Equality and diversity - Intellectual Property Office
We publish regular information about what our equality objectives are and how we're meeting them.
Equality and diversity
The Intellectual Property Office (IPO) is committed to promoting equality and valuing diversity in the way we provide our services and the way we manage our employees. We aim to be inclusive by treating each other with respect, providing equal opportunities, valuing diversity and making our services accessible and responsive for customers.
Public Sector Equality Duty
The Equality Act 2010 introduced the Public Sector Equality Duty (PSED), which applies to public bodies, including the IPO. Under the PSED, the IPO must consider the needs of all individuals when shaping policy, providing services, and in relation to its own employees.
In carrying out their functions, public authorities like the IPO are required to have due regard to achieving the objectives set out in Section 149 of the Equality Act 2010, which include:
- eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it
The Public Sector Equality Duty is reinforced by the Equality Act 2010 (Specific Duties) Regulations 2011. These regulations require public authorities listed in Schedule 1 to publish:
- equality objectives at least once every four years
This ensures transparency and demonstrates how the Public Sector Equality Duty has been fulfilled.
Equality objectives
Our inclusion and diversity ambition is to be one of the most universally accessible employers and service providers in the UK. We will continue to:
- create an environment where people feel a sense of belonging and feel valued and safe to be themselves in the workplace
- equip leaders and managers with the confidence, clarity, and capability to capitalise on the benefits of a truly diverse organisation
- develop pipelines which enable diversity at all levels of the organisation creating a true sense of belonging
- develop robust and rich data which allow us to target the right support in the right places at the right time
- drive improved representation in IP, working right across the IP Eco System, not just in the UK but globally
Under the PSED, IPO must consider all individuals when shaping policy, delivering services and in relation to their own employees. Any changes should be assessed against their impact on the following protected characteristic groups:
- age
- sex
- disability
- gender reassignment
- pregnancy and maternity
- race
- religion or belief
- sexual orientation
- marriage and civil partnership
Although not covered by the Equality Act 2010, the IPO also considers people with caring responsibilities, different working patterns (for example part time) and those from different socio-economic backgrounds.
Gender pay gap at the IPO
We measure the gender pay gap to understand differences in pay and demonstrate our commitment to equality. This also helps us ensure our pay system is fair and transparent and meets our legal responsibilities.
Ethnicity equality at the IPO
Monitoring ethnicity equality helps us understand the experiences and representation of people from different ethnic backgrounds at the IPO. It also helps us identify inequalities and meet our legal responsibilities.
Disability equality and wellbeing at the IPO
Monitoring disability equality and wellbeing, helps us understand the experiences of colleagues with disabilities. It also helps us identify barriers to equal opportunities and meet our legal responsibilities.
How we achieve our strategic commitments
Our customers
The IPO is committed to providing services to our customers which promote equality of opportunity. We do this by making sure our customers have access to reasonable adjustments and by considering all individuals when shaping policy, providing services and in relation to our own employees. We carry out Equality Impact Assessments on all changes that require a business case, and on all recruitment campaigns and policies.
We are committed to making our documents accessible, in accordance with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018. We are committed to improving the accessibility of our documents. As such we will;
- updating existing documents to be accessible
- ensure new documents are accessible before they are published
- train staff to make sure they are aware of the importance of accessibility, and how to make their documents accessible
Understanding accessibility requirements for public sector bodies
Online forms are regularly reviewed to make them easier to use, benefitting all customers including those with a disability. Paper-based methods will continue for those who need them.
We aim to be accessible by default, ensuring that new documents, IT systems etc. are fully accessible.
Please see our accessible documents policy and accessibility statement.
We are proud to work in partnership with IP Inclusive and support their EDI Charter commitments.