The Institute of Water is committed to a policy of inclusion and equality for all its staff, members and stakeholders. We recognise the value that a diverse water industry brings to society, and we are committed to promoting these benefits. We aim to be representative of the industry we serve and to ensure that there are no barriers to membership.
We are signatories of the Royal Academy of Engineering Diversity Concordat, the Science Council Declaration on Diversity, Equality and Inclusion and the Energy & Utilities Sector Inclusion Commitment.
- Have a Diversity, Equality and Inclusion Champion from within our Board of Directors.
- Have a Diversity, Equality and Inclusion Policy and Action Plan, which is reviewed annually and reported at our Annual General Meeting.
- Ensure that our staff, our Board, Area Committees and our volunteer communities understand their role in ensuring that our membership offering is fully inclusive to individuals and organisations irrespective of their size
- Benchmark ourselves against other professional bodies and employers in the sector.
- Deliver initiatives which enable us to promote under-represented groups.
- Encourage diversity among our volunteer communities, in particular our Area Committees.
- Support the principle of equal opportunities for our staff, by seeking feedback and taking action as needed.
Sarah Murray is our Diversity, Equality & Inclusion Board Champion
Our Aims for 2020
Governance & Leadership:
- Have a Board level Diversity, Equality and Inclusion (DEI) Champion
- DEI is featured at all Board meetings
- DEI is on the agenda for local Area Committee meetings at least once per year
- Terms of Reference for the Board & all Committees adequately cover DEI both in terms of composition and activities
- DEI information pack given to all new volunteers
- Joining process includes question on disability
- Members welcome pack references DEI
- Code of Conduct mentions DEI
- Questionnaires (e.g. exit survey) cover diversity & inclusion
Meetings, Conferences & Events:
- Accessibility, catering, content, format should be considered for all events/meetings
- Diversity of speakers/presenters should be considered
- Speaker briefing to include awareness of our commitment to DEI
- Feedback questionnaires to include something on diversity & inclusion
Professional Registration, CPD & Training:
- Content and delivery of the Introduction to the Water Industry course are inclusive & appropriate
- Feedback questionnaire to include something on DEI
- Contractors delivering the course are given unconscious bias training
- Assessors are given unconscious bias training
Prizes & Awards:
- Prizes and awards are inclusive of everyone in our membership
- Judging panels have had unconscious bias training and are aware of our DEI policy
- Prizes and awards attract a diverse range of entrants (within scope)
- Feedback including diversity & inclusion invited from candidates and judges
Communications, Marketing, Outreach & Engagement:
- There is a mechanism to report dissatisfaction
- All marketing & communications meets minimum standards of access (e.g. print size)
- Contributors & designers are informed of our commitment to DEI
- Regular reporting on diversity, equality & inclusion
- Staff contracts include statement on expectations around behaviour and mention flexible working
- DEI is an agenda topic in staff meetings at least annually
Monitoring & Measuring:
- Report on DEI to committees and annually to our membership at the AGM
- Compare DEI of membership with industry and other professional bodies at least every five years
The Institute of Water promotes a culture of unconscious bias, click here to read more.
For more information on this policy and what we have done to meet this, contact email@example.com.