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Diversity & inclusion



Reflecting the diversity of our community is the bare minimum. To address systemic and structural inequities, we need to embed inclusive practices in all aspects of our research, teaching and daily interactions.

Professor Stephani Hatch, Vice Dean (Culture, Equality, Diversity & Inclusion)

The principles of equality, diversity and inclusion are at the heart of IoPPN's culture. We are committed to continuing to discuss, implement, promote and monitor strategies aimed at improving the working environment for all our staff and students.

Our Diversity & Inclusion Team comprises a Core Team, Champions, and department and area representatives who work closely with our IoPPN based D&I Working Groups and Networks. The work of the D&I Team applies an intersectional perspective to extend across all nine protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation).

Our current priorities include:

    • Improving our understanding of the experiences of students and staff from minoritised communities, particularly those at the intersection of race and other protected characteristics, and addressing these barriers to ensure all students and staff can reach their full potential
    • Improving the use, access to and monitoring the impact of our range of D&I Toolkits and available resources and Code of Conduct that together support inclusive cultures and working environments
    • Our Culture, Diversity and Inclusion Achievements Log for all departments and central teams, which is an annual process that explores department/central teams progress and acheivements and implementation of our Action Plans
    • Increasing awareness, positive messaging and support around career breaks and flexible working, including for externally funded grant position
  • The IoPPN Bullying and Harassment Anonymous Reporting Pilot which aims to collect data at a suitable granular level to enable identification of patterns and trends in inappropriate behaviour at the IoPPN and better inform preventative and proactive work in addressing bullying and harassment. The pilot is one part of King’s and IoPPN’s ongoing work to address gaps in all stages of identifying, reporting and addressing experiences of bullying and harassment.

Our History

Our work began in 2012, with our Women in Science project that aimed to assess, address and challenge the inequalities women face in their academic careers in STEMM subjects. 

In 2012, our faculty Athena SWAN Self-Assessment Team was formed to support IoPPN’s first application for the Athena Scientific Women’s Academic Network (SWAN) charter. The IoPPN was awarded the Athena SWAN Silver Award in 2014 and submitted a renewal application in April 2019. Receiving our first Silver Award was an extremely proud moment for us, but it also revealed that, in order to create a truly inclusive environment for all our staff and students, our work needed to expand beyond gender to all protected characteristics.

We became the Diversity & Inclusion Team in 2016 and, in 2019, IoPPN’s Executive Dean created the role of Vice-Dean (Culture, Diversity and Inclusion), appointing Professor Ann McNeill, further demonstrating our commitment to the core values of equality.

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Inspiring Women

Inspiring Women was an initiative in 2014, arising from the fact that many junior researchers were unaware of IoPPN's internationally renowned female professors. The initiative celebrated our female professors' achievements, and highlighted how their work influences, shapes and delivers IoPPN's strategic vision, whilst also ensuring access to role models for all our students and staff. You can view a summary of this initiative below.




Diversity and Inclusion at the IoPPN



Learn about how IoPPN is delivering our D&I agenda, and meet the core team leading the strategy…



Read about the latest news and groundbreaking research from the IoPPN


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