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1. Measurable: we will take an evidence-based approach in identifying issues or challenges in EDI within the BRC. Objectives and plans need to be SMART (Specific, Measurable, Attainable, Relevant, Time-based).
2. Informed: to properly address any issues, it is important to fully understand what these are before taking a particular route to a solution. Issues need to be identified that are specific to each protected characteristic to support activities and policy development.
3. Equitable: all activities should seek to be of equitable access. Barriers to engaging in an activity should be identified quickly in advance and addressed proactively.
4. Proactive: it is important to act proactively to address barriers to equality. Those with leadership and management positions in the BRC, as well as those funded by the programmes, should actively seek to change current practice and culture where required.
5. Reflective: it is important to reflect on both current policies, and recent actions within the BRC, to understand where changes may be required.

1. To improve and diversify our recruitment and retention practices to develop a more balanced workplace, including diversity of senior leadership, governance, and decision-making positions within the BRC.
2. To build diverse leadership capacity by creating equitable opportunities for current and future leaders.
3. Signpost to existing mentoring schemes and create and support new schemes that are of strategic importance to the BRC.
4. Signpost to existing networks and create and support new networks that are of strategic importance to the BRC.
5. To advocate for a more equal, diverse and inclusive future within the BRC and beyond and play an active part in constructive challenge.
6. Aim to ensure that the public we serve locally and nationally is reflected in the clinical and biomedical research we undertake through public involvement, engagement and participation in our research.

Imperial College London Support Links

– everything EDI-relevant.

– a dedicated team to support staff and make Imperial a better place to work by promoting EDI.

– a new network aims to provide women, in and outside academia, with a safe space to discuss and plan their careers in leadership roles.

– an award-winning international programme which allows women to identify the clear, practical and realistic steps they want to take and allows them to develop the skills and self-confidence to take those steps.

– stands for听Imperial听Positive听About听Cultural听Talent. It is a talent development programme for听staff who identify as being from a听minority ethnic group.

听– a talent development and leadership programme for staff who identify as听neurodivergent or disabled, or who have a long-term physical or mental health condition.

External Learned and Professional Societies

The听 has produced several reports and publications as part of its听commitment to increasing diversity in science, technology, engineering and听mathematics.听Other societies may have information about their own EDI efforts, networks in their听disciplines, or funding. For example:

• The Academy of Medical Sciences听
• The Royal Academy of Engineering’s
• The Royal Society of Chemistry听
• The听
• The Institution of Mechanical Engineering’s听

External Networks

• (HERAG) – a network for anyone interested in advancing race equality in higher education.
• – a professional network for women engineers, scientists and technologists offering inspiration, support and professional development.
• – a national group of LGBT+ staff networks from universities and research institutions in the UK.