Council Committees

These Committees are key bodies concerned with policy, regulations and resources and are comprised solely of Council members to carry out detailed work outside the full meetings of Council.

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Audit and Risk Committee

Disciplinary Committee

Inclusion and Diversity Committee

Nominations Committee

Performance Management and Remuneration Committee

Audit and Risk Committee

The primary function of the Committee is, operating under delegated authority, the oversight and scrutiny of all audit and risk management matters, including the balance of risk and compliance, ensuring that the RSC has in place an adequate system of internal control and risk management to fulfil its statutory obligations for good governance, and that these systems are adhered to and deliver the strategy. The Committee also has responsibility for ensuring that the internal control framework is operating appropriately.

Disciplinary Committee

To investigate the conduct of any member of the Royal Society of Chemistry in accordance with the requirements of the By-laws and the Regulations made thereunder by the Council. The Disciplinary Committee is a Sub-Committee of Council.

Inclusion and Diversity Committee

The primary function of the Committee, operating under delegated authority from Council, is to ensure the RSC realises its full potential to advance excellence in the chemical sciences through inclusive practices that seek to increase the diversity of our community. The Committee’s purpose is not to monitor or evaluate internal (RSC) HR practices.

Nominations Committee

The primary function of the Nominations Committee is to ensure the most appropriate use of skills available from within and outside the RSC membership, through appointments and/or election of members to the Council and RSC Boards and Committees which report directly to Council.

Performance Management and Remuneration Committee

The primary function of the Committee is operating under delegated authority, to manage on behalf of Council the appointment and termination of employment of the Chief Executive, as may be necessary from time to time. The Committee also has responsibility for setting objectives and reviewing the performance of the Chief Executive, setting his/her salary in accordance with RSC’s performance management procedures and providing general direction to the Chief Executive on people management issues, providing guidance on specific matters of importance or difficulty.