Equality, Diversity & Inclusivity

Diversity and Inclusion Strategy

Aims & Objectives

This strategy aims to embed the principles of diversity and inclusivity throughout the ASME organisation, foster a culture that attracts and retains diverse talent and perspectives and maximises access and participation, both nationally and internationally.

The key objectives in this diversity and inclusivity strategy are to:

  • Anticipate the needs of people attending ASME events and conferences, ensuring ASME is accessible and individual to their requirements
  • Cultivate and promote an inclusive culture that maximises the talent, skills and diversity within ASME
  • Identify, attract and retain a pipeline of diverse individuals to ASME with a wealth of experience and talent
  • Promote and ensure transparent processes for the recruitment and selection of ASME directors and chairs of Special Interest Groups (SIGs), Career Groups and Committees are established and accessible for ASME members and external audiences to view
  • To promote high quality research and scholarship in the field of diversity and inclusion

To view the ASME Equality, Diversity and Inclusivity policy please click HERE

To view our complaints policy and procedure please click HERE

Definitions and The Equality Act

Various definitions of diversity and inclusivity exist. Generally, any individual difference can be regarded as diversity; these can include the dimensions of race, gender and sexual orientation. Diversity acknowledges the range of ways an individual (or a group of individuals or an organisation) can identify. The terms diversity and inclusivity are not mutually exclusive; the principles of mutual respect, belonging, value for all and promoting multiple perspectives underpin both concepts.

While diversity acknowledges individual differences, inclusivity moves beyond this to considering how we engage with these differences. Inclusivity requires us to reflect upon the plurality of ways diversity can impact access, participation and experiences and works towards meeting the wide range of needs in a diverse population. The outcome of applying the principles of both diversity and inclusivity is to establish equity, meaning fairness (equal and full participation).

The Public Sector Equality Duty states that organisations must have due regard for the need to:

  • Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Equality Act (2010)
  • Advance equality of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between people who share a protected characteristic and those who do not. These are sometimes referred to as the three aims or arms of the general equality duty. The Act explains that having due regard for advancing equality involves:
    • Removing or minimising disadvantages suffered by people due to their protected characteristics
    • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people
    • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low. Under the Equality Act (2010), there are nine protected characteristics:

Graphic showing the protected characteristics including disability, pregnancy, gender re-assignment, sex, age, religion, sexual orientation, marriage and race

not all disabilities are visible