RAEng Progression Framework Benchmarking Exercise

Being a Professional Engineering Institution, BINDT aims to represent and work for all members within our industry and we want people to join and feel part of a professional community. Engineering institutes are in an important position to influence and take up the role of leading change to ensure all members are represented and feel included.
It is important to assess current practices and monitor progress against other organisations within industry to ensure that as an institute we are maintaining what is considered to be best practice with regard to progressing diversity and inclusion within the NDT industry.
Earlier this year, BINDT undertook the Royal Academy of Engineering (RAEng) Progression Framework benchmarking exercise for the second time since the initial completion in 2017. The progression framework is a unique tool developed to help professional bodies track and plan progress on diversity and inclusion across different areas of activity and helps to provide a good structure for focusing resources.
BINDT self-assessed its progress and provided evidence for its chosen score for ten categories, including: governance and leadership; membership and professional registration; meetings, conferences and events; education, training and examinations; accreditation of education, training and examinations; prizes, awards and grants; communication and marketing; outreach and engagement; employment; and monitoring and measuring.
There are four levels of progress for what is considered good practice on diversity and inclusion, from Level 1 – Initiating (which is usually where an organisation starts), to Level 4 – Transforming (which suggests the organisation is well on its way to changing the culture).
The results are benchmarked against other engineering and science organisations, including other professional engineering institutions.

Benchmarking findings
As you can see from the blue line in Figure 1, the self-assessment scores for 2021 show that BINDT has outperformed the median for all participating organisations in many of the areas, particularly governance and leadership, which is extremely important for progressing diversity and inclusion within an organisation. BINDT has a clear governance structure on diversity and inclusion, with a well-established Diversity and Inclusion Advisory Group reporting directly to the Institute’s Council and informing strategy and decision-making at a senior level.
Comparing the 2021 results with those from 2017, there has been clear progress in both the Prizes, Awards and Grants and Employment category scores, which is good to see as these areas have been a key focus over the past couple of years following the results of the 2017 framework. It highlights that the work carried out by the Institute and committee members, and the initiatives implemented, have had a positive effect on diversity and inclusion in these categories.
It also highlights the tool’s usefulness in determining where best to allocate resources and time to help progress within the NDT industry.
The Outreach and Engagement category was newly added in 2021, accounting for the lower score in this category. However, some brilliant initiatives have been implemented this year, such as the new Early Careers Branch, which will play a huge role in supporting the development of diversity and inclusion in this category for the next assessment. In addition, the Education, Training and Examinations category looks to be a low score; however, as BINDT does not directly offer this service, a score was not submitted for this category.
Moving forward into 2022
The benchmarking exercise highlighted several areas for development, including:

Gathering relevant data to help measure progress and success of diversity and inclusion initiatives

Considering how to better embed diversity and inclusion into the work of the Institute, such as on events planning and feedback, or in the work of the Education and Professional Development Committee.

Continuing to secure stakeholder support for investing time and resources in diversity and inclusion, for example in relation to accreditation of education and training.

These areas will be considered over the coming months to determine how they can be addressed and ensure progress is made before the next benchmarking exercise in the near future.
To view the information from the 2021 Benchmarking report in full, please visit the BINDT website: www.bindt.org/about-us/diversity-and-inclusion-progression-framework

If you have any thoughts or ideas, or are interested in joining the D&I Advisory Group, please get in touch: diversity@bindt.org

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