When everyone is included, everyone wins.
Inclusion and diversity promote sound decision-making, innovation, successful business, and wellbeing in our communities.
At UKPPC, we understand that Diversity: representation, doesn’t stick without Inclusion: participation.
UKPPC is committed to increasing representation and participation amongst competitors, judges, and all our partners, across race, gender identity, sexuality, age, religion, and disability.
UKPPC has adopted a three-pillar action plan to achieve this.
- UKPPC aims to attract and retain diverse talent with at least 2.2% LGBT+ and 14% people of colour, including 3.3% Black people, represented in our team, amongst competitors, judges, and our partners, in line with the U.K.’s most recent census demographic data.
- UKPPC aims to use appropriate selection criteria to recognise the diverse skills, experiences, and perspectives of applicants, especially judges.
- To ensure that everyone involved, especially those from marginalised groups are safe, UKPPC has a zero-tolerance policy for discrimination of any kind, including racism, queerphobia, whorephobia, and so-called microaggressions.
- Out of respect for the dignity of our team, competitors, judges, and partners, UKKPC aims to use mindful language and pronouns throughout our website, application forms, correspondence, and events.
- To ensure marginalised groups are involved, UKPPC aims to invite and recognise contributions from queer people, and people of colour, including black people when organising events.
- UKPPC will publish an annual Inclusion Review to break down:
- The diversity of our team, competitors, judges, and our partners.
- Whether UKPPC has accomplished its annual inclusion and diversity goals.
- In case UKPPC has accomplished its annual inclusion and diversity goals, what UKPPC can do to maintain and improve these accomplishments in the next year.
- In case UKPPC failed to accomplish its annual inclusion and diversity goals, what UKPPC will do to accomplish these goals in future.
- Define annual inclusion and diversity goals for the next year.
 Paul Gompers and Silpa Kovvali, “The Other Diversity Dividend”, Harvard Business Review < https://hbr.org/2018/07/the-other-diversity-dividend >; “Diversity and Inclusion: A Catalyst for Corporate Sustainability”, Inklusiiv < https://www.inklusiiv.org/post/diversity-inclusion-a-catalyst-for-corporate-sustainability >
 Laura Sherbin and Ripa Rashid, “Diversity Doesn’t Stick Without Inclusion”, Harvard Business Review < https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion >
 Office for National Statistics, Population of England and Wales (2011) < https://www.ethnicity-facts-figures.service.gov.uk/uk-population-by-ethnicity/national-and-regional-populations/population-of-england-and-wales/latest >; Office for National Statistics, Sexual Orientation, UK: 2018 (2020) < https://www.ons.gov.uk/peoplepopulationandcommunity/culturalidentity/sexuality/bulletins/sexualidentityuk/2018 >