IEMA is the professional body for everyone working in environment and sustainability.
We’re committed to supporting, encouraging and improving the confidence and performance of all these professionals, helping them to enhance their profile and recognition.
We do this by providing resources and tools, research and knowledge sharing along with high-quality formal training and qualifications to meet the real-world needs of members - from their first steps on the career ladder, right to the very top.
We believe that together we can change perceptions and attitudes about the relevance and vital importance of sustainability as a progressive force for good.
2023:
- All our recruitment adverts continue to include an inclusivity statement, and we follow guidance to ensure that our adverts are inclusive in regards to the language we use.
- We continue to undertake a salary benchmarking exercise every 3 years to ensure all our roles are paid competitively and we pay particular focus on gender differences to ensure that everyone is paid equally.
- We continue to ensure our recruitment practices and assessments are free from bias or discrimination by having more than one interviewer in the process when making hiring decisions and we have clear objective selection criteria for each role.
- Ensured that all IEMA staff refer to a compulsory digital accessibility checklist before hosting a meeting/ presentation.
- Ensured that ALL IEMA staff have received training in allyship, anti-racism and unconscious bias. All new staff will be required to complete compulsory e-learning on the above subjects to ensure that all staff support an inclusive environment. By the end of 2023.
- Continued to make efforts to ensure our job adverts are available and accessible to diverse communities and we will continue to explore groups and organisations to partner with that actively support marginalised or underrepresented communities. By the end of 2023.
- Continued our commitment to the RACE report.
- We ensured that our ‘How To Series’ addresses topics that members have marked as barriers, such as ‘lack of self-confidence’ especially by women.
- We created an EDI page on the Green Careers Hub to show our commitment to ED&I and how we will address the lack of diversity in the profession.
- We hosted a PoC and LGBTQIA+ networking session at IEMA connect.
2024:
Accessibility-
- Ensure that our virtual meetings and webinars are digitally accessible for our members and stakeholders by asking for communication preferences beforehand. By the end of 2024.
- Ensure that all our virtual meetings and webinars include closed captions by the end of 2024.
- Ensure that the sign-up process for new members is accessible to all by surveying new IEMA members. By the end of 2024.
- Ensure that our digital transformation project addresses any concerns or limitations for those who may struggle with digital accessibility. By the end of 2024.
Representation-
- Begin capturing diversity data from applicants for steering groups to ensure that we are reaching a diverse audience by the end of 2024.
- Begin capturing diversity data for IEMA connect speakers to ensure we have diversity targets by the end of 2024.
- Ensure that our new website uses a diverse and inclusive image bank by the end of 2024.
- Add a diversity statement to all our steering group advertisements and speaker advertisements. By the end of 2024.
IEMA staff-
- Ensure that staff are aware of the different disabilities, visual & hearing impairments, and neurodiversity so that the team better understand communication styles, how that might impact discussions/ emails and how best to be understanding and inclusive of this. By the end of 2024.
Recruitment-
- As we develop our website, our aim is to create a candidate landing page where we will be able to include our Diversity Policy and further details and insight about our culture at IEMA. By the end of 2024.
Alongside our commitments, we will ensure that we take on board any feedback received via the DSI’s people of colour and LGBTQ+ network and continue to listen to feedback from our members.
We will also continue to submit our data through the RACE Report to ensure that we are transparent about our diversity data.