Page published on 22nd August 2023
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IP Inclusive has responded to IPReg’s July 2023 consultation on its 2024/25 business plan, budget and practising fees. A full copy of our response can be downloaded here.
EDI key, especially to education and training
We were pleased to see equality, diversity and inclusion (EDI) playing a key part in IPReg’s proposed 2024/25 plans, in particular through several education-related projects that we believe are likely to improve diversity in the regulated sector and its accessibility to a wider range of recruits. These include reviews of (a) qualification pathways and barriers to entry into the patent profession; IPReg’s competency framework for patent and trade mark attorneys; and (c) its accreditation systems and accredited providers, with a view to encouraging new qualification pathway options.
We were encouraged, in this context, by IPReg’s intention to take account of changes to the European Qualifying Exams (EQEs). These can have a significant impact on the UK patent profession’s ability to recruit, train and quality-assure its new attorneys. We have offered to collaborate with IPReg to ensure the EQEs do not present an inappropriate barrier to entry into the profession.
Parental leave
We were delighted to note that IPReg now accepts applications for moving to the “not in active practice” fee category not only from attorneys who are on maternity leave but also from those on adoption or other types of parental leave. This more gender-balanced approach is something we have recommended in our submissions on previous IPReg budgets (see here and here). We believe it will help create a more level playing field for professionals of all genders as they progress through their careers.
We also welcome the fact that IPReg intends to maintain its discretionary waiver of the practising fees, which will apply generally in any case of hardship. Again, we have advocated for this in the past as we believe it helps avoid fee increases constituting a “back door” barrier to inclusion in the regulated professions.
Diversity data gathering
Importantly, our August 2023 consultation response urges IPReg to conduct a diversity survey of its regulated community in 2024. The last such survey was carried out in 2021 and we are concerned that diversity levels may have changed significantly since then. A more up-to-date evidence base is, in our view, essential to underpin IPReg’s proposed education- and training-related projects, as well as to inform equality impact assessments for future activities and plans. It will also provide a valuable benchmark for employers in the sector.
A collaborative relationship
IPReg (the IP Regulation Board) regulates patent and trade mark attorneys registered in the UK. As such its activities impact on a significant section of the UK IP professions. It has provided support for IP Inclusive and works with us to improve equality, diversity and inclusion in its regulated community.
As in our responses to previous IPReg business plan consultations, IP Inclusive pledged this year to continue to work with IPReg to progress its diversity- and access-related initiatives. We very much value the financial and other support that IPReg provides for our work, and the opportunities it offers for consultation and collaboration.