At CPI, diversity and inclusion (D&I) are integral to how we operate and how we innovate. Diverse perspectives, experiences and ways of thinking are essential to solving complex challenges, strengthening decision making and delivering meaningful impact as an innovation centre. Over the past year, CPI has continued to build an environment where difference is valued, people feel safe to contribute, and inclusion supports both performance and progress.

Affinity groups: Delivering impact through inclusion

CPI’s affinity groups are employee-led communities that support this inclusive culture by creating trusted spaces for dialogue, learning and connection. Across the year, they have played an important role in amplifying employee voices, strengthening belonging and helping us better understand the lived experiences of our people.

CPI currently supports four affinity groups:

• Women in CPI (WiCPI) - with three linked subgroups focused on supporting and empowering women’s personal and professional development.

• PRISM - a network for LGBTQ+ colleagues and allies that celebrates LGBTQ+ identities, promotes allyship and raises awareness.

• EmbRACE - a group focused on race, religion, culture and ethnicity, supporting equity of opportunity and a safe working environment for all.

• ANCHOR - a community supporting neurodiversity, caregivers, mental health, accessibility needs, and hidden and chronic illnesses.

Together, these groups provide insight to help CPI shape priorities, strengthen culture and embed inclusion into everyday working life, ultimately creating the conditions in which innovation can thrive.

Our impact at a glance (March 2025 - March 2026)

• 4 affinity groups, with 74 active members.

• 47 knowledge-sharing articles published internally.

• 2 hosted events.

• 9 cultural and religious occasions recognised.

• 6 mentoring relationships established.

Championing psychological safety and belonging

Through regular engagement, affinity groups have supported psychological safety by encouraging open dialogue, respectful challenge and shared learning. These environments enable colleagues to feel seen, heard and valued, providing conditions that support wellbeing, confidence and collaboration across teams.

Key contributions include:

• Building communities that support employee wellbeing and connection.

• Raising engagement and awareness through articles, events and targeted communications.

• Organisation-wide recognition of culturally and religiously significant moments, including Holi, Ramadan, Easter and Lohri.

• Developing practical support networks for key life transitions, such as welcome-back calls following maternity leave and parenting networks to reduce isolation and share experiences.

Sharing learning and extending impact beyond CPI

Affinity groups also contribute to CPI’s learning beyond internal communities, helping share best practice and strengthen external partnerships across the sector. This outward looking approach supports CPI’s role within the wider life sciences ecosystem and reinforces inclusive innovation.

Highlights from the year include:

• WiCPI’s International Women’s Day panel, “Accelerating Action: Supporting Women Founders to Succeed”, which brought together founders and senior leaders to explore barriers, opportunities and actions to support entrepreneurial success.

• PRISM’s role as a founding member of the Cross-Catapult LGBTQ+ affinity group and participation in the Proud Science Alliance, widening access to shared learning, resources and collaboration.

Building inclusive capability and leadership

Supported by CPI’s leadership team, affinity groups have helped translate inclusion from intent into practical action. Over the past year, this has included initiatives to build inclusive capability, confidence, and leadership skills, which are all key enablers of innovation and retention.

Notable initiatives include:

• A reverse mentoring pilot programme, pairing colleagues with senior leaders to explore complex D&I topics. The programme strengthened mutual understanding, challenged assumptions and supported more inclusive leadership and decision making.

• Skill building programmes, including networking masterclasses and the Springboard development programme, supporting confidence, personal effectiveness and leadership capability.

• A series of inspirational role model articles highlighting lived experience and leadership insight across CPI.

Investing in early careers and future talent

Alongside affinity-group-led inclusion activities, CPI continues to invest in long-term diversity through early-career pathways. CPI is a proud Platinum Member of the 5% Club, meaning at least 5% of CPI’s workforce is in earn-to-learn roles such as apprenticeships, placements and graduate schemes. This reflects a sustained commitment to early career development, an investment that strengthens CPI’s future skills pipeline, broadens access to innovation careers and supports the long-term diversity and sustainability of the organisation.

Affinity group STEM outreach includes:

• Sponsorship of the North East Women in Life Sciences event 2025, celebrating regional talent and career pathways.

• WiCPI hosting 125 students from 8 schools across the North East for International Women’s Day 2026, enabling young people to explore STEM careers, engage directly with CPI colleagues and see diverse role models represented across a range of different roles.

As we reflect on the progress made this year, CPI and the affinity groups remain committed to building on this momentum, continuing to embed inclusion at the heart of our culture and ensuring that diverse talent and perspectives can power innovation and impact in the years ahead.

“Our affinity groups play a vital role in helping us listen, learn and take meaningful action. They provide insight into lived experience that we would not otherwise have access to, and alongside our reverse mentoring programme, help us move from good intent to real change. Together, this work strengthens belonging, challenges our thinking and ensures our culture continues to evolve with our people”. - Dr Amy Smith, Chief People Officer, CPI