2021: Facilitating engagement for an inclusive culture
We encourage and facilitate engagement in our work to enhance the profession and our organisation, inspiring a positive, healthy and inclusive culture.
We have taken a variety of approaches to ensure that this goal has been met in full.
Diversity and inclusion
We have provided a series of meaningful and relevant webinars on topics related to diversity and inclusion. These have allowed us to amplify marginalised or overlooked voices in our community, and to focus on the ways in which we can all improve.
This year, we have also stepped back from the management of IP Inclusive, allowing them to flourish as a fully independent body.
This has been a successful transition, with IP Inclusive continuing to offer its own programme of events and talks relevant to the IP industry as a whole.
Additionally, IP Inclusive’s series of networks for connection and discussion have worked to prevent isolation and stigma.
Although IP Inclusive is now running independently, we are happy to maintain a close relationship, including advertising one another’s events and working together to assemble panels and find speakers.
Wellbeing
With the pandemic continuing to force changes in our daily lives, impact upon health and cause new stresses, our work on wellbeing has been more important than ever.
During the past year, we have particularly focused on the importance of protecting mental wellbeing in the work environment.
Much of our work on the promotion of good mental health has come through our features and articles on this topic – providing practical ways our members can support themselves and others.
We have covered topics including presenteeism and anxiety, as well as covering LawCare’s compelling mental health report.
Good mental health also requires structural support. Therefore, we have published pieces identifying the importance of financial support from our Benevolent Fund and workplace support for disabled people.
Additionally, we have shared key ways in which firms can nurture a diverse, inclusive and respectful atmosphere.
Our hope is that our work in this area will foster a more welcoming and constructive approach within our industry, both during the pandemic and beyond.
Alongside our internal work, we are pleased to have continued our relationship and support of Jonathan’s Voice, IP Inclusive and LawCare, three very important voices in the IP community for the protection and promotion of good mental health.
Jonathan’s Voice was founded in 2017 in memory of Jonathan McCartney, who tragically took his own life, and is a registered charity
Jonathan’s Voice continues to provide resources and support to both CITMA and CIPA.
LawCare offers free and confidential support to anyone within the legal industry who is struggling, along with resources and information.
It seeks to change the accepted norms within legal professions, moving towards an environment which is less damaging to mental health.
Corporate social responsibility
We believe we have the power to encourage our industry to embrace more environmentally conscious practices and work towards a carbon neutral or negative future.
During 2021, we underlined our commitment to sustainability. This included pledging to represent climate leadership across the trade mark field, and to annually set new targets for our own climate related performance. We will not become complacent in this area.
We are also proud to have become a member of CAFA during 2021. Climate Action For Associations is supporting our work on forming a clear pathway to CITMA becoming carbon neutral, and on our intention to be a climate leader in our field.
Our quiz earlier in the year also supported our work within social responsibility by raising money for our Benevolent Fund.
Accessible to all CITMA members and staff, the Fund ensures that individuals are supported in times of financial hardship.
In turn, this ensures that our industry remains diverse and inclusive, and not limited by demographic or economic circumstance.