Our latest research:
Breaking the barriers: women’s retention and progression in the chemical sciences
Talented women, interested in an academic career, are leaving the sector before reaching their full potential. Many excellent female scientists who stay in academia are not progressing to senior grades in the same proportion as their male peers.
Through a major survey, interviews and focus groups, we have gathered data from across the community – giving us new insights into the barriers facing women in the chemical sciences.
It’s time to break the barriers down.
Read the report and share the digital pack
Guides for networks
Short guides to support you when running events, managing committees and communicating information.
Considerations for an inclusive committee
Guide to inclusive communications
Template slide for participant behaviour
Definitions
Equality
Often referred to as equality of opportunity, the concept of equality is primarily centred on complying with the Equality Act 2010. The Act makes it unlawful to discriminate, harass or victimise someone because they have or are perceived to have a ‘protected characteristic’ or are associated with someone who has a protected characteristic. The ‘protected characteristics’ under the Act are:
- age
- disability
- 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)
- background.
All people in Britain are protected by this legislation – not only underrepresented groups.
Diversity
We define diversity in its broadest sense, encompassing similarities and differences of culture, background and experience. Such differences include, but are not limited to, those of race, ethnicity, national origin, sex, sexual orientation, gender identity, age, and disabilities, as well as political and religious affiliation and socioeconomic status.
As well as these ‘protected characteristics’, we also consider diversity of our community in terms of geography, job sector, and career path and stage.
Inclusion and inclusiveness
The process of inclusion engages each individual and makes people feel essential to the success of the organisation. Individuals function at full capacity, feel more valued, and are included in the organisation’s mission. The culture shift creates higher performing organisations where motivation and morale soar.
Inclusion is about the culture, environment and processes created by an organisation. It is measured by how people feel and requires effort to achieve. Creating a culture of inclusiveness is about establishing behaviours that support inclusion. Leaders have a critical role to play in this, as people often look to those in senior positions as role models for what is acceptable and what is the norm.
Unconscious bias
Unconscious bias, also known as implicit bias, is the attitudes to race, gender and sexuality ‘programmed’ into us by society. These biases affect everyone, regardless of their own personal characteristics and have a major impact on everyone’s working life. There are a number of online resources on this topic:
- The Royal Society produced a video explaining unconscious bias
- Harvard University have produced an online test to identify potential unconscious biases
- Chemistry World investigated unconscious bias in the chemistry community, including testing their own biases