Our focus on equity
Our strength lies in our Fellowship and its diversity. We prioritise equity and inclusion across all areas of our work – from our Fellowship election process to engaging with Fellows and stakeholders in our policy work.
Our most recent statement on EDI was released in September 2024:
At the Learned Society of Wales, we are passionate about our ambition to represent the diversity of Wales. Through demonstrable action, we aim to embed a culture of inclusion and equity in all areas of our work.
We are strongly committed to challenging systemic inequity and all forms of discrimination and marginalisation, and we will continue to work hard to diversify our Fellowship and our practices. We commit to celebrating, inspiring and highlighting the diverse richness of research and innovation in Wales, and working in partnership with our Fellows and the communities to which we belong.
We have consciously advanced our Equity, Diversity and Inclusion (EDI) ambitions but we know that there is more to do. This is why we continue to challenge our thinking, act on our learning and update our commitments. This is articulated in our EDI Action Plan which sets out the changes and improvements we will make throughout all aspects of our organisation. This has been spearheaded by the agreement to change our focus from ‘equality’ to ‘equity’ – which points to our commitment to the more active intervention which equity requires.
In summary, the action plan commits to 10 broad areas of focus:
- Being a visibly inclusive organisation internally and externally – known as exemplar in its EDI work. This includes developing our relationship with ally and support groups and talking about our ambition and progress in this space.
- Embedding EDI across the organisation and increasing the inclusivity of our approach. This includes improving data collection to help us identify strengths and gaps in our Fellowship and finding ways to assess the impact of our decisions on equity.
- Continually reviewing the LSW Fellowship election process to be inclusive and equitable. This includes proactively encouraging and supporting more diverse nominations and examining our election process to remove any unconscious barriers to nomination.
- Ensuring staff management and recruitment is inclusive and equitable.
Managing Fellows’ involvement in governance and development so that it is inclusive and diverse. This includes the way we create and share opportunities and the way our meetings are run.
Considering ways in which participation in the Society’s business might be impacted by financial barriers to access and how that could be averted. - Developing LSW activities to be inclusive and accessible to all – from the venue and formats to the people invited to speak.
- Ensuring activities supported by LSW meet the same standards as we hold for our own.
Developing communications to be accessible and inclusive – using available technology and introducing training where needed. - Embedding requirements into grants awarded by LSW that contribute to our EDI ambitions –monitoring the progress to assess this.
Our principles
- Equity is our priority in our fair and equal treatment of all.
- A visibly and inherently inclusive culture in which everyone is welcomed and is able to be themselves.
- Zero tolerance for discrimination, harassment, victimisation and unwelcome behaviour.
- A Fellowship that strives to represent the diversity of Wales.
- Sharing our good practice with and constantly learning from others.
Our 3 themes:
- Creating an inclusive/equitable culture in which to work and be a Fellow
- Engaging/Connecting with our stakeholders
- Championing and supporting