IP Inclusive founder and now Lead Executive Officer, Andrea Brewster, contributed an article to a special EDI-focussed edition of the CIPA Journal in April 2025. In it, she looked back at IP Inclusive’s first ten years and reflected on how it had been able to make such an impact on diversity and inclusion in the IP professions. Also included were some wonderful quotes from volunteers in our communities and regional networks, about what IP Inclusive has meant to them over the years.
You can access the original article here. We are grateful to CIPA for making this available to all our supporters, whether or not they subscribe to the CIPA Journal, and for the opportunity to celebrate IP Inclusive’s tenth anniversary in their flagship publication.
Here’s what Andrea wrote:
It’s amazing to think that IP Inclusive is now ten years old. It feels like we’re part of the furniture here in the IP sector and it’s hard to deny that we’ve had a positive effect. There’s loads more still to be done, of course, but now is a good time to look back, celebrate, and reflect on where we go next.
How it all started…
So… picture, if you can, the patent profession of 2015. There are many who believe it operates a perfectly good meritocracy thank you, and that if we don’t have many women or people of colour or other such strange things in our midst, it is definitely Not Our Fault. Well trained in the art of spotting an inventive contribution, many believe that diversity in IP is not a Problem in need of a Solution.
But against this background – spurred on by yours truly who is desperate to establish that a Vice President can do more than just write a facetious diary – CIPA organises a roundtable meeting on Diversity in IP. It invites people from across the IP professions to a discussion about whether we can work together to improve diversity in our sector. And suddenly it’s as though a light bulb has come on. The answer is a resounding “yes”. Even the then IP Minister, Baroness Neville-Rolfe, attends the meeting to show how important diversity is to the people in charge of the UK’s IP system.
And within a few months, IP Inclusive has a name and a logo, a diversity and inclusion Charter, an outreach campaign (Careers in Ideas) and its first networking and support communities. Since then, over its first decade, we’ve welcomed over 150 Charter signatories and created an accompanying “Senior Leaders’ Pledge”; raised awareness of and improved access to IP-related careers, in particular through our Summer of IP programmes and the Careers in Ideas Mentoring Hub; supported loads of people through our now six communities and two regional networks; hosted important, previously unimaginable, conversations, including about mental wellbeing; and laid on literally hundreds of IP Inclusive events and resources.
There’s plenty to celebrate.
Why does it work?
I wish I could say this was all part of some clever plan, but the truth is that IP Inclusive has taken us by surprise every step of the way.
What I can say is that there are certain distinctive aspects of its approach that have helped it succeed, contributing to its impact in ways we didn’t necessarily appreciate at the time. Ironically, many of those were necessitated by its limited resources. Yet they give us cause for optimism, even in these dark days. And they will strengthen us through the coming storms.
So, here are seven things I think have been key to IP Inclusive’s success, seven things we can learn from as we move into our next decade.
Prioritising inclusivity over diversity
First up, we prioritised inclusivity over diversity. We didn’t have the resources to do a thorough benchmarking survey, as some would have preferred. What we did have was a lot of enthusiastic volunteers who were keen to roll their sleeves up and get started. So we got straight in there, changing the IP professions from within.
We felt that whatever the quantitative stats say, unless you have an inclusive working environment you’ll never attract more diversity anyway, or if you do, it simply won’t flourish.
Embracing all diversity strands
Secondly – and this very much follows from the focus on inclusivity – we chose to embrace all diversity strands, not just, say, gender or ethnicity or social mobility. We didn’t want anyone to be sidelined.
So, although our communities support specific under-represented groups, they all work together and there’s significant overlap between their members. Few people fit into a single diversity “box”, after all; there are multiple aspects to our identities – so if you take a broad view of diversity, IP Inclusive can be open to everyone who wants to be part of it. That in turn brings in a wide and rich range of perspectives.
Welcoming allies
…Which brings me to the third reason for our success: our focus on allyship. The “intersectional” approach has encouraged our communities to be allies for one another – to learn from one another, support one another and share platforms. All of them are open to allies: Women in IP, for example, is there for people of all genders.
Intersectionality also meant that right from the start, we could welcome people who didn’t tick any of the traditional diversity boxes but still cared about inclusivity. And because, historically, those people were more likely to be in senior, decision-making roles, their support has been invaluable.
Pan-professional but sector-specific
The fourth but really important element of IP Inclusive’s success is its unique blend of the pan-professional and the sector-specific. Although it’s only for the IP professions, within that it’s for everyone who works here, whatever their role and their working environment. That leads to a very powerful sense of community. We have a shared legal framework, a shared client base, and through those a shared future. We understand one another’s values, motivations and constraints.
The “pan-professional” part means that different – but related – professions can learn from one another’s experiences and achievements; some are clearly further ahead on diversity and inclusion (D&I) than others. The “sector-specific” part means that the learning can be relevant and focused.
Another benefit of the pan-professional approach – and I hope this doesn’t sound cynical – is that it brings together people who cross-refer work. It hasn’t escaped our notice that some are attracted to our events for the networking and business development opportunities, and that our hosts and speakers are super generous because they want to impress potential clients and lateral hires. – To be honest we don’t mind, so long as it brings people into a room to talk about diversity.
The pan-professional approach also allows us to work with wider IP sector organisations, for example regulators, representative bodies and even the IP Office itself. That in turn strengthens our credibility and influence. It ensures that the benefits of improved D&I can extend throughout the UK’s IP ecosystem.
Driven by volunteers
Point five: IP Inclusive is powered almost exclusively by people doing stuff for free, for the greater good. Yes, we provide an umbrella under which individuals and businesses can work together for a common cause. Yes we catalyse, facilitate, support; we nurture discussions; and we provide safe spaces in which to do that.
But the real work is done, from the ground up, by the volunteers. And we instinctively understand that in the UK. It’s the Parent Teachers’ Association, the Great British Wartime Spirit. IP Inclusive has survived on little more than yoghurt pots and sticky-back plastic, and it’s that kind of informal, low stakes atmosphere that has allowed everyone, at every level and regardless of background, to feel able to get involved.
We may not have much money, but we are rich in goodwill.
The carrot not the stick
A sixth advantage is again one that stems from our lack of resources. IP Inclusive doesn’t have the wherewithal to force people to do things, or to sanction them when they don’t. All we can do is encourage, and role model the inclusive culture we aim to create.
We deliberately adopted a Wikipedia-style funding model. Our events and resources are all free at the point of delivery and we rely instead on everyone giving what they can, when they can. That’s easier to administer and it will prevent us outstaying our welcome – because if the sector no longer wants us it’ll stop funding us, and then we’ll stop bothering them. Simple as that.
Our Charter scheme is also light-touch, free to sign up to and self-certifying. Again it’s about encouraging and celebrating and sharing best practices, incentivising sector-wide improvements, facilitating rather than enforcing change.
Of course there will be organisations that sign the Charter as a box-ticking exercise and then forget all about it. We know who you are, even if we don’t have the resources to chase you. And maybe soon we will adapt the scheme to make it more meaningful for the signatories who take it seriously. But the thing is, ultimately the organisations that don’t engage will be the ones that get left behind. There’s a business case for D&I; those who get good at it will play a stronger part in the IP professions of the future. In the meantime, no one needs to be excluded from IP Inclusive simply for want of resources.
CIPA support
Finally, but crucially, IP Inclusive has done well because it’s had so much support from CIPA. It was CIPA who set up that first roundtable, CIPA who hosted our early meetings, CIPA’s Chief Executive Lee Davies who gave up his personal time to build our website and our basic admin and governance systems. Along with our other founding organisations (FICPI-UK, the IP Federation and in particular CITMA), CIPA supported and funded us through the difficult stages of our development, until IP Inclusive was grown-up enough to stand alone as it does now.
That support – both financial and hands-on – has been unwavering. CIPA continues to advocate for us and to model the inclusive practices that are at the heart of the whole initiative. I like to think that the Institute has benefitted from the relationship as much as IP Inclusive has. But one thing’s for certain: we would not be here without it.
Collaboration is key
The thread that runs through all seven of these tenets is of course collaboration.
By their very nature, diversity and inclusion bring people together, despite – perhaps even because of – their differences. They ride roughshod over professional and commercial boundaries. IP Inclusive has simply tapped into that. We’ve provided a space where IP professionals can collaborate; we’ve focused and supported their work, helped them pool ideas and resources from across the sector and even beyond; and in doing so we’ve strengthened the IP professions’ response to D&I.
Importantly, everyone in the sector has been welcome to get involved, which has been key to our success. It creates a wonderful sense of community and ownership. IP Inclusive is not really the umbrella itself; it’s the people gathered underneath. In that sense, it is definitely more than the sum of its parts – which for patent professionals, obsessed as they are with synergy, can only be a Good Thing.
Combine that with the strong business case – the evidence that diverse inputs lead to healthier, less vulnerable businesses – and you realise that the drive for diversity and inclusion is going to survive whatever the nasty people are saying about it now. It might get a different name. Its budget might need to come from a different part of the business. But it will still need to be there.
And the most efficient, most effective, and above all the most enjoyable, way to do it will be as we’ve done it for the last ten years: together.
A blueprint for the future
IP Inclusive’s history, I believe, gives us a blueprint for that. It’s made our sector more collaborative; better able to attract and retain the talented people it needs; and generally nicer to work in. And it’s done all of that on a shoestring. The more people give, the more they get out of it. The more they share, the more they amplify their individual efforts.
It may not be fashionable at the moment to talk about D&I in positive terms. But IP Inclusive’s impact – on individual IP professionals, the businesses they work in and the overall IP system – presents a strong business case for continuing the fight. Here in the IP professions we’ve shown that D&I don’t need to be divisive and they don’t need to be costly – quite the opposite, in fact. So as people elsewhere start to question their value, remember we have a very good answer in IP Inclusive. We have a tried, tested and proven formula and we’re more than ready to continue into our second decade.
For those who still care, and for as long as you do, IP Inclusive will be here for you.
Don’t take my word for it…
That IP Inclusive has been a force for positive change in our sector is probably beyond dispute. We hope to publish more about this in our impact report later this year, which will be informed by the survey we carried out among our Charter signatories and other supporters in February.
But you don’t have to take my word for it. Let’s end with some personal thoughts from people who’ve been involved with IP Inclusive’s communities and networks. Here, in their own words, is how some of our supporters feel about the initiative’s work, why IP Inclusive is important to them and the people they represent, and what they’ve got out of being involved.
You are more than welcome to join them!
The IP & ME community helps me find people like me, which I may not come across as I go about my day in my small bubble at work. Knowing there are people like me gives me strength and keeps me hopeful that if I or other people I know face any challenges, then there is light at the end of the tunnel in the form of a real human being who has done it. Another important thing I love is being able to rely on the community as a network, and being able to matchmake people within that network is quite powerful and makes sure people don’t feel lonely in whatever they are going through. Â
– Riddhi Patel, IP & ME committee co-lead
IP Ability has only been around for just over five years but in that time we have helped increase understanding and awareness of disability and caring responsibilities within the IP professions. It’s been encouraging to see growing recognition – both in our profession and in society – of some of the challenges faced by the people we seek to support (including those with invisible disabilities, neurodivergent individuals and carers), and of the value such people can bring once those challenges are met with support. The adoption of remote working, accelerated by the pandemic, has been a particularly significant step forward with the resulting flexibility benefiting a wide range of people and increasing the accessibility of our profession. Speaking on behalf of our committee members past and present, we take pride in contributing to positive change and look forward to continuing our efforts.
– The IP Ability committee
IP Inclusive has become an integral part of the IP community in Scotland with record engagement levels enjoyed year on year. We’re grateful to Andrea for her kind support of our regional committee and network. We’re delighted to take part in this year’s 10th anniversary celebrations and look forward to continuing to spread the IP Inclusive message across the whole of Scotland in the years to come.
– The Scotland Network committee
Our perspective is that while IPause is the newest IP Inclusive community, other communities have welcomed us into the fold as if we were always there. While IPause is relatively niche, we are heartened by seeing plenty of engagement with us. We are clearly considered to be useful by IP Inclusive users.
Adding new communities shows that IP Inclusive cares about and responds to the needs of those it serves; almost like a living creature, it is aware (of itself and others) and works to grow.
– The IPause committee
Forming IP Inclusive’s South West Network has been one of the most fulfilling steps I’ve taken in my career. From that initial conversation with Andrea in a coffee shop to contacting people I knew, and even more people I didn’t, in local firms, to ask whether they wanted to get involved, to running events which impact IP professionals and inspiring IP professionals in the region has been a great experience.
The genuine warmth and desire to help, collaborate, and benefit others from fellow IP professionals in the South West has been incredibly refreshing and motivating. Knowing others are also passionate about EDI and are taking steps on a daily basis in their organisations to keep EDI at the forefront of their management board’s agenda is inspiring.
There are areas in which brilliant progress has been made in promoting, and living, equality but there are other aspects of EDI which are still so far behind. The work of IP Inclusive will never be done.
Having IP Inclusive there championing equality and inclusivity gives professionals in other firms who are promoting EDI in their own businesses the support and validation sometimes needed to get their voices heard.
– Megan Jefferies, South West Network lead
I thoroughly enjoyed today’s session. I liked how we were all able to be informed of different values in an informal setting, where everyone felt free to express views from their own experiences. Everyone had interesting views to share which displayed the fact that the group has insightful participants. Thank you and I look forward to speaking to you all at the next meeting.
I really enjoyed the coffee morning this morning and will definitely attend future events now, it felt welcoming and much more inclusive… I’ve already been singing your praises this morning and will continue to see what I can do to help strengthen the community.
– IP & ME “Coffee Club” attendees
I am very grateful for how IP Out advocated on my behalf, when I needed support managing my transition in the workplace. Their assistance made the journey much easier, and knowing they were in my corner when I needed them really made all the difference.
– IP Out supporter
IP Out has been a continuum to me for years now; no matter where I am (physically or mentally!), it is a tremendous help to know that a network of like-minded individuals may be going through the same things and is there for support.
– IP Out supporter
IP Inclusive is important to us and the people we represent because it has created a community within IP with the common goal of helping to build a more diverse workplace. It provides an opportunity to meet a wider and more varied network whose shared values, experiences and goals lead to constructive conversations, some good laughs and helpful strategies for working in what can sometimes still seem like a man’s world. Our involvement provides support and builds confidence both generally and more specifically, in promoting diversity and being a better ally. IP Inclusive has also enabled us to meet lots of fabulous people in the profession.
– The Women in IP committee