Our Inclusion and Diversity strategy to 2030
Shaping an inclusive future for the chemical sciences.
Chemistry is at its best when the whole community can contribute to it. Since 2020, our previous Inclusion and Diversity strategy has driven research, actions and collaborations to reduce inequalities across the chemical sciences. That work continues. Our refreshed strategy to 2030 builds on what we have learned and achieved, taking the next step towards lasting change.
The 欧美AV Inclusion and Diversity Strategy to 2030 marks a decisive shift: from intention to measurable impact, from isolated activity to sustained cultural change, and from short-term initiatives to systemic inclusion embedded across the chemical sciences.
Through evidence-led action, partnerships and advocacy, and the promotion of an inclusive science culture, we commit to shaping a chemical sciences community in which everyone who chooses chemistry can participate, progress and flourish.
On this page
Our strategy
Our Inclusion and Diversity strategy to 2030 sets out how we will drive systemic and sustainable inclusion across the chemical sciences. Building on more than a decade of evidence-led research and action, it positions inclusion, science culture, and a sense of belonging as central to the long-term health, resilience, and success of chemistry.
The strategy was launched at the 欧美AV IUPAC Global Women's Breakfast event on 10 February 2026, presented by Dr Ale Palermo F欧美AV, 欧美AV Head of Global Inclusion. Read our launch announcement and watch the video to hear more about the strategy.
Inclusion & Diversity at the 欧美AV: Commitment to Excellence in Science
Inclusion is our organising principle
While diversity and equity remain fundamental, inclusion is the central organising principle of this strategy. Our focus is fostering a genuine sense of belonging, recognising that representation alone is insufficient if individuals do not feel valued, supported, and able to thrive.
This emphasis on inclusion will shape science culture and influence how chemistry is taught, practised, governed, published, and rewarded.
The four pillars of our previous Inclusion and Diversity strategy continue to shape our work, with inclusion positioned at the core of these interconnected priorities. We take a fully intersectional approach, recognising that inequalities are not experienced in isolation and that overlapping identities can compound disadvantage. Our evidence shows that, during the 2026 to 2030 period, sustained attention is required in key areas including gender inequality, disability and accessibility, socioeconomic inclusion, race and ethnicity, and LGBT+ inclusion.
.jpg?language=en&width=784&resizemode=force&format=webp "Four pillars (Inclusion and Diversity strategy to 2030)")
Infographic showing our refreshed four pillars of the I&D strategy - Evidence-driven, Inclusive access and retention, Inclusive progression and Empower and influence partners.
Strategic priorities (2026 鈥� 2030)
1. Embed inclusion across the chemical sciences
From a standalone strategy to a shared organisational and sector-wide responsibility.
We will embed inclusion and diversity principles across all 欧美AV strategies and functions, including education, accreditation, publishing, membership, sustainability, global inclusion, and governance. We will advocate for the business case for inclusion, ensure visible leadership accountability, and maintain the central role of the Inclusion and Diversity Committee in shaping our approach and amplifying our voice.
Outcome: Inclusion is embedded into how decisions are made, resources are allocated, and success is defined within the 欧美AV and is central to our culture and operations, ultimately enabling these values to be permeated across the chemical sciences.
2. Build on our strong evidence base, grounded in data and lived experience, to drive innovation and trust
From measuring inequalities to measuring progress, impact, and belonging.
We will maintain our role as a trusted source of high-quality, ethical inclusion and diversity data. We will combine quantitative datasets with qualitative research, lived experience, and storytelling, broaden definitions of success to include culture change and belonging, and translate evidence into practical guidance, tools, and policy influence across the sector.
Outcome: Decisions and interventions are grounded in data and evidence that is trusted, relevant, and shared. Progress and impact are tracked, demonstrating the value of investment in inclusion and diversity.
3. Enable inclusive career pathways across the chemical sciences
From access points to equitable, lifelong career progression.
We will treat access, retention, progression, and leadership as a single, connected continuum. We will recognise the impact of regional inequalities, including barriers to access, constraints on mobility, and challenges in retention, and progression within chemistry. We will also promote relatable role models, alongside mentoring, sponsorship, advocacy, and career profiling, to strengthen retention, and aspiration.
Outcome: More equitable progression, improved retention, and reduced loss of talent across all career stages.
4. Drive systemic and sustainable change through partnerships and structural levers
From isolated initiatives to sustainable transformation and impact.
We will build long-term partnerships with funders, industry, regulators, and international bodies. We will draw on 欧美AV core areas, such as accreditation, publishing, peer review, recognition, prizes, and professional standards, to embed inclusive practices. We will align our work with environmental sustainability, open research, and digital inclusion agendas, and support relevant pilot programmes with potential for scale.
Outcome: Inclusion is embedded into the structures that shape careers, science culture, and opportunity across chemistry.
5. Lead advocacy and global inclusion
From responding to change to shaping the future agenda.
We will advocate for inclusive science and research policies in the UK and internationally. We will publish influential position reports and thought leadership on inclusion and science culture, amplify underrepresented voices globally, and promote global inclusion through international partnerships and networks.
Outcome: The 欧美AV is recognised as a confident, credible, and global trusted leader in inclusion across the chemical sciences.
Enablers for success
To deliver this strategy effectively and sustain momentum across the 2026 to 2030 period, we have identified five enablers that will underpin all our work:
- Take an intersectional and evidence-led approach to all our initiatives and actions by collecting data and evidence, defining success, and measuring what matters.
- Adopt a bold and adaptive approach to inclusion by responding to challenges and opportunities arising from political, economic, and technological change.
- Focus efforts on achieving sustainable impact by allocating resources, funding, and people in line with agreed strategic priorities.
- Celebrate progress and success by recognising achievements and building on where further positive change is still needed.
- Communicate with confidence by making a strong case for inclusion and diversity using both value- and business-focused arguments, tailored to diverse audiences across the chemical sciences.
.jpg?language=en&width=761&resizemode=force&format=webp "Enablers for success (Inclusion and Diversity 2030)")
Infographic showing the five enablers that will help us deliver the I&D strategy.
Our research and resources
Explore our evidence base, and practical guides to support inclusion and diversity across the chemical sciences.
Women's retention and progression in chemical sciences
Talented women leave academia before reaching their full potential or are not progressing to senior grades in the same proportion as their male peers.
Disability in the chemical sciences
We share what we have learnt from those in our community with experience of disability and suggest how organisations can improve disability inclusion.
Neurodiversity in the chemical sciences
How simple adjustments, accommodations and understanding can break down barriers and allow neurodivergent individuals to reach their full potential.
Racial and ethnic inequalities in the chemical sciences
We need to talk about and address racism, discrimination and inequality in the chemical sciences.
The workplace for LGBT+ physical scientists
Majority of LGBT+ scientists think the working environment is improving but we need to do more as there's lack of awareness of LGBT+ issues at work.
Belonging in the chemical sciences
The first ever study of chemical scientists’ lived experiences of belonging in the chemical sciences.
Contact our Inclusion and Diversity team
We're here to help. Get in touch if you have any questions about inclusion or diversity in the chemical sciences or at the 欧美AV.
Related pages
Science culture
Our wide-ranging work to make chemistry more welcoming to everyone.
Our I&D resources, funding and toolkits
To help you to promote access and inclusion in the chemical sciences.
Our I&D activities and collaborations
See how to get involved to improve inclusion and diversity within the chemical sciences.