Engineering and Science Professional Body Diversity and Inclusion Benchmarking

The first collective benchmarking across engineering and science professional took place in summer 2017 against the D&I Progression Framework described below. Twenty professional engineering institutions and 21 Science Council member bodies self-assessed against the benchmark and key findings are that:

  • There is a lot of similarity in patterns of self-assessment
  • Governance and leadership is highlighted as an area of strength
  • D&I performance is weakest in education and training, accreditation and examinations, and in prizes, awards and grants
  • Women are better represented on boards, as chairs of board committees and in the membership of science professional bodies than PEIs
  • Black Asian and minority ethnic (BAME) people are better represented on the boards of PEIs than of scientific professional bodies, although overall most participating professional bodies across engineering and science have no BAME people in senior leadership
  • Barriers to progress include lack of data, lack of resources and the challenge of the demographic starting point, in terms of gender and ethnicity

More information on benchmarking findings can be found in the combined engineering and science report and the professional engineering institution report below. A separate report on the performance of scientific bodies can be found on the Science Council website.

Engineering and Science Professional Body Benchmarking Report 2017 (4.37 MB)

Professional Engineering Institutions Benchmarking Report 2017 (4.24 MB)

Scientific Bodies Benchmarking Report 2017

Diversity and Inclusion (D&I) Progression Framework

Launched in December 2016, the D&I Progression Framework is a unique tool that helps professional bodies track and plan progress on D&I across eight areas of professional body activity, including:

  • Governance and leadership
  • Membership and professional registration
  • Meetings, conferences and events
  • Education and training, accreditation and examinations
  • Prizes, awards and grants
  • Communications, marketing, outreach and engagement
  • Employment 
  • Monitoring and measuring

For more information, contact the Diversity team or

Progression Framework booklet (3.49 MB)

Engineering Diversity Concordat

The concordat outlines principles and objectives all professional engineering institutions (PEIs) can commit to in order to increase diversity. Relevance of the one-page document extends to other organisations wishing to make progress on diversity. 

Engineering Diversity Concordat (68.15 KB)

The professional engineering institutions (PEIs) form the backbone of the engineering profession in the UK. The Academy supports their work in many areas, and the diversity strand of work has resulted in the development of the Engineering Diversity Concordat. So far, 31 PEIs have signed this document, which states that they agree to work towards achieving the following objectives:

  • To communicate commitment to equality and inclusion principles and practices
  • To take action to increase diversity amongst those in professional engineering membership and registration
  • To monitor and measure progress

Concordat resource guide

The guide aims to support PEIs working towards the Engineering Diversity Concordat and other organisations that wish to increase diversity. This resource guide has been compiled by the Royal Academy of Engineering in consultation with a number of professional engineering institutions. However, its use and relevance go beyond engineering to other professions and organisations. 

Engineering Diversity Concordat resource guide (560.69 KB)

Engineering Diversity Concordat signatories

For a list of professional engineering institutions (PEIs) and other organisations signed up to the Engineering Diversity Concordat, click on the link below. 

Engineering Diversity Concordat signatories (132.14 KB)

Diversity guidelines

These guidelines contain steps that professional engineering institutions (PEIs) can take to increase diversity and inclusion. They include examples of action related to marketing and publicity (including IT), recruitment and selection of steering groups and committees, events, monitoring and evaluation, and awards and scheme selection and programme design. 

Diversity guidelines (187.42 KB)