This year’s conference theme, “Opening up Applied Linguistics”, not only drives the research topics prioritised in the programme, but shapes our organisation and running of the conference. We are committed to promoting an inclusive, equitable, and inviting conference culture that celebrates and rewards all who contribute to the field, without regard to race, religion or belief, gender, disability, age, career stage, national origin, sexual orientation, gender identity, or gender expression.

We have taken the follow actions to cultivate a safe and respectful environment for the exchange of ideas between delegates from a range of backgrounds and career stages:

1. Selecting a diverse programme of speakers, including plenary speakers.
2. Introducing a two-day conference format, scheduled within the normal working week. This is designed to make the conference more accessible to those with caring responsibilities and to support work-life balance and well-being.
3. Implementing a hybrid format, with the option to attend online and/or attend for only one day. This should open up attendance to groups who may face a range of barriers to joining an in-person conference.
4. Creating designated platforms for postgraduate and early career researchers to showcase works in progress and network with experts in their fields. Examples of this are the PGR/ECR symposium and poster session, the PGR forum, and the pre-conference networking and social event designed to integrate new members of BAAL into our community.
5. Building a conference environment which incorporates and builds on existing accessibility recommendations (pertaining to signage, mobility and dietary requirements) by inviting delegates to provide their preferred pronouns for inclusion on conference badges, ensuring facilities such as gender neutral toilets, baby changing facilities, and prayer rooms are clearly labelled, choosing social activities that are accessible to all, and offering sign language interpreting services.
6. Providing a delegate guide to creating accessible presentations and creating a digitally accessible website.
7. Appointing a designated EDI officer to the LOC (Natalie Finlayson, Natalie.Finlayson@york.ac.uk) to act as an advocate for attendees, and liaise between delegates and appropriate support services at the university to ensure needs are understood and addressed.
8. Enforcing a zero-tolerance approach to any form of harassment or discrimination. The EDI officer will act as a point of contact for any concerns that conference delegates wish to raise or report.
9. Conducting EDI monitoring. We will invite delegates to submit an equality and diversity form to monitor representation. This will help future organising committees to continue to take a critical approach when dealing with ongoing barriers to strengthening equity, diversity, and inclusion in higher education.