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Declaring and upholding our values – Next steps

Conversations have begun between the Executive Committee and our membership on what steps or measures we should consider to ensure that Equity, Diversity and Inclusion lie at the heart of what we do.  The following is a list of ideas to initiate discussion in the coming months, and is not exhaustive.   We intend that such discussion will lead to the development of a Platelet Society EDI strategy and guidance document.

  1. Development of a diversity, equity and inclusion statement, that encapsulates our values as a Society. This should be prominently positioned on our website. This may specifically reflect on recent developments such as the Black Lives Matter movement, recognising the broader implications with respect to EDI.  This should recognise our strengths and weaknesses in this respect, and our commitment to improve.
  2. Analyse existing data on our membership, and representation on our committees and at our meetings. Identify a strategy to collect any missing data.  Consider the correct manner in which to analyse data to best identify inequalities (e.g. intersectionality, disaggregating ‘BAME’ data)
  3. Consult with our membership about their perceptions of how diverse and inclusive the society is, and their ideas on how we can improve support and visibility of underrepresented groups throughout all societal activites. This is essential as the current committee does not currently reflect the diversity of the membership
  4. The data should be reviewed by the executive committee, so that an action plan can be developed which we can share with our membership for comment at the next society AGM.
  5. We need to explore the membership of the executive committee and the Board of Trustees, and consider how we can ensure these better reflect the diversity of our membership.
  6. We could develop a specific ECR committee to further support scientific and social interactions and opportunities for ECRs which represent a large proportion of our membership. This would allow a greater engagement of members (more than the current 2 members of the Executive Committee) to be involved in the organisation of events, and this would enhance our ability to more rapidly ensure that the membership of committees reflects the membership of the society.  This of course should not be in place of adjustment over time of the Executive Committee membership.
  7. Consider the wider culture of inclusion and diversity within the society. How do we ensure our events are accessible and welcoming for everyone? (e.g. code of conduct, Power Hour, ensuring diverse speaker representation).  How do we empower all our members to act to champion equity, diversity and inclusion through the society? Do we have visible role models and allies?
  8. Consider how we use our platforms to celebrate the diversity of our society. This might include running awareness raising events at members labs or using social media to coincide with events such as International Women’s Day, Black History Month, LGBT in STEM day, International Day of Women and Girls in Science, International Day for the elimination of racial discrimination.
  9. Celebration of successes – inclusivity needs to be reflected in how we do this.
  10. Consider whether the society can support the career development of underrepresented groups through offering of training sessions, networking opportunities and inter-lab mentorship. Consider how we promote a range of visible role models in the society both at meetings and on our website and promotional materials (e.g. including past committee members on the website or encourgaging members to share their experiences like University of Sheffield’s ‘Wall of BAME’)
Platelet society members in Cambridge
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