How we work

As an organisation, we are committed to upholding high standards of ethical and professional working practices, as are our members. These standards are outlined in our working policies.

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Showing the latest in civil engineering.

Equality and diversity policy

Civil Engineers work for the benefit and well-being of society – including both the environment and humankind. As a membership organisation and an employer, ICE values diversity and works to create a fairer environment free from harassment and discrimination and one in which everybody feels included and valued.

Anyone who meets our standards can join ICE. We don't discriminate based on beliefs, backgrounds, abilities or anything else.

All our members and staff should feel able to challenge prejudice and approach their work with open and critical minds.

ICE recognises that some of its members may work in countries where people are criminalised, victimized or harassed on the basis of sexual orientation or gender identity. While ICE expects that its members will abide by local laws, this does not imply that such laws are condoned or deemed fair or appropriate.

Members should always, with due regard for local laws, strive to follow best practice in supporting fair treatment of women and the human rights of LGBTQ colleagues and communities.

What we do

We aim to:

  • Take a holistic view of diversity, which addresses fair treatment, inclusion and respect for all members.
  • Make everyone more aware of the positive impact of addressing diversity through training for members, media releases, promotional literature and events.
  • Understand and tackle anything standing in the way of equal opportunities.
  • Challenge and address any discrimination.
  • Make sure our policies and the way we work promotes diversity.

Our policies are for members of all grades, employees and anyone applying for a job. We also encourage members to promote diversity in their workplace.

Our Fairness, Inclusion and Respect Committee works with employers to make sure the civil engineering industry attracts talented people from all backgrounds.

Any ICE member can contact the Fairness, Inclusion and Respect Committee about equal opportunities issues.

ICE Diversity & Inclusivity Action Plan

We have developed the ICE Diversity & Inclusivity Action Plan. We produced this following the publication of Dawn Bonfield's report "Disruptive Diversity" which reviewed diversity within the Institution and the profession, and then subsequent discussions at Council and Executive Board meetings.

The overarching recommendation of the external report was that ICE should apply an inclusivity lens to every aspect of work undertaken. The Diversity & Inclusivity Action Plan follows the WISE ten steps and incorporates a key actions and roll out schedule.

ICE Council and Trustee expenses policy - Child and dependant care

The ICE Group wants to ensure that all members of the Council and Trustee Board have the maximum opportunity to take part in meetings.

The ICE recognises that some members of Council or trustees have carer responsibilities and therefore the Child and Dependant care policy (in conjunction with the overall ICE Group Expenses policy) seeks to address this. Reasonable expenses for childcare and dependant care will be paid for by ICE Group to trustees and members of Council.

This policy sets out the rules governing the reimbursement of out of pocket expenses for child and dependant care for members of Council and ICE Trustee Board when engaged on Institution business.

Conduct policy

Being a qualified ICE member shows that you work to the highest professional standards. Following a shared code of conduct helps the public to put their trust in civil engineers. It also increases respect for the profession.

Members who breach ICE's Code of Professional Conduct, or any of the ICE By-laws, could face disciplinary action.

If you think that an ICE member may have acted outside of our Code of Professional Conduct, please let us know. You can download the guidelines for making a complaint about the conduct of an ICE member.

We regularly review and update these rules to make sure they are relevant.

To assist members to provide appropriate terms of engagement to lay clients or where small works are involved, ICE is providing a template package consisting of an offer/acceptance letter and standard terms of business:

Members should adapt this according to their circumstances.

Please also see: The Institution of Civil Engineers (1997) Agreement for Consultancy Work in Respect of Domestic and Small Works, London: Thomas Telford Publishing.

Ethical issues

ICE also provides advice on ethical issues our members may come across at work.

Members must follow the guidance on bribery and corruption, and equality and diversity. However, the other advice is not a compulsory part of our Code of Professional Conduct.

More conduct advice for members

ICE Sustainability Policy

The Institution of Civil Engineers recognises that climate change is one of the most important issues facing every one of us today.

As civil engineers, our members play a crucial role in the reduction of carbon emissions and the ICE aims to help the profession contribute towards the net zero carbon target and mitigate climate change.

The ICE Sustainability Policy sets out the Institution’s commitment to continuously reduce its negative environmental impact and to enhance its social responsibility and carbon reduction performance.

ICE Gender Pay Gap

As a membership organisation and an employer, ICE values diversity and inclusivity. We believe that workplaces thrive where there is greater diversity, inclusion and gender balance and ICE works hard to create a culture where all of our people are treated equally. ICE exists to help civil engineers to tackle the challenges facing society. We are best placed to do this when the people who work for us are representative of society.

Whilst the exercise to produce this report has been driven by government legislation, we are pleased that it has allowed us to refocus on the areas on which we need to concentrate to ensure that we strive for balance.

As a consequence of the report, we are putting in place some recommendations to address this issue and whilst it will not be a quick process, we are committed to making sure that our employment practices are as flexible as possible so that we may remove any possible barriers to women taking up positions at the very top of our organisation.

Statement of Principles of Institution of Civil Engineers Staff Retirement Benefits & Life Assurance Scheme

The Trustees of the Institution of Civil Engineers Staff Retirement Benefits & Life Assurance Scheme (the “Scheme”) have updated the Scheme’s Statement of Investment Principles to meet the requirements of:

  • the Pensions Act 1995, as amended by the Pensions Act 2004;
  • the Occupational Pension Schemes (Investment) Regulations 2005, as amended by the Occupational Pension Schemes (Investment) (Amendment) Regulations 2010;
  • the Occupational Pension Schemes (Charges and Governance) Regulations 2015; and the Occupational Pension Schemes (Investment) (Amendment) Regulations 2018; and
  • the Occupational Pension Schemes (Investment and Disclosure) (Amendment) Regulations 2019.

The updated statement can be found by clicking on the link below.