IPLAC Diversity Strategic Plan

Diversity:

As mentioned in the DE&I Mission Statement, diversity makes the IPLAC and our IP community at-large stronger and more valuable. “Pipeline” events are one way to increase diversity. Thus, the DE&I Committee (in conjunction with the Chief DE&I Officer) will identify at least one under-represented group within the IP community at-large and conduct at least one community (e.g., student) outreach event annually to improve diversity within the IP community at-large.

 

Equity:

As mentioned in the DE&I Mission Statement, one way to achieve equity is through increasing the recruitment, retention, and promotion of diverse candidates not only within IPLAC, but within IP Community at-large. Thus, the DE&I Committee (in conjunction with the Chief DE&I Officer) will identify one aspect of equity within IPLAC or the IP Community at-large that may need improvement and aim to host at least one event annually focusing on improving said aspect of equity. This improvement may include, for example, building an equitable workplace culture, equity in the recruiting/hiring process, equitable salaries, and equitable accommodations.

 

Inclusion:

As mentioned in the DE&I Mission Statement, one way to promote inclusion is through supporting and valuing any individual or group. Thus, the DE&I Committee (in conjunction with the Chief DE&I Officer) will identify at least one under-represented group and aim to include one event annually to welcome, respect, support, and value this under-represented group to IPLAC and to the IP Community at-large. Such an event may include, for example, a CLE program or a Book/Film/Case discussion.

 

Further, promoting inclusion to respect and value different individuals or groups can be achieved through implicit bias training. The DE&I Committee (in conjunction with the Chief DE&I Officer) will aim to conduct at least one implicit bias training program annually, where participating individuals will evaluate their implicit bias, then discuss evaluation results in a safe space.

 

In addition, promoting inclusion may include welcoming individuals from different under-represented groups into larger diverse groups. The DE&I Committee has found having people from diverse backgrounds share time and space provides energy and passion to each individual as well as to the entire group (e.g., DE&I Committee, IPLAC, IP Community at-large). Thus, the DE&I Committee (in conjunction with the Chief DE&I Officer) will promote allyship to individuals from under-represented groups by holding at least one event (e.g., Networking event) annually to discuss and promote allyship as a means of inclusion for members of IPLAC as well as the IP Community at-large.

 

Approved by the Board of Directors, May 12, 2021