Keeping the Torch Burning: Why EDI Remains Critical for the IP Profession

Intellectual property professionals gathered on 4 November 2025 in London as part of IP Inclusive’s 10th anniversary events to reaffirm that Equity, Diversity, and Inclusion (EDI) are strategic imperatives for the future of the sector.

Gwilym Roberts of Kilburn & Strode hosted the event and moderated this session, with Daniel Winterfeldt MBE KC (Hon), Managing Director & General Counsel for EMEA and Asia Jefferies, Founder & Chair of the InterLaw Diversity Forum as the Keynote speaker.

The panelists were: Jyotin Hamid, Debevoise & Plimpton;  Dr Katerina Kolyva, CEO, Education and Training Foundation; IPReg Board member; Bobby Mukherjee, BAE Systems plc; Cyra Nargolwalla, Plasseraud IP; Etienne Sanz de Acedo, CEO INTA.

“Events like this are always really important, but this one is particularly significant.” These opening remarks by the conference chair and host, Gwilym Roberts, set a determined tone for the session. The consensus was clear: while the global environment regarding Equity, Diversity, and Inclusion is facing political headwinds, there has never been a more critical time to “keep the torch burning”.

The End of “One-Size-Fits-All”

One of the central themes emerging from the panel was the increasing complexity of the regulatory landscape.

“You can’t just do a one-size-fits-all anymore,” observed Daniel Winterfeldt. It is vital to move from performative statements to rigorous, data-driven accountability. The call to action for professional bodies is to “hold ourselves to task” by looking at hard metrics. It is no longer enough to launch initiatives; the profession must track who is accessing the sector, who is staying, and, importantly, who is leaving and why.

From Access to Retention

A recurring concern was the distinction between recruitment and retention. While progress has been made in opening doors, the challenge remains in keeping them open. Katerina Kolyva highlighted the need to support professionals not just upon entry but throughout their careers through inclusive, continuous professional development.

The discussion emphasized that true inclusion is about striking a balance between consumer needs and the needs of the practitioner. If the industry fails to support the progression of diverse talent, the initial work done to recruit them is lost.

The Human Element and Social Mobility

The panelists highlighted the need for a strong focus on social mobility. Unlike certain aspects of EDI, which may sometimes be polarized, social mobility was identified as a unifying objective: a way to “level out the playing field” that benefits the profession as a whole.

The “Long Game”

Despite the acknowledgement that EDI is currently facing a difficult patch, the mood following the session was optimistic. Informal discussions after the event revealed that, on the ground, the sector is moving in a positive direction regarding family support, maternity and paternity leave, and hybrid working models.

However, complacency is the enemy. The conference concluded with a look forward to a shift from discussion to specific, tangible next steps.

As the speakers summarized in their closing remarks, “we are in this for the long game”. The current challenges are real, but they serve as a reminder of why organizations like IP Inclusive and supportive professional communities are vital. Now is not the time to step back; it is the time to learn from each other’s experiences across different jurisdictions, and ensure the profession remains accessible and sustainable for the next generation.

A final, inspirational quote from Andrea Brewster, IP Inclusive ‘s Lead Executive Officer:

During 2025 we’ve been celebrating IP Inclusive’s first decade: ten great years in which we’ve changed the way EDI is talked about and had a genuine impact on access and inclusivity for both individuals and their businesses. But 2025 has also been a difficult year for our cause, with increased hostility towards the diversity agenda and a growing number of “anti-woke” voices.

From our conversations with stakeholders it’s clear there’s still a business case for EDI, not least because it matters so much to the individuals who work in IP. Our flagship event on 4th November helped reinforce that, from the highest levels and a range of perspectives. IP Inclusive, and the community it creates, is more important now than ever: it remains as a beacon of hope both here in the UK and further afield. Whatever people choose to call them, we will continue the fight for equity, diversity and inclusion.