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Report of the Diversity and Inclusion Working Group

M. Nevant (FR)

In addition to monthly meetings, the D& I WG has undertaken the following activities since C94:

  1. Meeting with Board on 5 July 2023
  2. Analysis of the statistics provided in the 2023 EQE survey report. For the first time ever, the survey included D&I-related questions, provided by the D&I WG
  3. Writing of an article on the prerequisites to sit the future EQE, which was published in issue 3/23 of epi Information (see https://information.patentepi.org/issue-3-2023/prerequisites-to-sit-the-future-e-eqe-perspective.html)
  4. Preparation of proposed amendments to Rule 17 IPREE – sent to the ad hoc joint epi/EPO WG
  5. Nina Ferara and Olga Sirakova attended a webinar organized by WIPO with IP offices and innovation stakeholders on “the IP gender and diversity gaps in the Africa and Arab regions”. See Olga’s LinkedIn post (here)
  6. Nina Ferara and Marc Névant gave a presentation on “Fostering the Diversity and Inclusion in our European Patent profession” at the event organized by epi on 13 October (“Half a century of EPC, 44 Years of EQE and opening a New Chapter”).
  7. Olga Sirakova attended a webinar organized by WIPO on “Closing the Gender Gap in IP. Women in the Creative Industries”. See Olga’s LinkedIn post (here)
  8. On the occasion of the United Nations World Day for Cultural Diversity for Dialogue and Development, Sally Bannan, Nina Ferara and John Gray were invited to the podcast “Two IPs In A Pod”, to discuss the cultural differences within Europe and how they are helping their colleagues to find a common understanding on EDI issues. The podcast can be listened to following this link: https://cipa.buzzsprout.com/1045420/12894623-cultural-diversity-and-the-european-patent-professions
  9. WG members individually engage with D&I activities in other IP associations

The policy on diversity and inclusion is available on epi’s website: https://patentepi.org/en/diversity-and-inclusion/di-policy.html

  • epi recognizes the benefits of diversity & inclusivity (D & I)
  • epi commits to and aims for D & I in our policies, practices and stakeholder relationships
  • Diversity of epi membership

A link to a video message of the members of the D&I WG was included in the accumulated file for C94. The video is available here (after logging in).

As a reminder, the Diversity and Inclusion Working Group (D & I Working Group) was set up by the Board (B117 ) in September 201. At C92 in May 2022 the D & I policy was adopted by the Council.

At the Council Meeting C93 the decision was approved, that the Diversity and Inclusion Working Group continue its work until at least C94 in order to help providing materials to support epi members to best address and adapt the need of their clients and to propose actions to grow epi’s commitment to diversity and inclusion.

At B127, the Board decided to distribute the REE/IPREE drafts with the Presidium, PEC, SAC, the epi Legal Advisors and the D&I Working group to review the documents.

The D & I core values of epi are:

  • Our Code of Conduct - article 5(b) – prohibits discrimination between members ((epi membership now spans 39 countries!)

“(b) Since a prime interest of the Institute is to maintain a unified profession, no member must exercise or promote discrimination between members, for example on grounds of language or nationality.”

  • The Institute has a long standing position not to discriminate based on nationality, e.g.
    • EQE vs grandfathers
    • Existing vs new countries
    • Existing EQE vs new EQE
  • Work to maintain equality of the three official languages in the laws and the EQE
  • Scheduling Board and Council meetings, and educational events around the member states
  • Providing additional support for EQE candidates from the “new countries”:CSP is by design a divers and inclusive program
  • Fighting for the right of parties to have in-person or ViCo oral Proceedings according to their preference

The next steps of the D & I Working group to go forward are:

For employers:

  • Wider hiring pool
  • Retention and Employee Satisfaction
  • Professional Reputation and Credibility
  • Business Results and Profitability
  • Embrace globalization with a diverse workforce

For employees / colleagues:

  • Positive working environment
  • Improved Teamwork and Collaboration
  • Diverse perspectives foster creativity by bringing in unique ideas and approaches
  • Career Growth and Advancement

For tutors:

  • Better understanding of Tutee’s needs and effective addressing
  • Improved Relationship and Trust
  • Enhanced Tutoring Methods and Tips
  • Enhanced success rates in Learning

Other organisations / institutions have an interest in D & I matters:

  • AIPPI has set up this year a D&I Bureau Advisory Committee
  • FICPI set up last year a Diversity, Equity, Inclusion & Accessibility Committee
  • CNCPI (the French Association of Patent Attorneys) has set up this year a Diversity & Inclusion Committee
  • This year’s Nobel Prize in Economic Sciences was awarded to Claudia Goldin who provided the first comprehensive account of women’s earnings and labour market participation through the centuries. Her research reveals the causes of change, as well as the main sources of the remaining gender gap.

Our Goals:

  • Support and encourage working environments where current and future epi members can bring their whole selves to work, feel welcome and supported within the profession and are encouraged to bring in new ideas and ways of doing things to future-proof the role of European Patent Attorneys
  • Engage with the various epi committees and bodies to communicate the D&I Policy and help them put it into effect in their daily activities
  • Bring about change e.g. to our communication (inclusive language) and to diversity of our speakers (make sure D&I considered when looking into possible options)
  • Encourage dialogue about different D&I issues that may affect members of the profession (discrimination, unconscious bias, microaggressions - e.g. seminars on different topics)
  • Exchange with the EPO on broader topics (e.g. diversity among inventors)

D & I in the context of the EQE

  • Providing input on revisions to REE and IPREE pertaining to D&I matters, with focus on reasonable adjustments (e.g. disabilities, maternity) and educational qualifications (for social inclusion)

  • Supporting the implementation of reasonable adjustments for the EQE, including providing survey questions for candidates

  • Working with relevant epi bodies to raise the profile of our profession, particularly within the student community across Europe

D & I WG calls to action!

  • We invite Council, committee and epi members to familiarise themselves with the Policy and keep it in mind in all their work for epi

  • We offer to give a short presentation on D&I to all newly elected Committees when they first meet after C96

  • Talk to us, tell us about D&I topics related to your work, engage with our activities and help us make our profession more diverse and inclusive, and therefore fit for the future!

  • The WG has been investigating how epi can support its members on the issues of diversity and inclusion

  • We are aware that epi Committees already have a lot on their plates, e.g. informing epi members and defending epi’s positions vis-à-vis IP stakeholders

  • We have come to the conclusion that implementing and upholding the unambiguous commitment from Council requires a steady, permanent workforce, i.e. a permanent Committee that can provide dedicated support across all Committees.

During C96 in Ljubljana Council agreed that the Diversity & Inclusion Working Group continue their work until at least the 2024 ordinary Spring Council meeting.

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