Chemists and chemical scientists represent a vast array of people from diverse cultures, backgrounds and experiences.
We recognise the importance of valuing all members of our community; we believe that for chemistry and the chemical sciences to prosper, it must attract, develop and retain a diverse community of talented people.
As an employer, professional and membership body, and within our role to shape the chemical sciences for the benefit of the wider community, we believe we have a responsibility to promote inclusivity and accessibility in order to improve diversity.
We define diversity broadly, including:
- sex / gender & gender reassignment
- sexual orientation
- marriage or civil partnership
- pregnancy & maternity, paternity, parental leave
- race (ethnic or national origins, colour or nationality)
- religion or belief (including absence of belief)
Our definition also includes career path and stage, communication style, education, experience, first language, geography, job sector and socioeconomic status.
Our approach to improving diversity
We set targets rather than quotas across our activities and we reach such targets through positive action rather than positive discrimination.
We support our decision making through using robust evidence and data to better understand challenges affecting diversity.
Within our organisation
We believe in the importance of equality of access and opportunity for every role and take action to make this a reality within our organisation whilst remaining fair and inclusive in everything we do.
Producing our recent gender pay gap report has been a useful opportunity to review how much progress we have made and where we need to focus our actions.
Read the full report for information on the focus areas we identified and the actions we plan to take to begin to address them.
Our diversity goals
To increase diversity and inclusion across the chemical sciences, we have established the following goals.
- Diversity, inclusion and accessibility will be embedded across all our activities.
- Diversity responsibilities are recognised at the highest levels and driven by our Council and Boards, as well as senior management.
- Our Inclusion and Diversity Committee will drive and monitor progress in our diversity policies, procedures and activities.
- The working environment at the Royal Society of Chemistry is perceived by staff as one where individual differences are valued.
- Our staff are informed of their individual responsibilities to support diversity and inclusion and, where appropriate, have relevant objectives to support this.
- Our members and the wider community feel that our activities are accessible across all demographics, are aware of the diversity implications in their activities, and are supported with information and tools to make improvements.
- We initiate and take part in distinct activities and projects dedicated to driving improvements in the diversity and inclusivity of the chemical science community.
- We measure the impact and progress of improving diversity and accessibility across all areas.
Activities that support diversity
This committee steers our I&D strategy to ensure we make significant progress in this area
Provides grants of up to £2000 for activities that promote and support inclusion and diversity in the chemical sciences
Awarded biennially to an individual or team to recognise their contribution and impact in improving the accessibility, inclusivity and diversity of the chemical science community
We are celebrating diversity in the chemical sciences through the inspirational stories of 175 ambassadors and role models
An event dedicated to supporting and raising the aspirations of early career chemists, addressing barriers to progression and promoting diversity and an inclusive working culture
An interactive on-line platform that allows you to find out more about the chemistry higher education sector
A report on the salaries of chemical scientists who live and work in the UK and includes some data on the diversity of respondents
A collaborative group concerned with improving access to Science, Technology, Engineering, Maths and Medicine (STEMM) education and careers
A unique fellowship scheme, providing funding to support scientists to return to work after a career break of two years or more
Guidance and support for university departments in identifying and making the cultural changes needed to successfully apply for Athena SWAN Charter status
An independent committee that informs the wider debate on diversity in Science, Technology, Engineering, Mathematics and Medicine (STEMM)
An online resource that provides knowledge, evidence and tools to empower people to increase diversity and inclusion in their own organisations.