1. Diversity Progression Framework Descriptors
Unconscious bias (applicable to everything)
Social mobility (not a protected characteristic but
relevant to professions)
Governance and leadership
Membership and professional registration
Meetings, conferences and events
Accreditation and examinations
Prizes, awards and grants
Communications, marketing, outreach
and engagement
Employment
Monitoring and measuring
Diversity Progression Framework Descriptors
Protected characteristics
Age
Pregnancy and Maternity
Religion and Belief
Sex Equality
Sexual orientation
Race
Disability
Gender reassignment
Marriage and Civil Partnership
NOTE: Need to clarify and agree what can be addressed by PEIs. For example, marriage and civil partnership is probably not something professional bodies can do anything on. Need clear statements where this may be agreed as the position.

2. Resource levels Initiating Developing Engaging Evolving Situation:
Data and insight into issue. The current position, situation and problem statement
Case for change:
Top level reports, clear quantitative data (e.g. McKinsey, EY etc).
*Need to be selective – quality over quantity (but need to define criteria since different people will rate things differently)
Activity to bring about change:
Processes in place
What are the learned societies doing?
Evolution and setting of good practice:
Collation of examples from across science/engineering bodies (and other relevant groups to establish good practice guidelines
Example:
Gender – low female participation and leaky pipeline
Case for change:
Business case for diversity in workplace.
Strengths women bring to teams etc.
Activity to bring about change:
Outreach to increase university entrance, visible role models through policies for gender balance on Boards, committees, speaker panels etc
Evolution and setting of good practice:
Publication of good practice documents from steering group for levels of women on Boards, Committees and speaker panels etc. Guidance on meetings etc to support wider participation