-Secret Diary of a CIPA President, Andrea Brewster writes a review of Delusions of Gender: The Real Science Behind Sex Differences by Cordelia Fine.
Psychologist and business coach Jon Atkins, of Pearn Kandola LLP, teamed up with IP Inclusive this month to provide a two-part webinar on unconscious bias. It was an eye-opening and thought-provoking experience. Part I dealt with the basics: what types of bias occur and why, and the value of tackling them so as to create a more inclusive working environment. Part II illustrated real-world biases through a couple of case studies, and provided concrete suggestions for avoiding bias in our day-to-day work.
These biases aren’t typically borne of malice or stupidity. The clue’s in the name. Unconscious bias arises because our brains make sense of the world using pattern recognition, and because the patterns we recognise are based on experience and precedent and the perceived wisdom of others in our community. So, unless you’re the only person ever whose brain doesn’t process information in this way, we strongly recommend you find out more about unconscious bias, and how it impacts on you and the people you interact with.
In the meantime, here’s a more light-hearted look at the subject, by way of an excerpt from the Almost-Completely-Secret Diary of a CIPA President. Enjoy!
19 April 2016