MRS' Inclusion Pledge (PDF) asks CEOs to make five commitments towards creating safer and more representative workplaces. The pledge includes: publishing pay statistics annually, working towards government targets for women and ethnic minorities at board level and improving recruitment practices.

FAQ's for MRS Inclusion Pledge

Buyers of research can now search our supplier directory for agencies that have signed the pledge.

The pledge has been signed by the following:

[links below go to company pages on the Research Buyer's Guide]

7th Sense Research UK: Fergus McVey
2CV:Sabine Cronick
Ardent Fieldwork:Karen Beardon/Viki Hallahan/Vipul Chokshi
AudienceNet: David Lewis
Bayes Price: Matt Gibbs/Nikki Leftly
Basis Research: Rune Mortensen
Behaviorally (Formerly PRS): Sam Albert
Big Sofa: Kirsty Fuller
BMG: Simon Wood
BritainThinks: Ben Shimshon
buzzback: Martin Oxley
BVA BDRC Group: Crispian Tarrant
C Space: Felix Koch
Cint: Tom Buehlmann
Clearview Research: Kenny Imafidon
Cobalt Sky: Rebecca Cole
Cognisant Research: Ian Nockolds/Paul Myers
Crowd DNA: Matilda Andersson and Andy Crysell
delineate: James (JT) Turner 
Discovery Research: Alan Hathaway
Dynata: Gary Laben
Edelman Data & Intelligence: Colin Deller, Toby Gunton
Empower Translate: Ruth Partington
England Marketing: Jan England
Firefish: Jem Fawcus
GfK: Warren Saunders
Hannelius Recruitment: Katariina Hannelius
Hall & Partners: Vanella Jackson
IFF Research: Jan Shury
Ipsos: Kelly Beaver
Frederic Charles 
i-view London: Bob Qureshi
Jigsaw Research: Ann Morgan/Jo McDonald
Kantar: Amy Cashman
Kantar Profiles Network: Caroline Frankum
Lucid: Ben Hogg
MESH: Fiona Blades
MIS Group: Romain Leray
Motif: Ginny Monk
mTab: Mark Langsfeld
Northstar: Matthew Sell
Opinium: James Endersby
OnePoll:Chris Pharo
Panelbase & DRG: Paul Wealleans
pplinsights: Yvonne Taylor
PRS IN VIVO: Nicole Duckworth
QRi Consulting: Simon Patterson
Quadrangle: Ali Camps
RED C: Charlotte Butterworth
Ronin: Simon Glanville
Savanta Global: Roger Perowne
Savanta UK: Nick Baker
Savanta Americas: Vin DeRobertis
Shift Insight: Scott Lampon 
Solutions Research
The Future Laboratory: Chris Sanderson/Martin Raymond 
The Nursery: Peter Dann
Toluna (parent company of Harris Interactive): Frederic-Charles Petit
Trinity McQueen: Robin Horsfield
Vela: Sinead Jefferies
Verve: Andrew Cooper 
Walnut Unlimited: Jane Rudling
Watermelon: Mark Squires
Yonder: Michael Simmonds 
Youthsight: Tatenda Musesengwa 
Zappi: Steve Phillips

If you would like to sign the Manifesto for Opportunity on behalf of your organisation please email

Have you or your business signed up to the MRS Inclusion Pledge, and you're not quite sure what to do next? Join The Inclusion Collective: MRS Inclusion Pledgelinkedin group. It is your space to guide, collaborate, inspire, ask silly questions and update others on your progress.

1 - Gather, and where appropriate, publish pay statistics annually and where it is found, dismantle pay discrimination based on gender and ethnicity

Gender Pay Actions
Ethnicity pay reporting guide

- Work towards ensuring our staff are representative of the full diversity of our business locations.


3 - Work towards the achievement of appropriate government targets for the representation of women and minority ethnic groups at senior management and board level.

  1. Government  targets at the time of the creation of the Pledge were:
    1. Women: 33% on Boards and Leadership teams by 2020 ( leadership teams defined as c-suite / exec committee and their direct reports). This was Hampton Alexander.
    2. The new target is 40% by 2025 ( FTSE Women Leaders Review supersedes Hampton Alexander at the start of 2022)
  1. Ethnic Minorities: Parker Review 1 on Boards of FTSE 250 by 2024 ; senior civil service : 12 % as soon as possible 

How to improve board diversity: a six step guide to good practice

4 - Improve the recruitment of a representative intake with initiatives such as ending unpaid internships and supporting school university and apprenticeship programmes.

MRS Diversity, Inclusion & Equality Council urges research sector to support 10000 black interns initiative

MRS Apprenticeship

CORe Job Board

CORe Outreach programme – coming soon

5 - Create safe places to work for all, committing to: - Create accessible environments in our offices for all staff and visitors - Adopt timeTo Code of Conduct on sexual harassment – Develop a proactive culture that supports whistle blowing - Train staff to recognise those who need help for stress or mental health and wellbeing and create appropriate support systems.


CORe mentoring service 

Sexual harassment (#TimeTo)    

MRS Best Practice Guide: Collecting Data on Sex and Gender

Toolkits -  

Guidelines for Being Strong White Allies

Be a Better Ally

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