We are thrilled to share that Dehns Partner, Greg Iceton, has been recognised as a Diversity Champion in the WIPR Diversity & Inclusion Top 100 list for 2025.
WIPR (World Intellectual Property Review) recently conducted a survey on diversity within the IP industry, inviting professionals to nominate individuals who are making a meaningful impact. The final list combines these nominations with independent research to highlight exceptional individuals who are driving progress across three categories: Influential Women in IP, Diversity Champions and Change Drivers.
Greg’s inclusion as a Diversity Champion is a testament to his outstanding efforts in promoting inclusion and advancing positive change within the IP community. To celebrate this achievement, we sat down with Greg to learn more about what motivates him and how we can work together to create lasting, sustainable change in the industry.
Can you share what this nomination means to you personally?
I am absolutely thrilled to have been nominated as a Diversity Champion in 2025. To be nominated amongst some of my peers too is a wonderful recognition of the work that IP Inclusive and CIPA are doing in order to ensure that the patent profession is equal, diverse and inclusive. CIPA’s EDI Committee is only a recent committee, having been set up in 2021 and, in some respects it feels like we are still trying to find our feet, but also we have accomplished a lot in the last four years. IP Inclusive is celebrating its 10 year anniversary this year and it is absolutely incredible to see the contribution that IP Inclusive has given the profession in that time. I am delighted that members of the CIPA and IP Inclusive have been recognised as Diversity Champions and I know that we will work hard, together, to advocate for EDI initiatives within the profession.
What initially inspired you to get involved in diversity and inclusion work?
Coming from a small town in the North East of England, I had never really considered a career in the IP sector. After graduating with a degree in Physics and Astrophysics, I was torn between going into further academic research or going into the private sector in engineering or the like. I only found out about the profession by seeing a notice on the notice board at our careers centre. At that point, I did not know that it would be possible to tie science with law and it was very exciting to see a career that required the many skills that I had gathered at university. Without seeing that notice on the notice board, I am not sure I would have known that this would be a possibility. After qualifying as an attorney, I felt it was important to try to advocate for increased awareness of the profession across the UK to ensure that those in different areas are aware that becoming a patent attorney is an option for them. I also wanted to make sure that we are fostering a safe environment for all people that have the skill set required to enter the patent profession regardless of personal background, race, gender, sexuality and disabilities.
What achievement in your D&I work are you most proud of, and why?
I think that it has been an important step having an EDI Committee at CIPA and I am most proud of us all getting together and discussing the topics that are relevant to our profession. Not only do we look at the internal governance of CIPA but also we are working hard with others in the profession and EDI sphere. It is always a pleasure chairing the committee meetings and it is very interesting to listen to, absorb and digest the opinions of others. I recognise that we still have a way to go to find our place within the EDI environment, but we are very excited to work with our colleagues at IP Inclusive and other organisations to make sure that we are up to date on the topics that need to be discussed and actioned.
How do you define meaningful inclusion in a workplace or community?
This is a very good question and lots of people would have their own ideas as to what makes meaningful inclusion in a workplace or community. That is why EDI is so broad and different topics can present themselves at different times. Meaningful inclusion for me means creating a sense of community where everyone who is a part of that community feels accepted and supported. I believe that we can get a strong and inclusive workplace by allowing people to be themselves without fear of judgment or discrimination and also allowing people to share their ideas, concerns and suggestions.
What changes would you like to see in the IP industry regarding D&I in the next 5 years?
I think, for me, I would like to see leaders in the sector actively champion inclusion and create environments where it is valued and practiced. We do have this in the leadership pledges at IP Inclusive and CIPA, but it is important that we regularly assess that the people/companies that have pledged to advocate EDI are doing so and that we recognise early on any shortfalls. I think I would like to see the gender gap further narrow in leadership roles. I feel that this has improved over time, but I still feel that we have some way to go to ensure that representation in leadership roles is diverse, equal and inclusive.
How do you ensure that D&I work moves beyond surface-level initiatives into real, sustainable change?
There are many things that we collectively can do to make sure that there is real, sustainable change. We need to ensure that leaders are actively engaged and that EDI is integrated into core practices. We also need to make sure that training, learning and feedback is offered to all levels within the profession. Clear goals and using metrics to measure progress are some of the ways that we can improve EDI awareness, and also to continue moving things forward.
What advice would you give to someone who wants to become a D&I advocate or ally?
When people see the terms advocate and ally, this can be daunting and sometimes people are worried that they will start conversations around EDI and then worry that they will say the wrong thing. Chances are, you might, and that is ok. As long as you have a willingness to learn, listen actively, take action and use your privilege for good actions, that is all we can ask. If you are interested in being an advocate and/or an ally, do it! It is critical that allies and advocates get involved in order to create and develop safe spaces centred on diversity, equality and inclusivity.