Equality and diversity

We publish regular information about what our equality objectives are and how we're meeting them.

Equality and diversity

The IPO is committed to promoting equality and valuing diversity in the way we deliver our services and the way we manage our employees. We strive to be inclusive through respecting one another, promoting and achieving equality of opportunity, valuing diversity, and providing an accessible, responsive service to our 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, delivering 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.

Equality information

As a public authority, we must publish, at least annually,   relevant, proportionate information demonstrating our compliance with the Public Sector Equality Duty.

Our equality information helps us identify and understand potential key equality issues across our functions including employment and service delivery areas. Where appropriate we will use the findings to develop our equality objectives.

We gather information covering all the protected characteristics: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Our published equality information covers all our functions and demonstrates how we have used this information to have due regard to all three aims of the general duty.

In publishing our equality information we ensure that it is accessible and follows the Public Sector Transparency Board’s Public Data Principles(https://www.gov.uk/government/groups/public-sector-transparency-board).

We have also sought to ensure that the equality information we publish complies with the Data Protection Act 1998.

Gender pay gap at the IPO

The gender pay gap is measured to demonstrate due regard to equality and that the IPO’s pay system complies with the Equality Act 2010 and Public Sector Equality Duty (PSED) by being fair and transparent.

How we deliver on our strategic commitments

Our people

As an employer it is IPO policy to:

  • promote a working environment free from discrimination, harassment, and victimisation
  • ensure that all decisions relating to employment practices are objective, free from bias, and based solely on work criteria and individual merit, with due account taken of an individual’s personal circumstances and the needs of the business
  • ensure that employees or job applicants are not placed at a substantial disadvantage by a working practice or policy and to make reasonable adjustments when needed

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, delivering 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.

 The Intellectual Property Office is 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.

Outreach activities

The IPO contributes to the creation of a more inclusive and equitable innovation ecosystem by empowering businesses from diverse backgrounds to protect and leverage their innovations, brands, and creative works. Through collaboration with stakeholders and proactive outreach efforts, we help to encourage a culture of innovation that embraces diversity and encourages sustainable economic growth.

One of the primary ways the IPO supports a diverse range of businesses and innovators is by providing accessible and comprehensive guidance on navigating the complexities of IP rights. Whether a start-up, a small and medium-sized enterprise (SME), or a large corporation, businesses often face challenges in understanding how to protect and leverage their innovations, brands, and creative works.

We support inclusivity by ensuring that our services and information is accessible to diverse audiences. Through our digital guidance and regional outreach initiatives, we reach businesses across the UK, including those in underserved communities and rural areas.

 To date our IP Health Check online tool has been accessed over 22,000 times. We are proud to work in partnership with IP inclusive and support their EDI Charter commitments.

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