Your commitment to embodying these principles is not just an essential part of our mission, it is important for positive change within the IGEM community and beyond.
Every interaction you have contributes to a culture that values every individual’s unique background and perspective. By actively embracing EDI, you can help create an environment where everyone feels welcomed, respected and empowered to have their voice heard.
Accessibility:
- Ensure that venues are accessible to individuals with disabilities by providing necessary accommodations such as wheelchair accessibility, prayer rooms, designated seating arrangements etc. Special requirements will be requested via all online booking forms.
- Ensure that webinars are accessible by enabling closed captions. Visual aids should be clear and high contrast. Ensure slides are readable.
- Ensure dietary requirements are accommodated. Any dietary requirements are requested when booking online.
- When writing hashtags on social media consider using camel case; capitalising the first letter of each word. This makes sure that screen readers can interpret them accurately. For example, use #EquityDiversityInclusion instead of #equitydiversityinclusion.
Inclusive Language:
- Use inclusive language that respects and includes individuals from diverse backgrounds, avoiding any stereotypes or offensive language. Further guidance is available here:
- The Inclusive Language Guide is a resource to support people to think about how the way they write can subvert or inadvertently reinforce intersecting forms of inequality. Inclusive Language Guide - Oxfam Policy & Practice
- Inclusive Language Guidance: Gender reassignment and trans and non-binary identities | www.gmcvo.org.uk
- Examples of inclusive versus non-inclusive language. Resource available from CIPD – Appendix B
- The University of Bristol Inclusive writing guide. It avoids using words, expressions or assumptions that could exclude or offend anyone. https://www.bristol.ac.uk/style-guides/writing/inclusive/
- The use of pronouns in email signatures, online meetings/webinars and social media profiles has become more prominent in recent years and is a crucial topic in professional culture. This practice aims to make it normal and comfortable for gender-expansive employees to share the terms they go by. Further guidance available at - Why we use pronouns in our email signatures - Inclusive Employers
Representation:
- Strive for diverse representation in all external events, showcasing a range of perspectives and experiences
Ensure any photos used for marketing purposes reflect the diversity of our people and the communities we serve.
Safe and Respectful Environment:
- Create a safe and respectful environment where everyone feels valued and included. We need to set clear guidelines for behaviour and address any instances of discrimination or harassment promptly. See Appendix C for IGEMs Equal Opportunities, Diversity & Inclusion Policy.
- Consider creating a designated safe space where individuals can take a break from the event environment if needed.
- Encourage allyship where individuals are encouraged to support one another.
Outreach:
- Actively engage with diverse communities and organisations to ensure a broad range of individuals are aware of and invited to participate in events.
- Employ best practice when engaging with diverse communities, including around cultural awareness. This refers to the understanding and appreciation of differences and similarities between cultures.
- Maintain ongoing relationships with communities rather than engaging them only for specific events. Regular involvement can build trust and encourage partnerships.
Sensitivity:
- Be mindful of cultural, religious and social differences when organising events. Ensure that the event does not exclude or offend any particular group or community.
- Avoid verbal or nonverbal slights that impact an individual who might identify as being from a marginalised community. Microaggressions can be intentional or unintentional. Regardless of intent, these words or actions are often rooted in implicit bias, which are attitudes and beliefs that exist outside of our conscious awareness and control. These beliefs are mostly assumptions about people based on stereotypes related to their ethnicity, age, sexual orientation or race.
Feedback and Evaluation:
- Seek feedback to continuously improve the inclusivity of events. Regularly evaluate events and activities and identify areas for growth and improvement.
- Consider implanting tools to assess your own biases and growth. The Implicit Association Test is an online test that measures implicit biases related to race, gender, sexual orientation and other categories. It can provide insights into unconscious associations individuals may hold. https://implicit.harvard.edu/implicit/