Reaching everyone
Andrea Brewster points the way to a truly inclusive workplace.
Although our founders were mainly attorneys, IP Inclusive exists for everyone who works in the UK’s IP sector.
For us, “inclusivity” means welcoming and respecting people not just regardless of their legally protected characteristics such as gender and race, but also regardless of the organisation they work in, the role they play there and the level they’ve reached in their career.
It’s easy to think of EDI (equality, diversity and inclusion) in terms of improving, say, the gender and ethnicity balance in the boardroom, or recruiting a more diverse pool of graduates.
Of course, those things do matter. But gone are the days when the attorneys alone – in particular the senior ones – set the culture of the IP organisation or department.
A successful IP team now has many crucial components, including secretaries, paralegals and other so‑called “business support” professionals, such as those in HR, IT, finance, marketing and practice management. These people are just as important as the attorneys.
Their sense of belonging, so closely linked to their productivity, impacts strongly on the efficiency of the business and its capacity to attract and retain good staff.
A savvy employer understands the importance of a truly inclusive workplace, which takes account of all team members. So here are some practical things you can do to improve inclusivity in yours:
1. Ensure that people in all roles and at all career levels are represented on your internal EDI committees, working groups and discussion forums.
Show them that they are part of the EDI debate and can help shape, and benefit from, the action taken in response.
2. Encourage all staff to attend meetings and training events on EDI.
That includes internal training sessions, IP Inclusive events and appropriate external opportunities.
Remember support staff and/or more junior colleagues may feel less confident requesting time out or expenses for events. So why not invite them to go to one with you?
Or stream an EDI webinar and bring people from across the firm to watch and discuss it together.
3. Include EDI‑related activities and learning in everyone’s appraisals and career development plans.
4. Avoid making assumptions about people based on their role in the organisation.
Take the time to ask about their career ambitions, what they’re good at or enjoy doing and the environment they want to work in. Broaden their contributions if you can.
5. Recruit with an open mind.
Finding more male paralegals may be just as important as finding more female or non‑white attorneys. Check how you are advertising for particular roles – the images you use, the language in the job description, the essential skills and experience you demand.
Above all, never overlook your colleagues. Any of them. The more included they feel, the more they can contribute. And the wider the range of those contributions, the more successful your business will be.
Andrea Brewster OBE is Lead Executive Officer at IP Inclusive
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