APSR Policy on Diversity and Inclusion

Last updated: 18 April 2024

(Further updates are pending)

Background

The APSR objectives of advancement and promotion of knowledge of the respiratory system in health and disease by encouraging research, improving clinical practice through training, increasing awareness of health problems and promoting the exchange of knowledge should be undertaken by acknowledging the diversity of the membership and aiming for inclusiveness in its activities.

Success of APSR activities results from the selfless contributions of its broad and varied membership. This includes the full spectrum of respiratory health care professionals from all disciplines, from all over the Asia Pacific region and beyond.

The APSR is committed to address historical and current inequalities to establish diversity and inclusion in various activities. Encouraging and supporting under-represented members and people to participate in the APSR and its activities is important to accomplish health equality through the promotion of better lung health, scientific discoveries and multidisciplinary health care delivery for all.

The APSR recognises that diversity and inclusion is a worthy goal that requires ongoing consideration to achieve improvements over time. The APSR’s diversity policy will therefore take into account aspects that include stage of career/experience, gender, professional discipline, ethnicity, language, culture and country/region of origin.

Policy

• The APSR commits to using gender-neutral terms (e.g., ‘Chairperson’ instead of ‘Chairman’) in all communications.
• The APSR commits to working with its Assemblies, Committees, Task Forces and Work groups to ensure all APSR activities acknowledge the need for and implement balance in diversity such as stage of career/ experience, race/ethnicity/language/culture, country of origin in the leadership e.g. Annual Local Congress Committee, Assembly Leaders (Heads, Heads-Elect and Deputy Heads) and also in other activities e.g. Assembly Symposium Speakers at the Annual Congresses.
• The APSR will strive, when appropriate and taking merit into account, to achieve inclusion of:
  • balance of gender representation
  • medical or non-medical professionals of different sub-specialties in Respiratory Medicine
  • minority members
  • early career and mid-career members
  • under-represented members by race/ethnicity/language/culture/country of origin
  
  The APSR will strive in its activities to incorporate these relevant policies for:
  1. organisational operations and governance structure
  2. professional activities, e.g. participants in the APSR events including but not limited to the APSR and its Assembly activities, conference/meeting planners, organisers, chairs/moderators/panellists, speakers and official writers.
  3. selection of suitably qualified individuals for the APSR awards and recognition
• When collaborating with another association / organisation including en bloc member Societies, the APSR will work with the association/organisation to encourage diversity and will negotiate issues in good faith before declining collaboration with activities that do not align with APSR policy.

Communication Plan

The APSR will:

• Post relevant policies on its website.
• E-mail relevant policies to all Office Bearers and Event/Activity organisers.
• Reference relevant policies in the Annual Congress materials.

Reporting

The APSR will:

• Monitor and report appropriate metrics to the APSR Annual General Meeting and at each Assembly Meeting.
• Monitor progress annually and if appropriate seek external review and feedback for process improvements.