I N C LU S I O N CO M M I T T E E
Meet The BIPP Inclusion Committee After first forming, the BIPP’s Inclusion Committee is starting to outline its initiatives and take focus on its aims for the coming years. In this piece, we take a closer look at the progress and development made so far and get to know each Committee’s member personal drive to make the BIPP more inclusive.
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ollowing on from my previous article and the publishing of the BIPP’s Equality, Diversion and Inclusion Policy, I’m delighted to say several members came forward to volunteer their opinions and expertise in implementing the ethos of the policy and the Inclusion Committee was formed. Their aims? First and foremost to make sure that the BIPP is a true representation of society, to raise awareness of inclusion within the Institute and to advise on how potential programmes of education could be put in place. The meetings are enjoyable and fruitful with everyone giving their considered opinion on these topics and how to move them forward in a way that uses positive language and encourages both existing members and potential new ones to view and value the BIPP as the wonderful diverse community that it is. It was agreed that the Equality, Diversity and Inclusion Policy should state a zero tolerance to racism and specifically include social media as part of the written word statement. Small changes you may say and ones which most of us would take as a given, but they should be stated, and are now in print, and I’m proud to say on our website. It’s good to know as professionals in our field that we are in a safe community.
Education is a broad topic and certainly one that most of our members will have an opinion on. Our world recognised qualifications are there for professional members to reach their potential with mentoring from their peers. How wonderful would it be if we could give this opportunity to a small group of youngsters who would not otherwise be able to access education or enter the field of photography. This idea is at it’s embryonic stage but I am excited to see how the Inclusion Committee suggests this could be implemented in the future. The Inclusion Council has also acknowledged that unconscious bias is present in society and these biases create inequalities. They recognise that more needs to be done within the BIPP as a membership organisation to address these issues. As per the Councils suggestion, unconscious bias training will be provided for directors, staff and regional chairs of the Institute and available to members when they pursue a qualification. The training will help identify barriers to inclusion and opportunities to help improve and create a more inclusive future for the BIPP and its membership. If you want to know more about the Inclusion Committee or can offer your expertise, please call me at Head Office Sharron Caunce OFFICE MANAGER 59
