Strategic Objective 2
Embedding EDI principles in research practices
By extending the University’s current commitments to EDI across our institutional research leadership and embedding it across our research lifecycle - from design to recruitment and delivery - we will enable a more equitable, diverse, inclusive, and highly-skilled workforce to produce more representative and robust research.
Read more about our strategic objectives and projects in our Research Culture Strategy.
Project 2.1: We will allocate promotion support for researchers with protected characteristics underrepresented at grades 9 and 10.
Aims:
- To increase the proportion of academic research promotions to grades 9 and 10 by colleagues with protected characteristics that have previously been underrepresented.
Outputs:
- Piloting and evaluation of targeted promotion programme.
Outcomes:
- Underrepresented staff better resourced to apply for research promotion.
- Increased number of underrepresented academic staff applying for research promotion.
- Rebalanced of ethnic, gender, and disability profiles of academic staff at grades 9 and 10.
Success Measures:
- Researcher engagement with targeted promotion programme.
- Increased number of underrepresented academic staff applying for research promotion.
- Increased diversity of academic staff at grades 9 and 10.
Led by the Research EDI Lead.
Project 2.2: We will use pulse surveys to gauge colleagues' perceptions and experience of EDI aspects of research culture.
Aims:
- To determine and better understand EDI-related barriers to research (e.g., funding gaps, career progression).
- To identify interventions for overcoming the EDI-related barriers to a positive research culture.
- To understand perceptions of EDI work and its role within research culture.
- To measure engagement with EDI initiatives to enhance research culture.
Outputs:
- Plan for further targeted interventions to promote EDI in research.
- Report tracking perceptions and engagement with EDI work.
Outcomes:
- A deeper and wider understanding of the barriers that research colleagues experience.
- Improved communication, value, and recognition of EDI work.
Success Measures:
- Decreased number of staff stating that they face EDI-related barriers to research.
- Increased recognition and value of EDI work as a mechanism to improve research culture.
Led by the Research EDI Lead.
Progress
Coming soon.....