APMP UK values and seeks diversity and inclusiveness within the bid and proposal industry. We advocate for and promote involvement, innovation and expanded access to opportunities to maximise engagement across unrepresented groups within our membership. APMP UK will commit time and resources to accomplish this objective while serving as a model to other APMP chapters.
We will not accept direct or indirect discrimination or harassment of members and other stakeholders. Including, but not limited to, age, disability, gender, marriage or civil partnership, pregnancy and maternity, race (including nationality, ethnicity or cultural background), religion or belief or sexual orientation.
To that end, the purpose of this initiative is to find ways to encourage inclusion, equality and fairness for all in the bid and capture world. Respecting, welcoming and involving all types of diversity is fundamentally the right thing to do. It creates positive outcomes, better performance and greater levels of innovation. We want to encourage our industry and our employers
Establish, communicate and support commitment to diversity and inclusion through leadership behaviour.
Develop, publish and actively promote an association diversity and inclusion policy.
Create networks and provide support for diverse talent and allies across the membership.
Encourage APMP UK members and affiliates to champion our mission by helping others observe our diversity and inclusion policy.
APMP UK is committed to ensuring that people with a disability or long-term health condition do not face barriers in accessing APMP UK activities and events.
Having a positive and inclusive approach to managing disability can reap many benefits including commitment, the ability to tap into different perspectives and skills and boosting innovation and performance.
We all have a duty of care for the physical and mental health and wellbeing of our colleagues within both APMP and our workplaces. The main risks to our workplace health are now psychological with mental ill-health and stress being the top two causes of long-term absence.
Mental or neurological disorders affect 1 in 4 people at some point in their lives. Only around 1 in 8 adults with a problem are getting any kind of treatment.
We all have a duty of care to look out for the wellbeing of both ourselves and our colleagues. Never be afraid to ask for help if you need it or to ask anyone else if they need help.
APMP UK believes that any form of gender discrimination or harassment is totally unacceptable from both a ethical and legal standpoint.
We all have to play a role in helping to stamp out gender inequality by leading by example, treating people fairly (regardless of their sex), and not tolerating inappropriate behaviour.
All members should feel safe and confident that we will act on a zero tolerance policy towards harassment of any form.
Every person, regardless of their ethnicity or background should be able to fulfil their potential within APMP UK and their workplace.
We encourage all members to embrace diversity and call out harassment and discrimination when they see it. Step up and be an ally for everyone else. We commit to take time to educate ourselves, encouraging each other to have uncomfortable awakenings and conversations, and really, truly listen to the voices that need to be heard.
APMP UK believes that a member’s religious or beliefs should not affect whether they get a role within APMP UK or benefit from training and events, as long as those philosophical beliefs embrace diversity and inclusion too. Everyone deserves the opportunity to develop their skills and talents to their full potential, work in a safe and inclusive environment, be fairly rewarded for their input and have a voice both within the association and their workplace.
It is important that all members behave to ensure that both the association and workplace culture is an inclusive and safe space for everyone.
APMP UK believes that a member’s sexual orientation and gender identity should not affect whether they get a role within APMP UK or the industry or benefit from training and events. Everyone deserves the opportunity to develop their skills and talents to their full potential, work in a safe and inclusive environment, be fairly rewarded for their input and have a voice within both the association and the workplace.
It is important that all members are aware of the need to respect each other’s identities to prevent conflict and any form of harassment and discrimination. Gender identity is a nuanced construct, and we should respect this for every individual. Something that appears as simple as a pronoun can mean a lot, so we all need to think before we make assumptions.