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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.....