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Dr Stephen Hendry,
Royal Society of Chemistry, Global Inclusion
Programme Manager, Socioeconomic Inclusion

Email
hendrys@rsc.org

Twitter @DrStephenHendry

Contact details https://linktr.ee/DrStephenHendry

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Dr Stephen Hendry CChem MRSC | Twitter, Instagram, Facebook | Linktree

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The Royal Society of Chemistry Programme Manager for Socioeconomic Inclusion

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Introduction and overview of the Chemistry for All programme from Royal Society of Chemistry Manager for Education Strategic programmes  Amanda Bailey.

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An introduction and overview of the socioeconomic inclusion programme of work within the Global inclusion team, from RSC Socioeconomic Programme Manager, Dr Stephen Hendry.

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Colby Benari delivering an overview of the work of In2Science to our roundtable participants.

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Dr Louise Ashley delivering an overview of her work specialising in researching the implementation and development of diversity and inclusion programmes around social class and social mobility.

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Louise Ashley_Royal Society of Chemistry_Finalv2

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Introduction and overview of the Chemists Community fund presented by Chemists community fund support manager, Maggie Houghton.

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In recent years, the RSC Inclusion and Diversity (ID) work has grown in prominence with increased focus on data and evidence to gain an in depth understanding of the needs of underrepresented groups.

Through our ID strategy we aim to attract, develop and retain a diverse community of people choosing the chemical sciences and fulfilling their potential for a truly inclusive community.

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Our approach to improving diversity

The people that make up our global community come from diverse cultures and have varied backgrounds and experiences.

We recognise the importance of valuing all members of our community; we believe that for the chemical sciences to prosper, they must attract, develop and retain a diverse range of talented people.

As a professional and membership body, and a leading voice for the chemistry community, we have a responsibility to promote inclusivity and accessibility in order to improve diversity.

Our goal is to increase the diversity of people choosing and fulfilling their potential in the chemical sciences for a truly inclusive community.

The key aims of our strategy to 2025

To collate, analyse and use data to ensure an evidence-driven approach.

To investigate perceptions of who can be a chemical scientist.

To support early career chemists encompassing all career routes to the profession.

To ensure fair and equal progression for talented chemical scientists.

To learn from, and share with, our global partners the insight, knowledge and tools to progress inclusion and diversity across the chemical sciences worldwide.

This strategy will run until 2025. To ensure that it has the desired impact, we will continue to develop a range of measures to monitor progress and theimpact of our work. These include:

Measuring the number of partners we successfully work with and provide expert advice to

Engagement of key stakeholders and champions to foster change in the culture of chemistry

The improvement in diversity resulting from our work

Our inclusion and diversity definitions

Use the tabs below to find out what equality, diversity, and inclusion mean and how we implement these terms at the RSC.

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Breaking the barriers Women's retention and progression in the chemical sciences

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Breaking the barriers Women's retention and progression in the chemical sciences

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Women scientists who stay in academia are not progressing with anecdotal evidence of bullying and harassment

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We will build on the actions we have taken over the past few years with a five point plan:

1. To launch a bullying and harassment helpline by summer 2019

2. To launch Carers' Grants in early 2019

3. To launch annual recognition for chemistry departments that demonstrate significant progress in inclusion & diversity

4. To facilitate an exchange programme of best practice between peers

5. To launch a gender equality forum to accelerate culture change

What will you do differently?

Join us: the Royal Society of Chemistry is at its most impactful when the chemical sciences community is united behind our actions. We can lobby for change, demonstrate best practice and influence other organisations, but we need you as individuals to put this change into practice.

Act as a sponsor: sponsorship matters to women at all career stages and has a major contribution to progression and success. Support and sponsor women to succeed.

Nominate women scientists: prizes and awards have a positive impact on individuals' careers and role models in the community. Nominations of women and by women are still too low.

Act as a role model: demand and expect flexibility. Be proud of your achievements, at work and at home. Request sponsorship and mentoring.

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Women's retention and progression in the chemical sciences

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Missing Elements: Racial and ethnic inequalities in the chemical sciences

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Missing Elements: Racial and ethnic inequalities in the chemical sciences

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Loss of women is most pronounced for Black women with a sharp attrition of Black chemists after undergraduate

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Watch the recording of our Missing Elements report live launch, with experts and participants from our research discussing our findings.

Speakers include RSC CEO Dr Helen Pain, Professor Robert Mokaya, Professor Ijeoma Uchegbu, Kevin Coutinho and Professor Marina Resmini.

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Missing Elements: Racial and ethnic inequalities in the chemical sciences

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Missing Elements shines a stark light on racism and ethnic inequalities in the chemical sciences. We reviewed relevant data and reports and gathered new qualitative evidence of chemical scientists' lived experiences.

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Exploring the workplace for LGBT+ physical scientists

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Exploring the workplace for LGBT+ physical scientists

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Many LGBT+ people do not find the physical sciences to be a comfortable working environment and have considered leaving

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Many LGBT+ people do not find the physical sciences to be a comfortable working environment - and have thought about leaving.

Despite progress, many LGBT+ physical scientists have experienced or observed exclusionary behaviour in the workplace.

In partnership with the Institute of Physics and the Royal Astronomical Society, we have conducted a comprehensive survey to gather data from across the community - giving us new insights into the current workplace environment for LGBT+ physical scientists.

The majority of LGBT+ scientists think the working environment is improving

But we need to do more, with many reporting a lack of awareness of LGBT+ issues in their workplace.

What feels like a hostile environment to one person is not always obvious to those around them.

Feelings of discomfort are not necessarily the result of overt negativity, some of the actions that cause them might be almost imperceptible, or easily ignored.

Common signifiers of an exclusionary environment include:

1. Workplace policies and procedures that don't adequately support employees that are not heterosexual and cisgender.

2. The incorrect use of pronouns to address or refer to LBGT+ employees.

3. Casual insensitive humour, even when not maliciously intended.

Ultimately, what any minority group-belonging person wants is, when push comes to shove, will my organisation support me?

Doing the best for science means retaining LGBT+ scientists.

No one is definable by a single characteristic - we are all complex individuals subject to a whole host of different influences. But, to create an environment where the best scientists can flourish and the best science can be done, we need to make sure everyone feels comfortable.

If we can do that it won't just benefit our LGBT+ colleagues, but everyone in our workplaces.
Let's act now to effect real change.

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Exploring the workplace for LGBT+ physical scientists

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A report by the Institute of Physics, Royal Astronomical Society and the Royal Society of Chemistry

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It’s time to stop excluding disabled scientists

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It’s time to stop excluding disabled scientists

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Disabled people, and those with an impairment or health condition are underrepresented within the chemical sciences

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Science and society are not built to welcome disabled people - and that's a fault that we have to start fixing, says our disability and accessibility specialist Emrys Travis
Disabled chemists face a wide variety of barriers to full and equal participation. These can be as simple as an inaccessible building, a non-adjustable lab bench, or conferences without captions. Or they can be as complex as a competitive chemistry culture that still values long working hours, leaving little space for those who need to work flexibly and pace themselves.

Building a chemistry community where disabled scientists can thrive is a collective responsibility and we all have to play an active part.

Our 2020 Diversity Data Report showed that people with a disability, impairment or health condition are underrepresented within the chemical sciences.

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It's time to stop excluding disabled scientists

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Science and society are not built to welcome disabled people - and that's a fault that we have to start fixing, says RSC disability and accessibility specialist Emrys Travis

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Our diversity data report and how we use your data

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Our diversity data report and how we use your data

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Evidence shows that a wide range of different perspectives leads to better science. This is why we encourage everyone working in the chemical sciences to help us understand the diversity of our community.

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Evidence shows that a wide range of different perspectives leads to better science. This is why we encourage everyone working in the chemical sciences to help us understand the diversity of our community.
We do this by asking individuals to answer questions about their background and how they self-identify. This includes gender, nationality, religion, race, ethnicity and sexual orientation. These insights allow us to identify where interventions are needed to improve inclusion and diversity in the chemical sciences.

The FAQs on this page explain more about the way we collect and use diversity data.
Find out more:
Our diversity data report

Frequently asked questions

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Our diversity data report and how we use your data

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The Royal Society of Chemistry diversity data report and how we use your data. The FAQs on this page explain more about the way we collect and use diversity data.