If you’re in a conversation with or asked a question by, a wheelchair user - reply to them! Include them in the conversation and make eye contact.

Katy Deacon

IET Trustee and Chair of our Equality, Diversity and Inclusion (EDI) working party

Wherever possible, offer options that anyone can choose between, rather than always expecting disabled or neurodivergent people to come and ask for accommodations.

Dr Rachel Dugdale

Founder of Complexical Ltd

I hosted a neurodiversity awareness session within my department, supported by our EDI and Disability Inclusion Network leads. I helped to dispel some myths, but what was most rewarding was creating a discussion among colleagues about their own experiences.

Chloe Sarson

IET Technical Conference Producer

If I’m  working with Neurodiverse colleagues  I adjust myself to make them comfortable. I worked with a colleague who preferred to only manage 3 tasks at time due to his autism; so I kept providing 3 tasks at time. One day the person came back to me with a feedback: "I had the most enjoyable time of my life working for you.

Peter Raponi

Programme Manager

Be inclusive to disabled/neurodivergent people by asking them if any adjustments should be made for them or if there is anything they think you should know.

Neeha

Sixth Form at The Coopers’ Company and Coborn School

Neurodiversity inclusion in workplaces is lacking. Industry needs to carve out requirements and areas so neurodiverse people can thrive, and encourage diversity in all forms into the workforce.

Ramkrishna

Lead Engineer at Worley

Adding your pronouns to your email signature or Teams/Zoom name, even if you’re cisgender (a person whose gender identity corresponds with the sex registered for them at birth)! It’s a such a small thing, but helps to normalise pronouns.

Yen Le

The IET

Do not be afraid to ask how to pronounce someone's name and to take your time to learn how to pronounce it correctly.

Lidia

EC&I Design Engineer

Highlight and advocate for women in engineering / BAME engineering events and associations to celebrate diversity.

Anonymous

As a female engineer for over 30 years, I'd say work hard, be good at what you do and don't expect an easy life. Be prepared to fight to be heard and to be accepted.

Anonymous

All our engineering documentation has been rewritten to use non-gender specific language and removal of archaic engineering terms and phrases.

Andy

National Nuclear Laboratory

As a leader, it’s vital to create a culture of openness and active listening - taking opportunities to respond to questions and ideas from colleagues, and seeking input from those less likely to contribute in formal meetings.

Ed Almond

IET Chief Executive and Secretary

Ensure continuity. Organisations should price in succession planning whenever a Head of Diversity is appointed. I’ve seen ambitious diversity programmes stall when an individual leaves their post.

Dr Ollie Folayan MBE

Co-Founder of AFBE-UK, and Head of Process and Safety Engineering at Optimus Plus

In a meeting (virtual or in-person), wait a moment and ensure everyone’s voices are heard - not just the loudest or most confident people, and if you find yourself speaking a lot, let others go first.

Jim Smith

IET Volunteer

Embrace technology to help make it easy for everyone to thrive. Accessibility is in-built in every Microsoft application now - such as closed-captions and call transcripts in Teams, and the ability to add descriptive information to images in PowerPoint for screen-reading software. There are also plenty of accessibility features specific to your device - check out tips on YouTube or via the manufacturer website.

Miles Cooksey

IET IT Project Manager

Being inclusive doesn’t necessarily mean making big changes or statements. It is so often the little things that make a work place feel actually inclusive, be it not assuming a partner’s gender, respecting a person’s pronouns or religious holidays, etc.

Dr Clara Barker

Research Fellow & PDRA at Oxford University, and Dean for Equality and Diversity at Linacre College

With the limited diversity of the workforce you have, offer to visit local high schools, and work with their STEM teams. Embed the thought of becoming an engineer into the young minds of all the children, whatever their background.

Wayne Steel

Network Engineering Manager at National Grid Electricity Transmission

When creating assets, technology, or processes use a wide demographic to test that you are not creating barriers or discriminating who will be safe. For example, don't rely on colour or sound as only means of communicating risk. 

Good design = designing for human diversity 

Creating psychological safety to say this was not designed for me = equitable safety.

Jenny McLaughlin

Project Manager at Heathrow Airport

When I design content, be it socials or documentation, I'll check the following:

1. Alt text for images
2. Colour contrast
3. Clear and concise language
4. If it's a video, provide closed captioning and transcripts. (I may not be the best person to audio describe a scene but working on it)
5. Having awareness

Daniel

Co-Founder and CTO of Wangi Lai PLT

Saying thank you or recognising someone's contribution can make a huge difference to their day, and to how they feel about work.

Will

Principal Engineer - Obsolescence at BAE Systems

Ensure that your meeting rooms/office space have arrangements for accommodating wheelchair users or anyone differently abled.

Mufaddal Ali

DGM RTO & Business Process Improvement at K Electric

Foster a collaborative culture in the workplace. Build a rapport between your diverse team members; it's good to know not just each other's skills, but also interests outside of work.

Raymund Simangan

Commissioning Manager at SESC Project Management

Set up a Shadow Board. This can be made of representatives from across your organisation, including young professionals, part time workers, and people from a range of backgrounds and with varying levels of experience. This Board can provide feedback and insight into a Senior Executive Board, and should mirror the Executive Board as much as possible. They can share their thoughts on new organisational initiatives and management decisions, and help you make more inclusive choices for your workforce.

Beth

Quality and DevOps Specialist at ROSEN

By not embracing diversity, the tech industry may miss out on talented individuals from underrepresented groups who may choose to pursue opportunities elsewhere. A lack of diversity can lead to product failures or missed opportunities. A homogenous team may have limited perspectives and experiences.

Mark Martin MBE

Assistant Professor in Computer Science & Co-Founder at UKBlackTech

When hiring, try getting someone to remove things that identify a person's gender, religion, birthplace, etc to avoid inadvertent bias during the candidate review stage.

David

Write simpler job specifications and minimise 'must have' requirements, read CVs carefully, and get the best candidates in for face-to-face interviews and put them at ease - a meeting not an examination!

Robert

Principal Engineer at Callaghan Innovation

Avoid consciously making early assumptions about people you meet, especially those who do not look like you.

Sir Julian Young KBE

Former IET President

Before accepting an opportunity, stop and consider if there is someone more suited who is often overlooked.

Dr Ciara McGrath

Lecturer in Aerospace Systems at the University of Manchester, and YWE winner 2021

Each of us have some part of our identity which requires little attention to protecting oneself from danger and discrimination. This is our everyday privilege. Start learning what people who lack that everyday privilege encounter in your community, then use yours as a means of supporting them.

Nike Folayan MBE

Co-founder of AFBE-UK

We must actively seek out and embrace diversity, listen with an open mind and heart, and make room ‘at the table’ for all voices to be heard and valued. Just be a nice human being!

Glenn Atkins

IET Professional Registration Operations Manager

Challenge yourself - seek out people that are different to you. Don’t surround yourself with those who act, think and look like you.

Tamara Anderson

IET Group Manager - Events Production

Pronounce people’s names correctly. If you are struggling in pronouncing a name, stop and ask the person how to pronounce their name. This might seem like a small thing but it goes a long way in creating belonging and acknowledging someone’s being.

Tosha

Programme Director for Aerospace Engineering at the University of Leicester

Think of everyone you meet as an equal - that is, equally entitled to reciprocal care, courtesy and consideration.

Chris

IET Volunteer

Confidence can sometimes be a blocker to the most able people not stepping up, speaking up or applying for opportunities.

If you see someone do something great - let them know. If you see an opportunity that someone isn't taking - offer encouragement. If someone who is normally quiet speaks up - make sure you actively listen and acknowledge their contribution.

Heather

Network Planning Specialist at BT